{"id":235,"date":"2026-10-10T13:20:18","date_gmt":"2026-10-10T11:20:18","guid":{"rendered":"https:\/\/www.re-lier.com\/?page_id=235"},"modified":"2026-10-12T21:22:18","modified_gmt":"2026-10-12T19:22:18","slug":"coaching-equipe","status":"publish","type":"page","link":"https:\/\/www.re-lier.com\/en\/coaching-equipe\/","title":{"rendered":"Coaching d\u2019\u00e9quipe : relation et m\u00e9thodes de travail"},"content":{"rendered":"<section class=\"wp-block-group alignfull has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"background-color:#ffffff;padding-top:var(--wp--preset--spacing--50);padding-bottom:var(--wp--preset--spacing--50)\">\n<p class=\"has-text-color has-small-font-size wp-block-paragraph\" style=\"color:#F5A03A;letter-spacing:1.5px;text-transform:uppercase\">Team coaching<\/p>\n\n\n\n<h1 class=\"wp-block-heading has-text-color\" style=\"color:#0F4C81\">Team coaching: clearer relationships and ways of working that hold<\/h1>\n\n\n\n<p class=\"wp-block-paragraph\">A team that produces, that delivers, that keeps a service running \u2014 and wears itself out on friction, repetition and meetings that decide nothing. We work on two levels at once: how its members talk to each other, and how they organise their work.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link has-text-color has-background wp-element-button\" href=\"https:\/\/calendly.com\/contact-5wjk\/\" style=\"color:#1B1B1B;background-color:#F5A03A\" target=\"_blank\" rel=\"noreferrer noopener\">Talk to us about your team<\/a><\/div>\n<\/div>\n<\/section>\n\n\n\n<section class=\"wp-block-group alignfull has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"background-color:#F2F7FC;padding-top:var(--wp--preset--spacing--50);padding-bottom:var(--wp--preset--spacing--50)\">\n<h2 class=\"wp-block-heading has-text-color\" style=\"color:#0F4C81\">When we are called in<\/h2>\n\n\n\n<style>\n@supports (grid-template-rows:subgrid){.wp-block-group.alignwide>.wp-block-group{display:grid;grid-template-rows:subgrid;grid-row:span 2}\n.wp-block-group.alignwide>.wp-block-group>*{margin-block:0}}\n<\/style>\n\n\n\n<div class=\"wp-block-group alignwide is-layout-grid wp-container-core-group-is-layout-4e3db712 wp-block-group-is-layout-grid\">\n<div class=\"wp-block-group has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-aac4aa50 wp-block-group-is-layout-constrained\" style=\"border-radius:10px;border-top-color:#F5A03A;border-top-width:4px;background-color:#ffffff;min-height:100%;padding-top:var(--wp--preset--spacing--20);padding-right:var(--wp--preset--spacing--20);padding-bottom:var(--wp--preset--spacing--20);padding-left:var(--wp--preset--spacing--20)\">\n<h3 class=\"wp-block-heading has-text-color\" style=\"color:#0F4C81\">The team has stopped really talking<\/h3>\n\n\n\n<p class=\"has-small-font-size wp-block-paragraph\">Disagreements get settled one to one with the manager, never in the room. Everyone protects their patch. Often the collective has come apart without anyone deciding it: successive departures, newcomers poorly integrated, a reorganisation nobody chose.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-aac4aa50 wp-block-group-is-layout-constrained\" style=\"border-radius:10px;border-top-color:#F5A03A;border-top-width:4px;background-color:#ffffff;min-height:100%;padding-top:var(--wp--preset--spacing--20);padding-right:var(--wp--preset--spacing--20);padding-bottom:var(--wp--preset--spacing--20);padding-left:var(--wp--preset--spacing--20)\">\n<h3 class=\"wp-block-heading has-text-color\" style=\"color:#0F4C81\">Nobody can see anyone else\u2019s work<\/h3>\n\n\n\n<p class=\"has-small-font-size wp-block-paragraph\">Priorities change without anyone knowing why, workload is unevenly spread, items get lost between two meetings. The team works hard and has no shared view of what it produces.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-aac4aa50 wp-block-group-is-layout-constrained\" style=\"border-radius:10px;border-top-color:#F5A03A;border-top-width:4px;background-color:#ffffff;min-height:100%;padding-top:var(--wp--preset--spacing--20);padding-right:var(--wp--preset--spacing--20);padding-bottom:var(--wp--preset--spacing--20);padding-left:var(--wp--preset--spacing--20)\">\n<h3 class=\"wp-block-heading has-text-color\" style=\"color:#0F4C81\">The team has drifted from the real need<\/h3>\n\n\n\n<p class=\"has-small-font-size wp-block-paragraph\">What gets delivered no longer quite matches what the client expected, and never at the pace hoped for. The team justifies itself, the client loses patience, and nobody checks whether the work is still useful.