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?