Team Coaching

Why Does Stakeholder Centered Team Coaching Work?

Tim uses the principles and practices of Stakeholder-Centered Coaching, but instead of one individual leader being coached, applies the process to entire teams.

It can be used to solve many common challenges for teams, including:

  • Getting newly-formed teams off to a great start
  • Ensuring that critical project or initiative-based teams stay on track and accomplish their goals
  • Addressing dysfunctional behavior in existing teams
  • Increasing communication and cooperation between interdependent teams
  • Providing a cost- and time-efficient way to develop a group of leaders, especially high-potentials
  • Whatever the specific goal, Stakeholder Centered Team Coaching helps to build greater trust, communication and cooperation among people and teams.

Our Stakeholder Centered Team Coaching Process

Stakeholder Centered Coaching has a strong emphasis on implementation and follow through.

Here’s how the process works:

  • The coach engages with the team to assess their readiness for change and familiarize them with Stakeholder-Centered Coaching:
    Before beginning a team-building process, a Needs Analysis is conducted by the coach to help determine if a team-building activity would help the team be more effective/productive. If the answer is yes, a kick-off workshop is used to provide participants with direction on the Stakeholder-Centered Coaching principles and practices they will be using during this dynamic process.
  • Guided by the coach, the team creates one shared behavioral goal:
    The team identifies potential behaviors that could be improved to help the team be more effective and prioritizes the one behavior that will most impact overall team effectiveness.
  • Team members commit to personal change:
    Each participant shares and commits to one area of personal behavioral change (other than the one selected by the Team) that will help the Team close the gap between where they are and where they want to be.
  • Make change visible:
    Throughout the month, each leader implements their action plan and demonstrates to the stakeholders through those actions that they are working hard to make change visible and become more effective leaders in both their personal and team goal areas.
  • Review progress quarterly:
    The coach checks in with team members on a monthly basis to help them stay on top of their action plans and ensure follow-up with stakeholders.Once per quarter, the coach does a short survey to gauge the stakeholders’ perceptions on how they see each leader’s effectiveness has been changing in the designated areas, as well as the change observed in the team’s behavioral goal area(s).

Here’s a visual summary of how this process works:

Taking Team Coaching To Another Level


We measure the behavioral changes achieved by the team—both as a group and as individuals.

Coaching shouldn’t be measured by how much time the coach spends with the leader or team. Or by how much the team “likes” the process or “feels” that they have improved.

All coaching—whether for individuals or teams—should be measured by results.

Contact us today to learn more about our unique approach to Stakeholder Centered Team Coaching and how it will help your organization build and retain high performing talent.

Tim and Scott

What Leaders are Saying

Leaders from the Organizations we have served

Getting aligned has an impact! We have the privilege of working with leaders, teams, and organizations of all shapes and sizes through various means such as Leadership Retreats, Team Development, Executive Coaching, and Strategic Planning. These include organizations from various sectors—including non-profit, business, government and startups throughout the world, and especially in Northeast Ohio and Western Pennsylvania. We take great pleasure in the success their hard work has brought and are honored to share a few select stories.