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-aac4aa50 wp-block-group-is-layout-constrained\" style=\"border-radius:10px;border-top-color:#F5A03A;border-top-width:4px;background-color:#ffffff;min-height:100%;padding-top:var(--wp--preset--spacing--20);padding-right:var(--wp--preset--spacing--20);padding-bottom:var(--wp--preset--spacing--20);padding-left:var(--wp--preset--spacing--20)\">\n<h3 class=\"wp-block-heading has-text-color\" style=\"color:#0F4C81\">The manager no longer knows where to start<\/h3>\n\n\n\n<p class=\"has-small-font-size wp-block-paragraph\">New in post, or long in post and out of arguments. One-to-one meetings have been tried, an offsite, new tools. Nothing holds for more than three weeks.<\/p>\n<\/div>\n<\/div>\n<\/section>\n\n\n\n<section class=\"wp-block-group alignfull has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"background-color:#ffffff;padding-top:var(--wp--preset--spacing--50);padding-bottom:var(--wp--preset--spacing--50)\">\n<h2 class=\"wp-block-heading has-text-color\" style=\"color:#0F4C81\">Two levers: relationships and ways of working<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A team in difficulty almost always combines two things: damaged relationships and a way of organising work that no longer holds. Lasting change means acting on both.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-text-color\" style=\"color:#0F4C81\">Relationships<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">What gets said and what doesn\u2019t, how disagreements are handled, trust between members and with the manager. Without this work, the best-designed methods get bypassed: the board gets filled in with nothing true on it, and the retrospective becomes a polite exercise.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-text-color\" style=\"color:#0F4C81\">Ways of working<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">How the team makes its work visible, shares the load, keeps its rituals, handles its problems and its handovers. Without this work, the team feels better for a few weeks and produces exactly the same \u2014 then the benefit fades.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Putting visual management into a team that doesn\u2019t talk to each other guarantees it will be dropped within two months. Working on relationships without touching how the work is organised offers a good moment with no effect on the following Monday.<\/p>\n<\/section>\n\n\n\n<section class=\"wp-block-group alignfull has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"background-color:#F2F7FC;padding-top:var(--wp--preset--spacing--50);padding-bottom:var(--wp--preset--spacing--50)\">\n<h2 class=\"wp-block-heading has-text-color\" style=\"color:#0F4C81\">The methods we put in place<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">We don\u2019t impose a complete framework on a team. We take the practices that serve its activity, adapt them, and leave the rest.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-text-color\" style=\"color:#0F4C81\">Visual management<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Making the work visible: what is under way, what is blocked, who is carrying what, what has been delivered. A physical or digital board, kept by the team rather than the manager, replacing a good part of the reporting meetings.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-text-color\" style=\"color:#0F4C81\">Team rituals drawn from agile practice<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">A short daily check-in, a regular review of what has been produced, a retrospective about the way of working rather than about people. We adapt them to teams that are not development teams: operations, back office, support, studies, cross-functional roles.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-text-color\" style=\"color:#0F4C81\">Clarifying roles and handovers<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Who decides, who must be consulted, who is simply informed \u2014 inside the team and with neighbouring departments. Many tensions presented as relational are overlaps nobody has ever settled.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-text-color\" style=\"color:#0F4C81\">Problem-solving as a team<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Taking a real incident and working it through to its cause together, rather than closing it in a hurry. It is a collective skill: it is learned, and it is maintained.