This case study highlights how group coaching can transform collaboration, trust, and performance within cross-functional teams. By breaking down silos, fostering open communication, and enhancing team cohesion, the intervention enabled a high-performing team culture.

Case:
A cross-functional project team within a global organization, composed of 15 members spread across multiple geographies and departments. The team was tasked with delivering a critical, high-visibility project that required seamless collaboration between engineering, finance, business development and commercial functions.

Challenge:
The project team faced significant challenges:

1. Misaligned objectives: Each department prioritized its own goals, leading to competing interests and a lack of unified vision.

2. Communication barriers: Differences in time zones, cultural nuances, and functional perspectives hindered effective communication.

3. Siloed working styles: Team members operated in isolation, struggling to collaborate and share critical information.

4. Low morale and trust: Frustration and ambiguity eroded trust within the team, leading to a drop in engagement and performance gaps.

These challenges jeopardized the project timeline, with risks of delays, budget overruns, and stakeholder dissatisfaction.

Solution:
To address these challenges, I designed and delivered a targeted group coaching intervention tailored to the team’s unique dynamics and project needs. The approach included:

1. Initial team assessment: Conducted one-on-one interviews with key stakeholders and team surveys to identify key pain points, misalignments, and strengths.

   • Outcome: A clear understanding of underlying issues and team readiness for coaching.

2. Vision and objective alignment workshop: Facilitated an interactive session to:

   • Clarify individual and collective objectives.

   • Align team goals with organizational priorities and project milestones.

   • Co-create a shared vision for success.

3. Trust-building and communication exercises: Implemented practical, experiential activities designed to foster psychological safety and mutual understanding:

   • Role Understanding: Team members mapped out their roles, challenges, and contributions to the project.

   • Communication Frameworks: Introduced structured techniques for open dialogue, active listening, and resolving misunderstandings.

   • Feedback Culture: Encouraged constructive, transparent feedback to address friction points.

4. Experiential coaching activities:

   • Engaged the team in exercises that simulated project scenarios to build collaboration and agility.

   • Used real-time problem-solving activities to encourage shared ownership and quick decision-making.

5. Action planning and accountability: Helped the team develop actionable strategies to:

   • Foster cross-functional collaboration.

   • Establish clear priorities and shared responsibilities.

   • Improve meeting effectiveness and information sharing.

6. Ongoing group coaching support: Scheduled bi-weekly group coaching sessions to monitor progress, address emerging challenges, and maintain momentum.

Outcome:
The group coaching intervention led to significant and measurable improvements:

1. Improved Team Alignment: The team successfully aligned on a shared vision, with clearer objectives and priorities. This alignment not only ensured smoother project execution but also resulted in tangible business benefits, such as increased productivity, reduced delays, and improved cross-functional decision-making, which contributed to delivering value faster and more efficiently.

2. Strengthened Communication and Trust: Team members built stronger relationships, improving communication across functions and reducing misunderstandings. Specific tools included structured communication frameworks such as active listening exercises, reflective dialogue techniques, and facilitated role-clarification discussions. These tools encouraged team members to articulate their perspectives clearly, acknowledge others' challenges, and resolve misunderstandings constructively, fostering a culture of openness and collaboration.

3. Enhanced Collaboration: Silos were broken down, leading to increased knowledge sharing and more efficient teamwork.

4. Successful Project Delivery: The team delivered critical project milestones on time and within budget for the first phase. This success not only enhanced stakeholder confidence and satisfaction but also positioned the organization to gain a competitive advantage by demonstrating its ability to deliver complex projects efficiently and collaboratively.

5. Boosted Team Morale: Psychological safety improved, fostering a more engaged, motivated, and resilient team culture. For example, team members began proactively supporting one another during challenging tasks, sharing success stories in meetings, and celebrating small wins, which significantly enhanced overall energy and enthusiasm within the group.

   
   

Key impact:

• 85% improvement in perceived team alignment (based on post-coaching survey results).

• Significant reduction in cross-functional conflicts and communication delays.

• On-time delivery of project milestones, avoiding potential cost overruns.

• Stronger trust and collaboration across geographies and departments.

Client feedback:

“The group coaching sessions were transformative. We went from being a fragmented team with unclear goals to a cohesive unit focused on shared success. Communication improved drastically, and we delivered on our commitments with confidence.”

Conclusion:
This case study demonstrates how group coaching enables cross-functional teams to overcome silos, foster trust, and improve communication, leading to enhanced alignment, collaboration, and measurable business outcomes.