As an experienced professional who draws out the ability of others, you may have learned that you have an aptitude for coaching and would like to develop those skills further. Perhaps you want to complement your HR or OD function by extending your coaching skills. Or, you may be a life coach who wants to learn more about how to coach executives. If any of these statements is true, then the Practitioner Diploma is for you!


This highly experiential programme is designed for individual coaches and organisational consultants seeking to develop a team coaching practice*. Now more than ever, organisations are looking at how to motivate and manage their teams in a period of change and uncertainty. The time is ripe in the coaching market to differentiate Systemic Team Coaching® from other forms of team or group development and to extend the definition and body of theory and practice in Team Coaching.

Coaching is a process, supported by a coach, in achieving greater self-awareness, improved self-management skills and increased self-efficacy, so that individuals, teams or groups develop their own goals and solutions appropriate to their context.

Teams exist to produce results. To do so sustainably, they need to balance productivity skills (the ability to set, organize around, and achieve meaningful goals) and positivity skills (the ability to create and maintain positive relationships).

Mentoring is a developmental process in which a more experienced person shares their knowledge with a less experienced person in a specific context through a series of conversations. Occasionally mentoring can also be a learning partnership between peers.

For centuries, man’s search for his own ability and meaning in life has been accompanied by the motivation and need for leadership.

Having different perspectives and combining them in common purpose is one of the most critical institutional competencies.

Management is the art of achieving results through people. One of the particularly difficult steps in management is the initial transition from self-management to manage others.

A good business model is not always sufficient per se to reach the business goals, but also may be more so on the underlying communication culture.

Good performance requires set of competencies. We deliver training customized to teams and organizations’ needs.

Time is one of the scarce resources. It is mostly lost in long and unproductive meetings, followed by low buy-in of decisions, sometimes no decisions at all. No need to mention, potential conflicts and loss of motivation among the participants.

The “Organizational Culture Assessment Instrument” (OCAI) developed by Kim Cameron and Robert Quinn is a validated research method to examine organizational culture.

Discovering your global potential through the Developing Your Cultural Intelligence Workshop™ is designed to help individuals work more effectively across national, ethnical, and organizational cultures.