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-text-color\" style=\"color:#0F4C81\">Ground rules<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Written by the team, not by us. How you flag a delay, how you handle a disagreement, what you do when a decision doesn\u2019t suit you. Short, concrete, revisable.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-text-color\" style=\"color:#0F4C81\">The Clear Leadership\u00ae language<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Describing your own experience precisely without judging someone else\u2019s, checking your interpretations instead of taking them as fact. It is what makes a retrospective usable rather than turning it into a courtroom. <a href=\"\/en\/formation-clear-leadership\/\">Clear Leadership training&nbsp;\u2192<\/a><\/p>\n<\/section>\n\n\n\n<section class=\"wp-block-group alignfull has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"background-color:#ffffff;padding-top:var(--wp--preset--spacing--50);padding-bottom:var(--wp--preset--spacing--50)\">\n<h2 class=\"wp-block-heading has-text-color\" style=\"color:#0F4C81\">Changing practices starts with learning them<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A method explained in a meeting changes nothing. We work by training then deployment: the team learns the practice on its own subjects, installs it in its rituals, and we support it until it holds without us.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In practice: a short action-learning sequence, then a few weeks during which the team runs the method with our support and adjusts it, then a gradual withdrawal. What isn\u2019t holding after three months never will \u2014 better to see it early and correct it.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">When the need goes beyond one team \u2014 several teams, a management line, a whole division \u2014 the same logic applies at a larger scale, as a training programme.<\/p>\n\n\n\n<p class=\"has-small-font-size wp-block-paragraph\"><a href=\"\/en\/formation-leadership-management\/\">See tailor-made training&nbsp;\u2192<\/a><\/p>\n<\/section>\n\n\n\n<section class=\"wp-block-group alignfull has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"background-color:#F2F7FC;padding-top:var(--wp--preset--spacing--50);padding-bottom:var(--wp--preset--spacing--50)\">\n<h2 class=\"wp-block-heading has-text-color\" style=\"color:#0F4C81\">The manager is part of the system<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">We don\u2019t work with the team on one side and the manager on the other. He or she is present at the sessions, because they are part of what is going on: without meaning to, the manager is often a piece of the problem as much as the key to the way out.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Alongside the collective sessions, we frequently offer one-to-one support for the manager. A few sessions to work on what they are discovering, what puts them in difficulty, and the stance they want to hold. This support stays connected to the collective: it is not career coaching, it is a support for holding their role in the work under way.<\/p>\n\n\n\n<p class=\"has-small-font-size wp-block-paragraph\"><a href=\"\/en\/coaching-dirigeants\/\">More on one-to-one support&nbsp;\u2192<\/a><\/p>\n<\/section>\n\n\n\n<section class=\"wp-block-group alignfull has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"background-color:#ffffff;padding-top:var(--wp--preset--spacing--50);padding-bottom:var(--wp--preset--spacing--50)\">\n<h2 class=\"wp-block-heading has-text-color\" style=\"color:#0F4C81\">Our approach<\/h2>\n\n\n\n<div class=\"wp-block-group alignwide is-layout-grid wp-container-core-group-is-layout-2262b19d wp-block-group-is-layout-grid\">\n<div class=\"wp-block-group has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-aac4aa50 wp-block-group-is-layout-constrained\" style=\"border-radius:10px;border-top-color:#F5A03A;border-top-width:4px;background-color:#ffffff;min-height:100%;padding-top:var(--wp--preset--spacing--20);padding-right:var(--wp--preset--spacing--20);padding-bottom:var(--wp--preset--spacing--20);padding-left:var(--wp--preset--spacing--20)\">\n<h3 class=\"wp-block-heading has-text-align-left has-text-color\" style=\"color:#0F4C81\">1. Framing<\/h3>\n\n\n\n<p class=\"has-small-font-size wp-block-paragraph\">With the manager: what they observe, what they have already tried, what they fear. And what is not a matter for team coaching \u2014 better said before we start.