Executive Team Coaching
Strengthening the alignment, cohesion and effectiveness of executive teams
A collective coaching process helping leadership teams make better decisions, collaborate more effectively and execute with greater discipline during growth, transformation or periods of tension.
An executive team does not become effective simply because it brings together talented leaders.
It must share the same priorities, clarify responsibilities, address disagreement, make high-quality decisions and operate as a genuine leadership collective serving the business.
Executive team coaching focuses directly on the issues that weaken collaboration and execution: tension, silos, unclear roles, limited alignment, slow decisions and difficulty leading change.
WINGMIND supports executive committees, leadership teams and senior management groups during formation, scaling, reorganisation, build-ups, transformation and underperformance.
When does executive team coaching create the most value?
Team coaching is particularly useful when business performance depends on a rapid evolution in how the leadership team operates.
- Build a new executive team
- Integrate new leaders
- Clarify roles and responsibilities
- Establish operating principles
- Persistent conflict
- Low trust
- Unspoken issues or defensive behaviour
- Difficulty addressing disagreement
- Scaling the organisation
- Reorganisation
- Strategic transformation
- A new governance model
- Integrate several leadership teams
- Clarify platform-company relationships
- Allocate responsibilities
- Preserve execution speed
- Slow decision-making
- Unstable priorities
- Weak collaboration
- Insufficient execution
- Create a new collective dynamic
- Clarify expectations
- Build trust
- Align the team around a new agenda
The main objectives of executive team coaching
The engagement is designed around concrete collective outcomes.
- Develop a shared view of the challenges
- Clarify priorities
- Align the team around the strategy
- Create a common roadmap
- Improve the quality of dialogue
- Strengthen trust
- Create space for candour
- Address tension and conflict
- Accelerate decisions
- Clarify accountability
- Follow through on commitments
- Strengthen collective discipline
Five areas of development
The programme is tailored to the team and may combine several complementary areas.
- Purpose of the executive team
- Roles and responsibilities
- Operating principles
- Leadership rhythms and routines
- Quality of meetings
- Mutual understanding
- Communication styles
- Listening and assertiveness
- Feedback
- Conflict management
- Vision and priorities
- Strategic trade-offs
- Collective objectives
- Translation into functional priorities
- Performance indicators
- Reduce silos
- Clarify grey areas
- Improve interfaces
- Solve problems together
- Strengthen collective solidarity
- CEO or team leader posture
- Ability to lead the collective
- Quality of challenge
- Management of disagreement
- Mobilisation around priorities
Our approach
A structured, pragmatic process connected directly to the organisation’s business priorities.
Framing
- Understand the context
- Clarify expectations
- Define objectives
- Agree on scope and format
Diagnosis
- Team questionnaires
- Individual interviews
- Observation of team dynamics
- Identification of strengths and barriers
Feedback
- Share the diagnosis
- Clarify priorities
- Define collective objectives
- Build the development plan
Team coaching
- Collective sessions
- Work on real business situations
- Commitments between sessions
- Progress reviews and adjustments
Assessment and executive team coaching
An initial diagnosis avoids generic interventions and focuses coaching on the actual drivers of collective performance.
Assessment of alignment, roles, relationships, decision-making and the team’s ability to execute.
Interviews, personality tools or feedback may be used to understand leadership styles and complementarities.
The programme combines collective priorities, individual commitments and changes to the team’s operating model.
Executive team coaching or an offsite?
An offsite can create momentum. Team coaching is designed to produce a lasting change in how the leadership team operates.
The offsite
- Creates a shared moment
- Encourages discussion
- Addresses a specific topic
- Can launch a new dynamic
Executive team coaching
- Works over time
- Uses real business situations
- Tracks commitments
- Changes operating habits
- Measures collective progress
What the team can achieve
Visible progress in the way the team works together and leads the business.
A more consistent view of priorities, risks and strategic trade-offs.
A stronger ability to challenge, speak openly and address tension.
Faster decisions, clearer accountability and stronger follow-through.
More collaboration, fewer silos and greater collective discipline.
Why WINGMIND
An approach connecting team dynamics with business priorities, governance and execution.
A practical understanding of Board, shareholder and private equity expectations.
First-hand experience of growth, strategic trade-offs and building leadership teams.
More than 100 engagements across 10 countries with leaders, executive teams, investors and Boards.
About David Chouraqui
Executive Coach and Operating Advisor to leaders, executive teams, investors and Boards.
A former private equity investor and entrepreneur, David Chouraqui has supported CEOs, founders and executive teams for more than a decade through leadership, performance and transformation challenges.
- HEC Paris graduate
- Former private equity investor
- Entrepreneur who built and sold a company
- Trained in ORSC systemic coaching
- Certified in HOGAN Leadership Assessments
- More than 100 engagements across 10 countries
Frequently asked questions
Common questions about executive team coaching.
Who is executive team coaching for?
Executive committees, senior leadership teams and management groups facing challenges in alignment, collaboration, transformation, growth or collective underperformance.
Does the CEO take part in executive team coaching?
Yes. The CEO or team leader is part of the collective system and participates in the work. Additional individual sessions may be included where useful.
How long does executive team coaching last?
The duration depends on the objectives. An engagement may include a diagnosis and a few targeted sessions, or extend over several months to support a deeper transformation.
Can we begin with an executive team assessment?
Yes. The assessment identifies strengths, dysfunctions and priorities before defining the most relevant coaching process.
What is the difference between team coaching and an offsite?
An offsite creates a one-off shared experience. Team coaching works over time, uses real business situations and tracks commitments and progress.
Do you work with teams in conflict?
Yes. Coaching can help surface the causes of tension, rebuild a constructive dialogue and establish more effective operating principles.
Can a Board or investor commission the coaching?
Yes. The engagement is then framed with the sponsor, CEO and team, with clear objectives and confidentiality rules.
Related approaches
Depending on the situation, team coaching can be combined with assessment or individual executive support.
Discuss your executive team
Is your executive team misaligned, under tension or preparing for a critical phase? An initial conversation can clarify the situation and identify the most appropriate form of support.
Email: contact@wingmind.co
LinkedIn: David Chouraqui
Book a conversation: Schedule a confidential discussion