From stuck to aligned: The hidden power of team coaching

Lately, I’ve been doing more work with teams — and honestly, I’m loving it. But I’ll admit, when I first stepped into team coaching, I had a nagging fear. Would I be able to get the same depth I’m used to in one-to-one sessions? I wasn’t sure. 

My bias has always been toward transformational coaching, not performance coaching. I like to go deep. I love that moment when clients start to see themselves more clearly, becoming conscious of what’s driving them and what’s ready to shift. That’s where real change happens.

In one-to-one coaching, I often witness these shifts unfold. Clients stop just showing up to sessions and start being fully present — alive with their own thoughts, feelings, and insights. They move from wanting to be “fixed” to realising they’re fully autonomous, creative, and resilient. They no longer need my advice. They step into their own agency. And that’s where the magic happens.

But with teams? It’s a whole different ball game. Especially when I’m coaching in sectors where I know a lot — like education — I sometimes fall into the advice trap. It’s so tempting to jump in and offer solutions when I feel I have the answers. But recently, I’ve had the chance to work with teams in the cultural sector, where I know nothing about their core challenges. And guess what? It’s been a total game-changer.

In these spaces, I’m not coaching content — not the specific tasks, problems, or opportunities they face. Instead, I’m coaching context — helping teams access their three intelligences: 

• Mental: Clarity of thought and strategy
• Emotional: Awareness of group dynamics and relationships
• Physical: Presence, embodiment, and staying grounded

And here’s what I’ve noticed: when teams stay stuck on content — “Who’s doing what?” “Why isn’t this getting done?” — they get bogged down in endless loops. It’s like running on a treadmill. They stay busy, but they’re not moving anywhere new. To break that cycle, they need to shift from reactivity to presence.

When teams become more aware of their dynamics, their commitments, and the unconscious agreements shaping their results, things start to change. They move from being together without direction or having direction without cohesion to becoming aligned, high-performing teams that minimise drama and stay focused on what matters.

This leads me to a powerful insight I’ve been exploring with teams: results reveal hidden commitments. I often tell teams, “Your results are a reflection of your thinking and your unconscious agreements.” And that’s where things get tricky. Sometimes, when a team is struggling, they’ll look at me and say, “Wait, are you suggesting we’re committed to bad results?” It’s a bit of a head spin, but yes — unconsciously, there’s often something at play beneath the surface.

Let me give you an example. I was coaching a client recently who came into the session frustrated: “We can’t influence decisions because we’re not even invited to senior meetings.”

We started unpacking it, and I asked, “What if you’re unconsciously committed to not being invited?”

That question cracked something open. As we explored further, he realised he was unknowingly holding himself back — avoiding stepping into greater responsibility. It turned out, this was a familiar pattern. Since childhood, he had learned to step aside and become an outsider to avoid risk or responsibility. And guess what? He had carried that pattern into his career. By staying on the sidelines, he was keeping himself “safely” out of the spotlight.

When I reflected this back to him, I asked, “Can you see how this default position might be keeping you from playing a bigger role in your company?”

That moment shifted everything. He moved from blaming external circumstances to owning his power and claiming a new way of being. Had we stayed focused on content (figuring out how to get him invited to meetings), we might have crafted a clever strategy. But a few months down the line, his feelings of stuckness and unfulfillment would have crept back.

This is the beauty of coaching context instead of content. It’s not about quick fixes. It’s about uncovering hidden patterns, bringing unconscious agreements to light, and empowering teams (and individuals) to step fully into their potential. When teams learn to stay present, reflect on where they’re headed, and align their conscious desires with their unconscious commitments, that’s when transformation happens. And that’s where the real magic lies.

Here’s to deeper transformation — whether in teams or one-to-one.

Curious about how coaching can unlock deeper transformation for you or your team? Reach out to a coach to explore what’s possible.