Team Coaching

Team Coaching Programs

We also design team coaching programs. We typically start off with a comprehensive assessment to get a sense of your team dynamics, interactions, and culture.

Some of the common areas we focus on in team coaching engagements include:

  • Ensuring the entire team is heard and feels supported by leadership.

  • Strengthening or restoring trust after a challenging situation.

  • Influencing team communications, clarifying roles and ownership.

  • Working through conflict and creating norms to guide conversations when conflict arises.

  • Clarifying directions and expectations for all team members.

  • Enhancing team interactions and how members treat each other.

Do you have a coaching need that you would like to discuss?

Ready to Elevate Your Team’s Dynamic and Collective Effectiveness?

Let's discuss how we can design Team Coaching Program that addresses your organization's unique challenges and opportunities. We'll begin with a complimentary consultation to identify your specific needs and create a tailored approach that honors both the art and science of leadership.

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  • “I have had the pleasure of working with Michelle since she started her coaching practice many years ago. Through the years she has helped me navigate my career journey by providing me sound advice and wise counsel. She is part of my “personal cabinet”. She is always clear on helping me pressure test my plans and consider all angles and implications. I also mentor many professionals and have referred many people to her over the years. Michelle is an invaluable resource to me.”

    — Executive Vice President, Financial Services

  • “Michelle is an exceptional professional development coach. When she says that she puts you first—in the process and work, in her feedback and recommendations—she means it. I feel so empowered and in control of my career because she not only empowered me from a place of genuine compassion and smarts, but she also taught me how to empower myself better. If this were a five-star rating system, I would give her 19 stars.”

    - Communications Director, Non Profit

  • “I am ending this coaching journey with so many helpful tools and practices that I will carry forward for the rest of my career. A major achievement during my coaching experience was defining my leadership style; also understanding what I want and need in any workplace, which includes an environment/culture that aligns with my personal values.”

    — Executive Director, Advertising

  • “Michelle opened my eyes to the potential in myself that I could never have seen. Through the process of self-evaluation, peer review, and collaborative goal setting Michelle has helped me become both a better leader and a better person. The net effect is that my company is a better place to work and I'm a happier and more satisfied business owner. “

    - Founder

  • “From the first conversation to the last conversation, Michelle exceeded my expectations by thoroughly coaching me through all scenarios discussed. Michelle had several aids, or guidance, for every item raised and created an atmosphere of trust from the start allowing for open and productive communication on becoming a better leader and colleague.“ - Director, Consumer Technology

  • “Michelle is insightful, supportive and challenged me to envision my best leadership self. The tools and targeted advice and reflection she offered enabled me to build solid steps toward achieving my leadership goals.”

    - Executive Director, Non-Profit

Promotional image for 'The Human Factor' newsletter by My Factor Coaching & Consulting, featuring a person smiling with glasses and text about transforming teams and culture.
Infographic titled 'The LARA Method: Connecting with and through Conflict.' It outlines four steps: Listen, Affirm, Respond, and Ask/Add. Listen emphasizes understanding without agenda. Affirm involves acknowledging feelings. Respond suggests using 'I' statements to own feelings. Ask/Add encourages open-ended questions to deepen understanding. Includes a small portrait of a woman with an invitation to follow Michelle Awuku-Tatum for more insights. Presented by my factor coaching & consulting.
Infographic titled "Why Your Feedback Isn't Landing (and How to Make it Sink In)" outlining four tips: 1) Ask for permission: turn threats into opportunities by asking if the person is open to feedback. 2) Make it a two-way dialogue: explore and co-create solutions, not judgments. 3) Reveal your lens: share personal perspectives and values to avoid defensiveness. 4) Encourage reflection: frame feedback to invite collaboration and future-oriented partnerships.

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