This checklist might be helpful in ensuring your pitch for Team Coaching work covers all the critical elements.

  1. Introductions. Who we are (you and client team) and what we hope to get out of this meeting.
  2. Provide a structure for what you will cover. Explain where you will explore costs, value-added, what to expect from team coaching and so on. Otherwise, people will only partly attend, because they are focused on the issues most important to them.
  3. How we understand the brief. What else do we need to know?
  4. What outcomes are you hoping for in a) how the team functions internally and b) how the team interacts with its systems and c) how it adds value. Focus on positive improvements, not on what’s wrong now.
  5. How team coaching can help. Examples of similar scenarios and how team coaching made a difference. Ideally with statistics. If you have PERILL before and after data, the patterns you can evidence from this & typically demonstrate an 11 % uplift.
  6. What an appropriate team coaching approach would look like.
  7. The five biggest mistakes in team coaching assignments. Use this as an opportunity to counter potential objections. For example:
    a) Cutting costs by only having one team coach might seem sensible, but it prevents working with sub-groups within the team.
    b) Relying on existing survey data, instead of tailored surveys such as PERILL, wastes time and energy because it focuses on symptoms, not causes of dysfunction
    c) Not gathering input from key stakeholders prevents the team from addressing external forces that influence performance.
  8. What are your greatest concerns and hopes from this intervention?
  9. What you appreciate about this opportunity and how they have answered your questions. Invite them to respond in kind….

©️David Clutterbuck, 2026