Team coaching for boards and management teams
Few decisions, even less follow-through. And nobody says it out loud.
What I come across in almost every team
There is too little mutual trust within the team
There is a lack of ownership
Decisions are not carried out
There is too little insight into each other’s roles and responsibilities
Too little feedback is given to each other
There is too much working in silos
Recognise three or more? Then there is work to do.
Book an introductory callSix months later the team works differently
Not because there are different people in it. Because they know what they have in each other, and dare to use it.
Six people, fifteen possible connections. In most teams four or five of them are really strong. The assessment shows which ones.
The results
- Insight into your own behaviour and motivators
- Trust and respect for each other’s differences
- Goals that are clear to everyone
- Clear division of tasks, higher productivity
- Holding each other to account on attitude and behaviour
- Less absenteeism and staff turnover
Four phases, at your pace
At an inspiring location, away from the daily rush.
Introduction with you
A conversation with you as the leader. What is going on, who is on the team, and is team coaching the right tool here. Sometimes the answer is no.
Assessments for everyone
Every team member completes an assessment. It shows the strengths and pitfalls of each individual, and gives team members insight into each other. In the team session we use the team picture: where the connections are strong and where they are missing.
The team session
With the whole team. Together we decide how many days are needed for the best result. What so far stayed in the corridor comes to the table. Where things get stuck we go one layer deeper: limiting patterns that block collaboration are cleared up instead of worked around. Uncomfortable at first, and that is exactly where the gain is.
Keep the gold
After that, a few more sessions. What has really changed in how you make decisions and hold each other to account. What has stuck, and what fades without maintenance.
What they mention most: that she tells it like it is
More than two hundred and sixty organisations, from scale-ups to boards. What they share: they wanted to move forward and were willing to change something for it.
“I found it a really clear and safe atmosphere.”
Leadership programme participantIT service provider“Gwen takes your strength as the starting point and looks with you at how to use it best. She mirrors directly what she hears and sees. She confronts and makes you think.”
Jorin Dijkstra MBA“Very credible and skilled in her field. Captivating to listen to.”
Leadership programme participantIT service provider
I know the chair you are sitting in.
Gwen Dudok van Heel founded Dudok Consulting in 2000. Before that she was director of an IT consultancy, General Manager Netherlands at an international conference company, and partner at an executive search firm. She has made the decisions you are making now, and the mistakes you are making now.
- Former national sailing coach
- Ten years of leadership training in the African aviation industry
- International NLP Master Practitioner and Trainer
- Was part of Anthony Robbins’ leadership team
- Author of two books on leadership, teams and scaling up
- Trained as a non-executive director and supervisory board member
A team does not change if the leader stays out of it
For boards and management teams that want better collaboration, and are willing to have uncomfortable conversations for it.
This works if
- you are jointly responsible for a result and are not achieving it now
- you as the leader take part yourself, not just watch
- everyone is willing to look at their own part
- you want to make agreements you dare to hold each other to
Do not do this if
- you hope a half-day session will solve the problem
- someone on the team really has to go, and this replaces that conversation
- you want the team to change while you keep doing the same
- the agenda is already fixed and there is nothing left to discuss
What it costs
Every team is different, so there is no price list. After the introduction you receive a proposal with a fixed price.
- An introduction, free and without obligation
- An assessment for every team member, including a debrief
- The team picture: where the connections are strong and where they are missing
- The team session itself, at an inspiring location
- Agreements on paper, each with a name attached
- Follow-up sessions to see what has stuck
I take on a limited number of programmes at a time, so we may plan a start date further ahead.
What teams want to know before they call
Is your question not listed?
Feel free to call. You will get Gwen herself, not an assistant. If she does not answer, leave a voicemail and she will call you back.
+31 343 47 67 43 info@dudokconsulting.nlWhat does team coaching cost?
That depends on the size of your team, the number of sessions and whether we include assessments. After the introduction you receive a proposal with a fixed price, so you know in advance where you stand. It is a serious investment: you are not buying a half-day session, but a way of working together that lasts.
How long does a team programme take?
Usually a day or two to start, including the assessment to speed up insight. After that a few more sessions, spread over six months. That rhythm is deliberate: between sessions the team has to try it out in practice, otherwise it stays a good conversation.
What is the difference with team building?
Team building is usually a day of doing something fun together. That is fine, but on Monday the same problem is still there. Team coaching is about how you make decisions, hold each other to account and divide the work. It is less cosy and it lasts longer.
Do I take part myself as the leader?
Yes, and that is not a detail. A team does not change if the leader stays out of it. The programme often starts with you, because the way you lead largely determines how the team behaves.
What happens with the assessment results?
Every team member gets their own report. We discuss it individually or with the whole team, depending on what the team needs. In the team session we use the team picture: where the overlaps are, where the gaps are, and what explains why collaboration rubs on certain points.
From the archive
Thirty minutes. After that you know if it clicks.
Online, without obligation and without preparation. You tell me what is going on in your team and I will tell you honestly whether team coaching is the right tool. If not, you will hear that too.
or just give me a call, that is fine too