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-aac4aa50 wp-block-group-is-layout-constrained\" style=\"border-radius:10px;border-top-color:#F5A03A;border-top-width:4px;background-color:#ffffff;min-height:100%;padding-top:var(--wp--preset--spacing--20);padding-right:var(--wp--preset--spacing--20);padding-bottom:var(--wp--preset--spacing--20);padding-left:var(--wp--preset--spacing--20)\">\n<h3 class=\"wp-block-heading has-text-color\" style=\"color:#0F4C81\">2. Diagnosis<\/h3>\n\n\n\n<p class=\"has-small-font-size wp-block-paragraph\">A confidential interview with each member, observation of an ordinary meeting, a look at the rituals and tools in place.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-aac4aa50 wp-block-group-is-layout-constrained\" style=\"border-radius:10px;border-top-color:#F5A03A;border-top-width:4px;background-color:#ffffff;min-height:100%;padding-top:var(--wp--preset--spacing--20);padding-right:var(--wp--preset--spacing--20);padding-bottom:var(--wp--preset--spacing--20);padding-left:var(--wp--preset--spacing--20)\">\n<h3 class=\"wp-block-heading has-text-color\" style=\"color:#0F4C81\">3. Feedback<\/h3>\n\n\n\n<p class=\"has-small-font-size wp-block-paragraph\">What we have heard and observed, given back to the whole team: anonymised, but not softened.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-aac4aa50 wp-block-group-is-layout-constrained\" style=\"border-radius:10px;border-top-color:#F5A03A;border-top-width:4px;background-color:#ffffff;min-height:100%;padding-top:var(--wp--preset--spacing--20);padding-right:var(--wp--preset--spacing--20);padding-bottom:var(--wp--preset--spacing--20);padding-left:var(--wp--preset--spacing--20)\">\n<h3 class=\"wp-block-heading has-text-color\" style=\"color:#0F4C81\">4. Follow-up<\/h3>\n\n\n\n<p class=\"has-small-font-size wp-block-paragraph\">Half-days spread over several months, alternating work on relationships and installing the methods, always on the team\u2019s real subjects.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-aac4aa50 wp-block-group-is-layout-constrained\" style=\"border-radius:10px;border-top-color:#F5A03A;border-top-width:4px;background-color:#ffffff;min-height:100%;padding-top:var(--wp--preset--spacing--20);padding-right:var(--wp--preset--spacing--20);padding-bottom:var(--wp--preset--spacing--20);padding-left:var(--wp--preset--spacing--20)\">\n<h3 class=\"wp-block-heading has-text-color\" style=\"color:#0F4C81\">5. Embedding<\/h3>\n\n\n\n<p class=\"has-small-font-size wp-block-paragraph\">The practices move into the team\u2019s rituals, the rules are written down. We withdraw, with a check-in a few months later.<\/p>\n<\/div>\n<\/div>\n<\/section>\n\n\n\n<section class=\"wp-block-group alignfull has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"background-color:#F2F7FC;padding-top:var(--wp--preset--spacing--50);padding-bottom:var(--wp--preset--spacing--50)\">\n<h2 class=\"wp-block-heading has-text-color\" style=\"color:#0F4C81\">What the team gains<\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li>A shared view of what is under way, what is blocked and who is carrying what<\/li>\n\n\n\n<li>Shorter meetings, where disagreements are voiced and settled<\/li>\n\n\n\n<li>Clear roles and handovers that stop being friction zones<\/li>\n\n\n\n<li>Practices the team keeps on its own, because it built them rather than received them<\/li>\n\n\n\n<li>A manager who knows what is going on in the team, because people say so<\/li>\n\n\n\n<li>The ability to handle the next difficult problem without us<\/li>\n<\/ul>\n<\/section>\n\n\n\n<section class=\"wp-block-group alignfull has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"background-color:#ffffff;padding-top:var(--wp--preset--spacing--50);padding-bottom:var(--wp--preset--spacing--50)\">\n<h2 class=\"wp-block-heading has-text-color\" style=\"color:#0F4C81\">Why RE-LIER<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>A coach who has led teams.<\/strong> Seventeen years in business at the head of teams and business units, in France and internationally, before becoming a coach in 2014. I know from the inside the pressure on a manager caught between their commitments and their team.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Proven practice with collectives.<\/strong> ICF-certified professional coach, trained in Gestalt and in systemic practice, with more than 1,200 hours of team coaching. Working with an established team is not individual coaching applied to several people: it is another craft.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Relationships and methods, not one without the other.