ABOUT

Our mission and expertise is helping senior management teams reach Enduring Peak Performance.

Our Team Coaching Philosophy

OUR VALUES:

Throughout our work with you and the team we strongly believe in our values of integrity, growth-focus, openness, courage and empowerment.

OUR Methodology:

We deliver team coaching, not team building. Team-building often focuses on improving collaboration by applying activities unrelated to the work task. Our team coaching interventions are happening within or related to your team meetings and interactions and focus on improving the team’s performance within the context of your business objectives.

OUR Model:

We believe the difference between Enduring Peak Performing Teams and high or peak performing teams is more than just semantics. Our approach keeps teams performing at their absolute best, even when the dynamics of internal and external influences change. Our unique, tailored approach goes beyond enabling peak performance — we give teams the tools to navigate the peaks and valleys – enduring peak performance to achieve business goals and objectives.

OUR Focus:

Although we might also work with the team’s leader or coach individual team members, our first client is always the team. We ensure confidentiality and trust are an integral part of our working relationship.

OUR Beliefs:

We apply behavioral coaching as we use feedback, observation, and practice to reinforce the team’s desired behaviors. We also believe teams learn most when applying a strength-based approach. We identify and leverage the unique strengths and talents of each team member and help create opportunities for team members to apply their strengths in meaningful ways.

OUR Approach:

Our overall framework of Enduring Peak Performing teams is proven and research-based. However, our approach to working with your team will be tailor-made as each team’s starting point, goals and objectives, internal and external dynamics and leadership situation are different.

Learn about our solutions

With nearly three decades of dedicated work alongside senior teams, I’ve witnessed firsthand the transformative power that peak performing teams wield over business performance. There is a special feeling being part of an enduring peak performance team. But it’s not just a feeling – there’s tangible science and research backing the phenomenon of team peak performance.

It’s immensely rewarding to witness teams transcend trust barriers, master conflict resolution, discover alignment and purpose, nurture stronger work relationships, and consistently deliver sustainable results.

Drawing from my background as an Industrial and Labor Psychologist, certified executive coach, and seasoned HR leader with over two decades of experience at the executive level both in Europe and the US, I’ve honed a proven approach to guiding teams toward enduring peak performance.

– Peter Dumoulin

Customer Cases

Management team in a Retail Company

Individual conflicts and personal agendas within the 11-member management team of a retail company hindered their performance. With the CEO’s support, we provided coaching to the team, leader, and individual members. Assessments revealed three key issues: misalignment on goals, compartmentalization, and poor conflict resolution skills. Our tailored interventions and leadership coaching led to significant progress in four months. The team, under the CEO’s guidance, implemented a new business model, improved alignment, and accountability, closing a substantial budget gap and setting up for a successful year.

Management team in Oil and Gas Company

Due to trust issues within his management team, an Oil and Gas CEO noticed a lack of optimal performance. Seeking to address this, he enlisted our help to strengthen alignment and reinforce relationships through trust-building initiatives. Individual interviews and the PPTa 1.0 assessment revealed a high score in competency trust, but trusting each other’s intentions emerged as a significant concern for the team. Through targeted discussions, personalized style assessments, and focused interventions during team meetings, we facilitated alignment on goals, fostered stronger authentic relationships, and enhanced collective accountability. As a result, the CEO and team noticed a notable improvement in intention trust.

Technology leadership team in Saas Company

A senior technology team asked us to help them prepare for a major uptick in demands from their board of directors. The CIO identified a lack of investment in learning, creative thinking and innovation in his team as his main concern to respond to the changing expectations. Our discovery process highlighted, in addition to lack of diverse thinking and creativity, a complete non-existence of feedback and continuous improvement focus. During the six-month team process, the team created purposeful moments and techniques to enhance innovation and continuous improvement, practiced constructive feedback loops and developed a resource plan to proactively plan for additional requirements. The CIO received positive feedback from the Board about the team’s reaction to the demands.