Is your team performing at its best?

Is it aligned with your vision and objectives?

Does it develop and execute winning strategies?

When I ask leaders what has been driving their performance”, they all give the same answer: “my team.”

If you’re not happy with your team, I can hear your frustration. You have results to deliver but you can’t achieve them if your team doesn’t perform at the best of its ability.

You may feel the team is not aligned with your vision, strategy, and goals. Some members may have their own agenda or involve others in office politics or toxic conflicts. As a result, instead of building high-performance teams, you get dysfunctional units that are a detriment to the company’s success.

You may also realize that your team is not capable to generate new innovative ideas and strategies that can build a competitive edge for your company or for your division. Strategic thinking is not up to your expectations.

Finally, you may have a great team but recently has lost engagement and motivation. Maybe you have been struggling to get everyone back on board so performance has decreased.

Let me help you to:
Haytham Kaddoura

Haytham Kaddoura

CEO, Smartstream Technologies, United Kingdom
Before hiring Andrea, I was struggling to set the right priorities for my growing startup business. I moved countries and I felt I was getting stuck and unable to decide how to scale my business.

Andrea is not only an incredibly talented and authentic executive coach but also one of the rare ones that genuinely cares for his clients and their development. He has the ability to focus on the right questions to help ‘peel back the onion’, think through the real issue and then develop solid action plans.

His support over the past months has been invaluable to growing my business. Thanks to his guidance, I was able to push my limits, uncover my true potential and finally believe in my success. Every time I finish a session with Andrea I feel inspired, energized, and motivated and have full clarity and confidence about my next steps.
Roberto Albarracin Arroyo

Roberto Albarracin Arroyo

Head Commercial QA DECHAT & Nordics, Grunenthal, Germany
Every year, we run end-of-the-year retreats with our global middle management teams. This year, I was particularly concerned about the morale and the motivation of my team as everyone has worked very hard and under very stressful circumstances (the Pandemic).

We decided to hire Andrea among other coaches because he can convey a very strong motivational and energizing message while cascading new ideas and strategies.

He has delivered an excellent end-year retreat; he has been able to reload our batteries, improve motivation, and prepared us for the challenges coming in 2022.


Team coaching is very effective and not practiced as much as it should.

The first step is to have a strategy call with you, as a team leader, to clarify your goal and get your initial thoughts about what happens and what you have identified as potential root causes that led to the current problem.

After that, I create a potential road map to tackle the challenge and get your expected results. Once we agree on the process and the proposed framework, we begin the work together.

The process is often a combination of different steps that require a hybrid approach. Not just coaching. In fact, I normally use different tools and methods like assessments, facilitation, coaching, training, and advisory.

The first step is often a combination of team assessment and individual interviews.

The team assessment could be critical to identify how each team member scores across some core competencies – cognitive and behavioral traits. This will help you to understand why performance is not as high as expected due to internal differences.

The short interviews, on the other hand, are a safe and private space for each team member to share what they’re thinking about the team.

By the end of this step, I have a good idea of where to focus the attention on the next steps within the agreed framework.

The next steps and duration vary based on the problem, goals, and findings. Generally, we aim to meet together in person if possible or through online team sessions. Sometimes, it’s a combination of both.

For team forming, the process may take twelve months or more.

For existing teams that are struggling, we identify a specific problem to solve together as a team. This becomes the “case study” for building trust and better behaviors or defining new rules of working and engagement.

For strategic planning teamwork, the process normally takes from three to six months.


Does executive coaching work?

Yes! numerous studies have proven that coaching usually generates an ROI of between $4 and $8 for every dollar invested. Need more? Check this out:

A Fortune 500 company made internal research to study the impact of executive coaching on overall productivity and employee satisfaction which led to better financial results. In all, their study concluded that Executive Coaching produced a 788% ROI. The study noted that excluding the benefits from employee retention, a 529% ROI was produced.
Manchester, Inc. surveyed 100 executives, most of which were from Fortune 1000 companies. Their research showed that a company’s investment in Executive Coaching realized an average ROI of almost six times the cost of the coaching.
According to the International Coaching Federation (ICF), 86% of organizations saw an ROI on their Coaching engagements, and 96% of those who had an Executive Coach said they would repeat the process. Behind these results were tangible as well as intangible factors. Tangible factors were areas such as increased productivity, higher levels of overall employee performance, reduced costs, growth in revenue and sales, higher employee retention, and higher engagement of employees. Intangible factors were increased confidence of those being coached, improved communication, stronger employee, peer-to-peer, and key stakeholder relationships.

What is the ideal size for team coaching?

The ideal size for team coaching is from 8 to 12 participants. However, if you have larger teams, we normally divide the teams into manageable sizes.

Is team coaching a good option for remote teams?

Absolutely. Team coaching is very powerful, especially in the “new world” of working remotely with decentralized teams.

Teams have learned to work together remotely so doing team coaching online works very well as long as you work with a coach who is also a master facilitator like me. He will be able to “read the room” and engage with people on camera very effectively.

Why do I need to hire an external coach or facilitator? Can I do it myself?

For many reasons.

First, you’re busy! I’m a big fan of developing internal coaches and facilitators to develop the new pipeline of leaders.

However, you have a job to do and if you’re like the 99% of other executives, your plate is already full with multiple priorities, and have very little time for coaching your team.

Second, you might not be a certified coach or facilitator so you probably don’t know how to approach team coaching that requires different skills and the experience to build frameworks that can lead to great results.

Finally, your team will feel much safer working with an external coach who doesn’t necessarily know the company, the business, or what is going on in the team. Equally, it’s always better to bring an outsider who can drive change without any bias.

What language do you use for coaching?

English, but I can coach in Italian if necessary.

If you need other languages, I’ll introduce you to one of my strategic partners if they speak your own language (see below).

How can you coach multiple teams if you work alone?

I work alone if I need to. Over the last three years, I have built a great international network of strategic partners who can help me and my clients when necessary.

These are very experienced coaches and facilitators who share the same approach and use my own frameworks. They also speak multiple languages so we can deliver team coaching in your own language if this is possible.

How much does it cost?

It depends. I don’t charge by the hour or session. I offer a flat or a monthly retainer fee.

At the end of our strategy call, I’ll tell you what the fees would be based on your expected outcome, duration, and agreed framework.

If you don’t have a budget, no problems. Check my “Resources Page” as there are many articles and tools that can probably help you to find a solution to what you’re looking for.

How do I know if you’re the right coach for me?

Only a call together would tell.

In our strategy call, we both want to understand whether we’re a fit and there is good chemistry between us. If you’re not sure at the end of the call, don’t commit and look for someone else.

Likewise, if I feel you’re not the right “coachee” for me, I’ll tell you straight because I don’t want to waste your time and money.

You don’t have experience in my industry. Does it matter?

No. It doesn’t.

As I am not your consultant or business mentor, my industry experience is often irrelevant to solving your issues.

However, if I believe I can share some observations or advice based on my previous long experience, I’ll gently ask you if you would like to hear it because it might be relevant to your current situation. Most of my clients love that.


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