Systems Coaching
Every successful organisation is built on teams. But working together as a team can raise unique challenges.
If left unsolved, these challenges can bring team members down and prevent the team from achieving its goals. Ultimately, a dysfunctional team can prevent the whole organisation from thriving.
That’s where my system coaching comes in. I work with organisations who want to make their teams more effective and productive.
As a certified Organisational Relationship System Coach (ORSC™), I provide a bespoke approach, shaped around the issues your teams are facing right now, that enhances team performance and development.
With my help, your teams will learn how to:
Clarify the vision guiding the team’s efforts
Resolve conflicts within the team
Work through organisational change and transition
Improve communication and team dynamics
Leverage the strengths within the team
The benefits of systems coaching
Organisational Relationship System Coaching™ is an investment in the future of your business.
By taking the decision to address problems now, you enhance the effectiveness of the team as well as the happiness and wellbeing of all its members. That will bring real benefits to your organisation right away and in the months and years to come.
Outcomes you can expect from system coaching include:
Enhanced team collaboration
Improved efficiency and productivity
Reinforced existing strengths of the team
Reduced stress and increased collective Team Emotional Intelligence
Shared alignment through creating and agreeing on common objectives and goals
Better problem-solving by learning to integrate differences, allowing team members to access a wider range of solutions
”Coming together is a beginning. Keeping together is progress. Working together is success”
Henry Ford
The Research
The Cost of Doing Nothing
Low employee engagement costs the UK over £257 billion every year in lost productivity - a figure comparable to the entire annual cost of running the NHS.
Nine out of ten workers in Britain are either disengaged or actively disengaged at work, placing the UK well below the European average.
Leadership is the Lever
Managers account for 70% of the variance in team engagement. How a team is led - the quality for communication, the culture of trust, the clarity of direction - shapes everything from daily performance to long-term retention.
No other single factor has greater influence on how a team functions.
Gallup, State of the Global Workplace, 2024
When it Works
When organisations invest in engagement, the returns are clear: engaged employees perform 20% better and are 87% less likely to leave.
In a climate where replacing a single employee costs an average of £30,614, the business case for keeping your best people performing at their best has never been stronger.
Why Invest in Team Coaching?
The data above tells a clear story.
The UK has a people problem, and it is an expensive one. But it is also a solvable one.
The organisations that are pulling ahead are not doing so through strategy alone - they are investing in how their people work together. They are building teams that communicate well under pressure, lead with clarity rather than anxiety, and create the conditions in which good work can actually happen.
This is precisely where coaching makes its impact. Not as a remedial intervention when things have already gone wrong, but as a proactive investment in the human infrastructure that determines whether your organisation performs or merely functions.
Team coaching addresses the dynamics that sit beneath the surface of every leadership challenge - the patterns of communication, trust, and collaboration that no restructure or strategy document can fix on their own.
The question is not whether your organisation can afford to invest in its people.
The data suggests the more pressing question is whether it can afford not to.
What is Systems Coaching?
Most coaching focuses on individuals - helping one person grow, perform better, or navigate challenges.
Systems coaching takes a different view: instead of looking at each team member separately, it works with the team as the client.
Think of a team as having its own personality, separate from any individual in it - its own habits, unspoken rules, tensions, and ways of communicating (or avoiding certain conversations).
Systems coaching works directly with that shared dynamic, helping the team notice patterns that might be holding it back from achieving its potential and move towards collective wellbeing and high performance.
This approach draws on the methodology known as Organization and Relationship Systems Coaching™ (ORSC), based on the idea that each team has its own intelligence that can be worked with directly.
Phase 1
Discovery
We start with a conversation - exploring where the team is now, what's getting in the way, and what success looks like. This shapes a coaching approach that's tailored to your team's specific context, challenges, and goals.
Phase 2
Engagement
The team comes together for a series of structured coaching sessions, working on real issues in real time. Through guided conversation and practical exercises, patterns become visible, trust deepens, and new ways of working begin to emerge.
Phase 3
Integration
As the work concludes, the focus shifts to sustainability. The team leaves with clear actions, stronger relationships, and the tools to continue developing independently - turning short-term progress into lasting change.
Bangkok
London
Hertfordshire
The MELA FOR HER team had the amazing opportunity of working with Yael in the past months. She has helped us a lot in the definition of objectives, working relations and expectations in a crucial moment of change for our organisation. She successfully managed to bring all of us together, what was not an easy tasks since we are a very diverse team with members from different nationalities and backgrounds. We feel that after the coaching sessions with her, we have significantly grown individually and as a team. She is a dedicated, committed and very experienced coach with a passion for supporting teams and social causes. We would like to highly recommend her. Thank you very much Yael for accompanying us on this journey!
Imma Guixe, Board member, Mela For Her
Breaking Down Silos Across sub-teams
Case Study
A 36-person organisation, structured into three specialist sub-teams, had been operating largely in isolation from one another - each team focused on its own remit, with little visibility into how their work connected to, or impacted, the others.
The result was duplicated effort, missed opportunities for support, and inefficiencies across the organisation.
Over two days of systems coaching, the wider team came together to build trust and open up honest conversations about what was working well and what wasn't - both within and between the three groups.
For many, this was the first time they'd had the space to hear directly from colleagues in other sub-teams about their challenges and priorities.
Outcomes
Cross-team trust and collaboration replacing silo working
Greater operational efficiency through shared visibility of priorities
A shared understanding of how each sub-team's work connects to and affects the others
Honest, constructive dialogue on systemic issues previously left unaddressed
A concrete action plan to move forward as one organisation, rather than three separate teams
Ready to get started?
Please provide your contact details and a brief message about which service you’re most interested in, and I’ll get back to you within 48 hours.