Team Coaching
Working with leadership teams that want to stop operating as a group of individuals.
A structured, diagnostic-led engagement built on the five disciplines of systemic team coaching. Outcomes defined up front, measured as we go.
Who this is for
Leadership teams navigating scale, change, or a performance ceiling they can't quite name.
Most of the teams we work with share a pattern. Individually capable. Collectively stuck. A leader has stepped into the role. The company has crossed a growth inflection. A restructure has just landed. Something's off, and nobody is quite sure what.
Common patternsScale-up private sector companies, typically fifty to five hundred people, where team dynamics now directly affect revenue.
Professional services firms such as law, accounting, engineering, architecture, consulting, and creative, where the leadership team is a partnership or flat structure.
Founder or CEO-led businesses going through a strategic pivot, acquisition, or a change in leadership.
Executive teams of five to fifteen people, small enough to work with systemically, large enough to need structure.
We're not the right fit for teams in active crisis, HR dispute, or mediation. That's a different practitioner for a different job. We also work across sectors beyond the list above when the underlying dynamic is right.
The engagement
How it works.
Conversation
A twenty-minute call. We talk through what's going on in your team, what you're trying to shift, and what the diagnostic would likely surface. We'll outline the right next step, or say if there isn't one yet.
Team Effectiveness Diagnostic
Each member of your leadership team completes a structured assessment covering mandate, ways of working, culture, conflict, feedback, stakeholder partnership, and learning cadence. Individual responses. Aggregated patterns. We present the honest picture to you in a debrief session.
Team Coaching Engagement
A structured three to six month program working with you and your team on what the diagnostic surfaced. Sessions blend individual coaching with full-team work. Progress measured against outcomes we define together. Typical engagements run $10,000 to $25,000 depending on team size and complexity.
"Stakeholder mapping is table stakes. Partnering with stakeholders is the real work." The Connecting discipline
The methodology
The five disciplines of systemic team coaching.
The framework treats a team as a system, not a collection of individuals. It works across five disciplines that together determine whether a team creates value or friction.
Commissioning
Clarity on what this team is for, who it serves, and what the level above needs from it. The foundation every other discipline sits on.
Clarifying
Team charter, KPIs, decision rights, ways of working. The internal clarity that makes the external work possible.
Co-creating
How the team works together day to day: conflict norms, feedback, psychological safety, meeting discipline, collective thinking.
Connecting
Stakeholder engagement as partnership, not management. One plus one equalling three.
Core Learning
How the team learns, reflects, and grows together. Collective capability built through embedded practice, not individual training.
Why us
Trained in the methodology. Applied in the real world.
Holgate is led by James Correy. Trained under Peter Hawkins, globally recognised authority on systemic team coaching. Applied the methodology at Sydney Metro, Australia's largest public infrastructure project, working with leadership teams on mandate, culture, KPIs and stakeholder partnership. Fifteen years designing and delivering leadership development across government and private sector. A practice, not a weekend-workshop framework.
Start with a conversation.
Twenty minutes. We'll talk through what's happening in your team and work out whether the diagnostic is the right next step. Useful either way.