Last week, I led a workshop on “Team Coaching: A Modern, Effective Tool for Working with Teams” for the HR Breakfast Club community in Cyprus.
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A big thank you to Tatiana Kolombet for the invitation and for creating such a warm and welcoming atmosphere! 
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We explored what team coaching is, how it differs from other approaches to working with people, the challenges it addresses, and the situations where it is most effective.
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I introduced several key team coaching tools, including the Q Model Question Cycle, RIDART, Robert Dilts’ Pyramid of Logical Levels, three-position planning, spiral dynamics, and more.
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We also discussed how HR professionals can apply team coaching within their organizations.
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In today’s corporate world—defined by multiculturalism and generational diversity—coaching has become one of the most effective ways to engage and develop teams.
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As one HR Director recently told me: «With Gen Z, coaching is the only way to connect with them. They don’t respond to anything else!» 
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But the real challenge is this: HR professionals clearly recognize the issues within teams—conflicts, miscommunication, lack of alignment—yet teams themselves often pretend everything is fine and resist external support.
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Many leaders are also reluctant to invest in team coaching and development. Why? Because they aren’t accustomed to personal growth themselves, have never used these tools, and simply don’t understand their value.
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So, here’s my message to business owners and managers:Stop complaining about your teams and employees. The solutions are already here—just reach out and use them! 