Team Business Coaching
About coaching
When something in the team isn’t working as it should
Leading a commercial team in a cultural organisation can be a complicated role.
You are responsible for generating income in an environment shaped by mission, public value, and organisational complexity. Commercial decisions rarely sit within one department alone, and progress depends on collaboration across curatorial, learning, operations, development, and leadership.
Expectations are high. Resources are often limited. And the commercial function is expected to deliver results while remaining aligned with the organisation’s purpose.
In this context, how your team works together matters enormously.
Sometimes the signs that something isn’t working are subtle - decisions take longer than they should, the same issues surface again and again, individuals rely heavily on you for direction and the team works hard, but the results do not quite match the effort.
Many leaders sense something is not functioning as well as it could - but the cause is not immediately obvious.
Often the issue is about how the team operates: how decisions are made, how responsibility is shared, and how problems are approached.
Coaching creates the space to step back from the day-to-day pressures of the role, understand what is really happening within the team, and begin to unlock stronger performance.
Ready to discover what coaching can do for you?
Clients Words
UNICEF
Nicola Rose, Partnership Events Manager, UNICEF
Expand Your Thinking
What coaching makes possible
Commercial teams often contain talented individuals. Yet even strong teams can develop patterns that limit their effectiveness.
For example:
decisions becoming centralised around the leader
individuals avoiding ownership of difficult issues
uncertainty about authority or accountability
tensions between departments affecting commercial progress
recurring operational problems that are never fully addressed
These patterns can develop gradually and become normalised over time.
Coaching provides a structured space to explore these dynamics more openly.
Together we might look at:
how decisions are currently made within the team
where responsibility and ownership sit
patterns that are slowing progress or creating repeated problems
the strengths and development areas of individual team members
expectations, accountability, and communication within the group
issues or tensions that may not yet have been openly discussed
Often, simply bringing these dynamics into view allows new possibilities to emerge.
- Leaders gain clearer insight into how the team is functioning.
- Individuals begin to take greater ownership of challenges.
- The team becomes better able to solve problems collectively.
The Benefits
What often changes
When coaching is effective, the changes are often visible in how the team works day to day.
- Leaders frequently notice that fewer issues escalate unnecessarily. Team members begin to take greater ownership of challenges and feel more confident working through problems themselves.
- Decision-making becomes clearer and more timely. Individuals have a better understanding of where responsibility sits, and discussions focus more on solutions rather than seeking direction.
- Communication within the team often becomes more open. Issues that might previously have remained unspoken are addressed earlier, reducing the likelihood that problems will reappear later.
- Over time, this can also improve how the commercial team works with the wider organisation. Expectations become clearer, conversations with other departments become easier, and commercial activity feels less like a source of internal tension.
- Perhaps most significantly, leaders often find they are no longer required to carry quite so much of the operational problem-solving.
- The team becomes more capable of navigating challenges together, allowing the leader to focus more fully on strategy, partnerships, and the wider direction of the organisation.
Who I work with
I work primarily with commercial leaders in museums and cultural organisations - often Commercial Directors, Heads of Income, or CEOs with responsibility for commercial activity.
Most are leading teams responsible for areas such as events and venue hire, partnerships and sponsorship, retail or catering, and visitor income.
They are often navigating increasing pressure to generate sustainable revenue while working within organisations whose priorities extend well beyond income.
Typically, the leaders I work with are:
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carrying a large share of the problem-solving within their teams
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navigating recurring issues that do not seem to resolve themselves
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balancing commercial performance with organisational values and expectations
They are not looking for quick fixes or generic leadership advice. They want to understand what is really happening within their team and create the conditions for people to perform well.
My approach
My approach to coaching is shaped by many years working inside cultural organisations, building and leading commercial teams responsible for significant income generation.
I understand the pressures leaders face when balancing financial targets, organisational values, and the realities of working within complex institutions.
Coaching is never about imposing solutions or applying generic frameworks.
Instead, it focuses on creating the conditions where insight can emerge - for leaders, for individuals, and for the team as a whole.
The process is collaborative and grounded in the realities of your organisation.
How coaching works
Sessions take place either online or in person in London.
Coaching is delivered through one-to-one conversations. Sessions provide structured space to reflect on current challenges, explore options, and develop practical next steps.
Sessions can work around your team schedule, weekly or monthly. Most coaching sessions are 1 hour in length.
Some people work with me for a defined period of several sessions focused on a particular challenge. Others choose ongoing coaching as part of their leadership development.
Starting the conversation
If you are responsible for a commercial team and have a sense that something is not working as well as it could, a conversation can often be a useful first step.
A short discovery call allows us to explore:
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what you are currently experiencing within your team
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what you would like to see change
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whether coaching might provide the right kind of support
If it feels like a good fit, we can then design an approach that works for you and your team.
If you’re considering coaching support, I’d recommend booking a discovery call as early as possible. This allows us to explore fit and availability.
Coaching faqs
Who is coaching for?
Coaching can support individuals at different stages of their career, from emerging leaders to senior and executive roles. I also work with teams who want to build confidence, strengthen problem-solving skills, or develop more effective ways of working together.
Do I need to be a senior leader to benefit from coaching?
Not at all. Coaching is often most valuable when people are stepping into new responsibilities, navigating complexity, or wanting to develop skills in their role - whatever level they’re at.
What makes your coaching different?
I’m a certified business coach with many years of experience working inside the cultural sector leading commercial teams. That means I understand the pressures, constraints, and realities you’re working within.
Is coaching confidential?
Yes. Coaching conversations are confidential. Where coaching is commissioned by an organisation, we agree in advance what, if anything, will be shared - usually limited to themes or progress rather than content.
Can coaching be combined with consultancy?
Yes. Many people choose to combine consultancy support for their organisation with coaching for themselves or their team. This can be particularly helpful during periods of change, growth, or increased responsibility.
How long should I commit to coaching?
It is totally up to you to determine how long you want and need coaching for.
How do I know if coaching is right for me?
A discovery call is the best place to explore this. It’s an open conversation about what you’re facing and what kind of support would be most useful - with no obligation to continue.
Do you have space for new coaching clients?
I work with a limited number of coaching clients at any one time. As a result, availability can be limited.