Several of my clients have shared that, until we met, they hadn’t really considered the need for team coaching within their organization. Let’s call out the elephant in the room: considering team coaching can feel like an admission of fault or failure—as if, as a leader, if you were “doing it right,” you wouldn’t need outside help. Some leaders feel that “sorting” these sorts of issues is their responsibility alone.
Even after understanding the bigger picture and seeing the need, approaching budget-holders to release funds can feel awkward and vulnerable.
But here’s the truth: recognizing and asking for the right kind of help is a *key leadership skill*. It’s not about ego, capability, or bravado—it’s about the reality that you need someone separate from the organization to effectively navigate these dynamics.
We wouldn’t think twice about requesting budget to fix broken furniture, but when it comes to team dynamics, it can seem too “soft” or intangible.
But the fact is—and I can’t emphasize this enough—it’s simply not possible for in-team leaders to unlock some of the underlying problems at play. This isn’t a question of skill; it’s about proximity.
I love the breakthroughs that happen in team coaching. Seeing those light-bulb moments, new awareness, and real shifts within a team dynamic brings me deep joy and satisfaction.