Team coaching for teams committed to growing together.
Self-awareness, then emotional awareness, then leadership capability — built on the Lumina Spark foundation. For teams that want to develop the underlying capability that makes everything else easier.
Talk about a coaching engagement →A growth practice for teams who want to keep getting better at being a team.
Most team development work shows up when something is wrong — conflict, friction, missed targets, a culture audit. That work matters, and I do that work elsewhere on this site (it's part of Retreats & Implementation).
Coaching is different. Coaching is for the teams that aren't broken — they want to be better. They've named what they want to build (more trust, more adaptability, more shared leadership, more honest feedback) and they want a structured practice for getting there. Not a workshop. A practice.
Built on Lumina Spark.
A progression, not a workshop. Each layer is built on the one before. The order matters.
Self-awareness
Each person on the team understands their own qualities, preferences, and patterns — including how they show up under pressure. Lumina Spark uses 24 qualities across three personas (everyday, overextended, underlying) to give a nuanced, non-typological portrait.
Then…
Emotional awareness
Once people understand themselves, they can start to understand what's happening between them. Lumina Emotion adds emotional intelligence: how the team handles tension, expresses needs, responds to feedback, and supports each other through hard conversations.
Then…
Leadership capability
With self-awareness and emotional awareness as the foundation, the team develops its shared leadership capability. Decision-making, conflict navigation, vision-holding, and adaptability all rest on the two layers underneath.
For teams who are already working well — and want to work even better.
This is right for your team if…
- The team functions well most of the time — you're not in crisis
- You want to develop adaptability before you need it
- You're committed to working together over time, not just an offsite
- Leadership wants to grow alongside the team, not above it
- You value self-awareness as a real capability, not just a workshop word
This isn't the right place to start if…
- The team is in active conflict — start with Retreats & Implementation
- You need a single offsite, not an ongoing practice
- You're looking for individual executive coaching (I do team coaching only)
- The team isn't bought in — team coaching only works when the team chose it
A practice, not a one-off.
Coaching engagements typically span six to twelve months, with a rhythm of full-team sessions and individual debriefs woven through. Every engagement starts with each team member completing the relevant Lumina assessment(s), followed by individual portraits and a kickoff session that establishes shared language.
From there, the work is built around what the team is actually doing — real meetings, real decisions, real moments of friction. Coaching shows up in those moments, not in artificial scenarios. The goal isn't to learn about teamwork; it's to get better at the work the team is already doing.
The shape of the engagement is co-designed with the team. Some teams want monthly cadence; some want clusters around major decisions; some want a hybrid. The methodology is consistent; the rhythm is yours.
Because the path forward is co-created — not declared — by the people walking it.
The first conversation about a coaching engagement is with the team leader, but the engagement itself only starts when the team has decided together. If you're thinking about this for your team, let's talk about whether the timing is right.