Develop how you Team.
Team development for leadership teams who are mobilising or remobilising, navigating change and complexity, and pursuing growth and performance.
Building more capable leadership teams.
The work starts with gathering insight to understand the team — its purpose, its people, relationships, dynamics and the context it operates in.
I accelerate that through individual and team diagnostics, facilitated development, challenging conversations and practical real-time work on how the team operates together — alongside the expectations and complexities of the wider system.
The aim isn't a team that gets along better. It's a team that thinks, challenges, decides and performs together — using its time well and delivering exceptional value to the people who matter most to it.
Clearer purpose and priorities
Align on what the team is actually for, what it owns, and what matters most right now — including the context and system it operates within.
Better decisions
Improve how decisions get made: who is involved, how disagreement is handled, how quickly the team commits, and whether the commitment holds afterwards.
The ability to challenge well
Build the trust and the psychological contract that let people say the difficult thing — and the tools to work through conflict rather than around it.
Accountability that holds
Move from good intentions to clear commitments, with the capability and the willingness to hold each other to them.
Execution that follows through
Translate alignment into delivery — so the work of the team shows up in what the organisation actually achieves.
Understand first. Then design.
Every engagement begins with understanding the team as it actually is — through diagnostics, conversations and observation, rather than assumption.
From there we design the work around what's revealed, deliver it through facilitated development sessions and finish by building a practical development plan that the team owns and carries forward.
Shorter engagements run around four to six weeks, with no diagnostic work upfront. Longer engagements run for three to nine months, go considerably deeper, and create significantly more value for the team and the organisation.
This is deep work with lasting results.
Purposeful. Experiential. Challenging.
Built around the team, its context and the value it needs to create.
From £10,000 + VAT
For short engagements. Mid to longer term engagements run for between three and nine months, priced according to scope, depth, tools and the level of intervention required.
SYSTEMIC TEAM COACH (AOEC) · 26+ YEARS DEVELOPING TEAMS IN ELITE SPORT & PREMIER GLOBAL ORGANISATIONS
What teams say.
Russell was engaged to accelerate the development of our Formula 1 design team through a period of growth. He challenged us to speak openly and raise uncomfortable truths and taught us skills to perform at our best, ultimately bringing about a greater level of trust and team cohesion.
Russell delivered a development journey for our European Leadership team. The team became much more trusting and impactful through applying shared leadership practices, increased empowerment and dramatically improving team cohesion. What I really liked was his unconventional approach which is holistic, and not only about teams and leadership but on a personal level connected to the soul and wellbeing. It’s a truly integrative coaching approach that delivered far more than I expected.
Tell me about your team.
What's happening, what's been tried, and what's at stake if nothing changes?