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Do you recognise this? Teams often struggle with 3 things:

  1. they are afraid to hold each other to account and

  2. they don't make themselves heard enough or too much in meetings.

  3. Everyone does their thing, but there is no sense of achieving more together.


When colleagues show behaviour that contributes less to cooperation and results, people discuss it among themselves but almost never directly with the person it is about. The team does not feel safe enough to speak out: people are afraid of conflict or of losing their pleasant contact. Better to persevere and endure than risk and appeal. Managers often go along with this. They do address people in 1-on-1s, but do not give the team the opportunity to engage with each other. 

In consultations, the manager is often the 'spider in the web', who is responsible for everyone's input. The team leans back, is busy with other things, it is rather a must attend,... Often to the great frustration of the manager who wonders what he/she is doing wrong and gets tired or discouraged by so little interaction...

In many teams, it is 'every man for himself': people do their best to achieve good results individually, but there is no sense of striving for something together. People are not proud of their team, there is no shared dream or ambition, no clear team goals and people are evaluated based on their individual efforts. Changes in the organisation often reinforce this: team members withdraw even more to themselves, mutual competition and distrust increase. 

The unfortunate thing is that this has nothing to do with a team's lack of commitment, with a lack of motivation or commitment. It has to do with insufficient awareness of WHAT a good team actually is and HOW things could be. And what small, concrete things can make a world of difference.

For whom?

Team coaching is designed for managers who:

  • feel there is more to their team than is currently manifesting. 

  • tired of carrying the load alone

  • realise that change starts with them

  • no longer feel like going to meetings that employees 'sit through' because they perceive them as 'musts',

  • want to enter into a real, open conversation with their team, without reproaches or judgements, but based on exploring and learning together,

  • want more concrete collaboration in their team, but do not know how.


3 Success ingredients

  • Responsible together:
    You grow from 'spider in the web' to 'together at the flywheel' and immediately generate support amongst your team

  • Emotional safety:
    your team not only knows what it is, but comes up with creative solutions to strengthen it themselves.

  • Connecting, effective communication
    Feedback 2.0

My approach

Team coaching always starts from a conversation with you as manager

We look at whether you are taking on the 'right level of responsibility' and what your challenges with your team are from there. Only once the picture is clear for you will we start working with your team.


They often involve half-day or full-day sessions, in which the team:

  • starts to realise that a GOOD team, is a team where OPINIONS CAN DIFFER. That a good team, in fact, is one in which you can be critical of each other, because you know that you will all be better for it

  • learns to appreciate what is already there: as a basis for emotional safety in the team 

  • share and concretise their shared ambition or dream, with everyone's personal values as a strong foundation

  • investigates which habits or patterns help us and which hinder us from realising our ambition

  • based on connecting, effective communication, learns how to express yourself in a non-offensive yet clear way to your colleagues

  • realises that feedback is needed in order to grow and knows how to provide it so that everyone benefits.


Image by Ashton Mullins

"I am happy and grateful that, in coaching with Cécile, I have found myself and can now look at life through different 'rose-coloured' glasses, which has a very positive impact on my team and our results."


 Petra Brosens, Work Preparation Coordinator, Connections Service, Fluvius

What can you expect?

A step-by-step approach, with you at the wheel and 

  • feel small changes in your team right away

  • gain more confidence in what your team can handle, leading you to trust them with more important projects

  • your team takes more initiative and energy increases

  • you stop being a 'spider in the web' and dare to rely more on your team;

  • (to your own surprise) you are also responded to differently outside your team: your team is taken more seriously, but is also more visible within the organisation.

play4growth - door An Epic View2757.jpg


Team coaching is group work: we determine the approach together, you stay in control of your team. Experience shows that it is best to work incrementally, 'building the bridge as we go over it'. After each step, we evaluate the result and you will receive a tailored proposal from me for a follow-up step. 


In an intake interview, we examine whether I am the right partner to help you in your question and we also determine the course of the collaboration. Interested? Ready to get more out of your team?

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