Team coaching

Quick links


David Clutterbuck’s ‘Coaching the Team at Work’ (2007) was the first evidence-based book to define team coaching as a practice. We continue to work with teams across the world and to train team coaches – both external and internal to organisations – through our programs which are the worlds first accredited team coach courses.

Our continued research has in recent years given rise to the first complex, adaptive systems model of team function and dysfunction (the PERILL model), giving teams and team coaches greater clarity into the complexities of team dynamics.


Great team coaching cultures support:

  • Sustainable performance improvements in both short and long term
  • New teams hit the ground running
  • Aligning teams more closely with organisational goal
  • Enabling teams to move from:
    1. Dysfunctional to functional
    2. Functional to good
    3. Good to great
    4. Great to awesome
  • Retention of talent


Professor David Clutterbuck explains what Team Coaching is about.


How ready is this team for coaching?

How well do each of the following statements describe you? Score yourself from 1 (not like me at all) to 5 (just like me).

  • Q1Do the team members have positive experience and expectations of coaching?

  • Q2 Does the team see team coaching as both urgent and important?

  • Q3 Does the team have an appropriate mix of complementary skills, relevant to its expected outcomes?

  • Q4 Are the team members genuinely committed to becoming a high performing team?

  • Q5 Are the team members – including the leader -- committed to open and honest dialogue?

  • Q6 Are they – including the leader – willing to challenge themselves and each other?

  • Q7 Are the team leader’s motivations for introducing team coaching transparent and accepted by the team members?

  • Q8Is it clear who is in the team and why?

  • Q9Is team membership likely to change during the period of the team coaching?

  • Q10Is the team willing to address and review its purpose and priorities?

  • Q11Do team members genuinely want to collaborate rather than work in silos?

  • Q12Does the team meet at least monthly?

  • Q13Do team members accept responsibility for their own and their colleagues’ learning and development?

  • Q14Is the team adequately resourced (in terms of money, time, information, etc) to achieve its goals?

  • Q15 Is the team prepared to invest time into coaching sessions and into implementing necessary changes?

  • Q16Is the team willing to address internal conflict?

  • Q17Is the team prepared to address poor performance by individual members?

  • Q18Is the team manager prepared to undertake personal change, to better support team performance?

  • Q19Is team coaching supported by key stakeholders outside the team?

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Our courses are aimed at both ‘External’ professional coaches & mentors and ‘Internal’ coaches & mentors for client organisations such as business leaders, managers, staff & HR professionals. All coaching & mentoring by CCMI and its network partners is compliant with the International Standards for Mentoring Programmes in Employment.


Check out our recommended range of books to complement CCMI’s programmes and services. Based on extensive research, many of them have been written by Professor David Clutterbuck and many co-edited or contributed to by other CCMI members.