Teams & Culture with Edwin

Help your people work better together.

Understand what is happening, identify what needs to change, and build practical behaviours and routines that support better work.

Discuss your team’s needs Explore the programmes

Three levels of support

Choose a focused experience, a development journey or a culture engagement.

Every engagement begins with listening and diagnosis. The depth, rhythm and measurement then match the change your organisation needs.

One day + preparation + 30-day review

The Clarity Team Experience™

A day to understand your team and agree how to move forward.

Best for

Teams seeking stronger connection, clearer communication, preparation for change, or a starting point for recurring difficulties in trust, collaboration and accountability.

What we explore

Self-awareness at work: strengths, assumptions and responses under pressure.
Communication: listening, clear instructions and checking understanding.
Trust and speaking up: asking for help, feedback and raising concerns.
Collaboration: coordination, participation and decision-making through Team Experiments™.
Shared behaviours: commitments, disagreements and everyday work.

Activities may include the Johari Window, Back-to-Back Drawing, Count-to-Thirty and coordination challenges. Every activity is followed by reflection and application to real work.

What your team takes away

Team Charter with 3–5 observable behaviours
Practical communication tools
Personal action commitments
Three shared experiments, owners and review dates
Impact report with strengths, patterns and next steps

How it works

Discovery and a short diagnostic usually begin two to three weeks before delivery. A 30-day review examines what participants have applied and what needs adjustment.

Enquire about a Team Experience

Twelve-week development journey

Team Effectiveness Program

Build better ways of working together.

Best for

Intact teams experiencing recurring misunderstandings, difficult handoffs, delayed decisions, avoidable conflict or inconsistent accountability—and needing time to practise new behaviours.

Weeks 1–2

Understand the team

Agree three outcomes, complete a diagnostic and identify the behaviours and working conditions needing attention.

Week 3

Create shared understanding

A full-day experiential launch surfaces patterns, establishes working agreements and begins the first experiments.

Weeks 4–11

Practise and strengthen

Four coaching labs cover requests and feedback, constructive disagreement, collaboration and sustainable team habits.

Week 12

Review and continue

Examine progress, refine the Team Charter and agree a 90-day continuation plan.

The programme includes

One experiential launch
Four fortnightly team coaching labs
Four manager coaching sessions
Brief weekly application check-ins
Final review and Team Impact Report

What changes in the work

Clearer requests, listening and useful feedback
Decision records and handoff standards
A shared commitment register
3–5 team habits linked to agreed outcomes
Manager modelling, delegation and accountability

Coaching labs may be online or in person, with arrangements agreed during discovery.

Discuss the Team Effectiveness Program

Six or twelve months

Culture & Habit Transformation Program

Turn organisational values into everyday practice.

Best for

Organisations facing inconsistent leadership practices, strained collaboration, unclear accountability, rapid growth or a gap between stated values and everyday behaviour.

Month 1

Understand the current culture

Employee feedback, leadership interviews and selected work-practice reviews identify strengths, friction and priorities.

Month 2

Define required behaviours

Translate values into a Culture Behaviour Charter with clear, observable examples.

Month 3

Align leaders and managers

Practise feedback, delegation, responding to concerns and behaviour under pressure.

Month 4

Strengthen collaboration

Teams test improvements to communication, decisions, handoffs and execution.

Month 5

Embed useful routines

Connect behaviours to meetings, onboarding, recognition, workload reviews and performance conversations.

Month 6

Evaluate and transfer ownership

Review evidence, identify gaps and establish ownership of the next-quarter plan.

Organisation-level outcomes

Culture baseline and priority findings
Culture Behaviour Charter
Leadership commitments and team experiments
Selected system improvements
Progress dashboard

Reporting and scale

Reporting can include aggregated People & Culture findings and an executive or Board outcomes report. Private coaching content remains confidential.

The twelve-month option extends tested practices across more teams, strengthens internal capability and provides more time to assess consistency.

Discuss a Culture Engagement

Choose your starting point

Which programme fits your organisation?

Your immediate needSuggested serviceTimeline

Understand team patterns and establish practical commitmentsThe Clarity Team Experience™One day, preparation and 30-day review

Develop stronger team skills and working routinesTeam Effectiveness ProgramTwelve weeks

Align leadership, teams and organisational systemsCulture & Habit TransformationSix or twelve months

A guide for leaders and organisations

Receive “Teams & Culture with Edwin” by email.

The 12-page guide compares the Clarity Team Experience™, the 12-week Team Effectiveness Programme and the six- or twelve-month Culture & Habit Transformation Programme.

Email delivery: The guide is sent only after you provide an email address and contact number. It is not offered as an open public download.

Your details are stored privately and are not displayed publicly.

Let’s begin with what is happening

You do not need to arrive with a training topic.

Tell me where your people are struggling, what work is becoming difficult and what you would like to change. We will identify the most useful starting point, then agree scope, delivery and investment in a proposal.

Discuss your team’s needs

Edwin MoindiCulture & Habit Coach