Royal College of Podiatry - Team Coaching
Client: Royal College of Podiatry
Project: Systemic Team Coaching Programme
What they needed: To rebuild trust, improve collaboration, and align a dispersed team around shared goals and values following significant conflict and organisational change.
What we delivered: A tailored, multi-session systemic team coaching programme grounded in Peter Hawkins’ Five Disciplines and Patrick Lencioni’s Five Dysfunctions, blending in-person and virtual workshops with practical tools for embedding change.
Result: Stronger connection, increased psychological safety, clearer shared goals, and greater collective accountability.
Client: Royal College of Podiatry
Project: Team Coaching Programme | Spring 2025
What they needed: To rebuild trust, improve collaboration in a fully remote team. To align behind shared goals and values following some tensions and organisational transformation.
What we delivered: A systemic team coaching programme blending in-person and virtual workshops with practical tools for embedding change.
Result: Stronger connection, increased psychological safety, shared purpose and goals, and greater collective accountability.
“Team Coaching helped us understand each other better, reset how we work together, and start building a stronger team culture.”
Royal College of Podiatry - Team Coaching
The Context
The Royal College of Podiatry is the UK’s professional body for podiatrists, representing members and advancing the profession. The organisation was going through transformation and launching a new five-year strategy under a new Chief Executive.
Growth Space was invited to work with a remote team which had experienced a breakdown in trust, motivation, communication and collaboration. With team members spread across the UK and a mix of long-standing staff and new joiners.
The leadership recognised the need for structured support to reconnect the team, rebuild trust, and create a shared way forward.
Discovery & Design:
We began with a discovery phase to understand the team’s reality. This included:
A confidential team survey measuring trust, psychological safety, conflict, accountability, and results-focused.
Personality profiling to surface communication styles, strengths, and preferences.
Review of organisational strategy, values, and current team priorities.
The findings confirmed the need to rebuild trust, improve constructive challenge, and align the team’s purpose and goals with the wider organisation.
Drawing on Peter Hawkins’ Five Disciplines of Systemic Team Coaching and Patrick Lencioni’s Five Dysfunctions of a Team, we designed a tailored five-part programme over three months, combining one full-day in-person workshop and shorter online sessions. We also introduced practical tools: Personal User Manuals and a Team Charter to make agreements visible and actionable.
Delivery:
The programme followed the Systemic Team Coaching journey:
Connecting to Purpose and Stakeholders. We explored why this team exists, who it serves, and the expectations of its stakeholders, linking team purpose to the organisation’s strategic goals.
Agreeing on Goals, Roles and Focus . Through facilitated discussion, we identified shared goals and clarified roles to reduce duplication, ambiguity, and silos.
Strengthening Trust, Behaviours and Team Habits . The heart of the work: building psychological safety, surfacing tensions, and agreeing on new norms through the Team Charter covering behaviours, communication, meetings, decision-making, and accountability.
Improving System-Wide Relationships We explored how the team collaborates with the wider organisation, and identified barriers to influence and connection.
Embedding Reflection and Growth We closed with a focus on sustaining progress, creating habits for regular reflection, celebrating wins, and keeping the Team Charter alive.
Alongside Hawkins’ 5 Disciplines of Team Model, Patrick Lencioni’s framework helped us explore positive behaviours and what happens when they’re missing:
Trust and psychological safety
Healthy conflict
Commitment
Accountability
Focus on collective results
The Impact
The team reported a stronger connection, better understanding of each other’s working styles, and greater willingness to give and receive constructive challenge.
100% felt more connected to their colleagues than they felt before the programme.
100% felt more positive about being part of the team than at the start.
70% said they know and understand teammates better, including how they like to work, communicate, and think.
100% reported that personal user manuals and personality profiling helped them understand others’ communication and working styles.
Feedback
People enjoyed the mix of activities, including reflection, discussion, and group work.
80% rated the facilitation as highly effective in helping the team reflect and make progress.
Testimonials
“Getting to know the team better has made such a difference to how we work together. ”
“The personality profiles and user manuals helped me understand how each team member likes to work — it’s already making collaboration easier.”
“I now feel more positive about being part of this team than I did before.”
“We’re now having more open conversations and understand each other’s perspectives.”
Would you like to help your team work better together?
Get in touch about our Team Coaching Programmes.