<\/strong> Certified trainer in <em>Clear Leadership\u00ae<\/em> \u2014 one of the few in France \u2014 and a practitioner of collaborative working methods. It is that combination which makes changes hold beyond a few weeks.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>In Paris and the \u00cele-de-France region.<\/strong> On site at your premises or on neutral ground, remotely between sessions. In French and in English.<\/p>\n\n\n\n<p class=\"has-link-color has-small-font-size wp-elements-1 wp-block-paragraph\" style=\"font-weight:600\"><a href=\"\/en\/approche\/\">Our approach in detail&nbsp;\u2192<\/a><\/p>\n\n\n<\/section>\n\n\n\n<section class=\"wp-block-group alignfull has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"background-color:#F2F7FC;padding-top:var(--wp--preset--spacing--50);padding-bottom:var(--wp--preset--spacing--50)\">\n<h2 class=\"wp-block-heading has-text-color\" style=\"color:#0F4C81\">Frequently asked questions<\/h2>\n\n\n\n<details class=\"wp-block-details is-layout-flow wp-block-details-is-layout-flow\"><summary>How long does the work last?<\/summary>\n<p class=\"wp-block-paragraph\">Most often four to six months: framing, diagnosis, feedback, four to six collective sessions, then a check-in. Any less and nothing takes hold. Much more and the team settles into being supported instead of moving on its own.<\/p>\n<\/details>\n\n\n\n<details class=\"wp-block-details is-layout-flow wp-block-details-is-layout-flow\"><summary>Do we need to be an agile team already?<\/summary>\n<p class=\"wp-block-paragraph\">No, and we don\u2019t install a complete agile framework. We take the practices that serve your activity \u2014 making the work visible, synchronising briefly, stepping back at regular intervals \u2014 and adapt them to your trade. A support or back-office team gains as much as a product team.<\/p>\n<\/details>\n\n\n\n<details class=\"wp-block-details is-layout-flow wp-block-details-is-layout-flow\"><summary>Do you install tools or do relational work?<\/summary>\n<p class=\"wp-block-paragraph\">Both, and that is the heart of it. Tools alone get bypassed, relational work alone evaporates. We alternate the two across the sessions, on the team\u2019s real subjects.<\/p>\n<\/details>\n\n\n\n<details class=\"wp-block-details is-layout-flow wp-block-details-is-layout-flow\"><summary>Does the whole team have to volunteer?<\/summary>\n<p class=\"wp-block-paragraph\">No, and that is rarely the case at the start. What matters is that everyone is present. A team that comes \u201cbecause it has to\u201d can perfectly well get moving; a person designated as the problem cannot.<\/p>\n<\/details>\n\n\n\n<details class=\"wp-block-details is-layout-flow wp-block-details-is-layout-flow\"><summary>Does the manager attend every session?<\/summary>\n<p class=\"wp-block-paragraph\">Yes, unless we decide otherwise together. Team work done in the manager\u2019s absence produces a team that has moved on and a manager who doesn\u2019t know what is being talked about \u2014 that is, one more gap.<\/p>\n<\/details>\n\n\n\n<details class=\"wp-block-details is-layout-flow wp-block-details-is-layout-flow\"><summary>And if the problem comes from the manager?<\/summary>\n<p class=\"wp-block-paragraph\">It happens, and it shows in the diagnosis. We tell the manager before the feedback session, never in front of the team by surprise. If they are not in a state to hear it, the work makes no sense, and we say that too.<\/p>\n<\/details>\n\n\n\n<details class=\"wp-block-details is-layout-flow wp-block-details-is-layout-flow\"><summary>Are the interviews confidential?<\/summary>\n<p class=\"wp-block-paragraph\">Yes. What is said in a one-to-one interview is never attributed. The feedback covers what the team lives collectively, not who said what.<\/p>\n<\/details>\n\n\n\n<details class=\"wp-block-details is-layout-flow wp-block-details-is-layout-flow\"><summary>Do you work in English?<\/summary>\n<p class=\"wp-block-paragraph\">Yes, in French and in English, on site and remotely.<\/p>\n<\/details>\n<\/section>\n\n\n\n<section class=\"wp-block-group alignfull has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"background-color:#ffffff;padding-top:var(--wp--preset--spacing--50);padding-bottom:var(--wp--preset--spacing--50)\">\n<h2 class=\"wp-block-heading has-text-color\" style=\"color:#0F4C81\">Let\u2019s talk about your team<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A first 30-minute conversation, with no commitment, to understand your context and see whether team coaching is the right fit. If it is not, I will tell you.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link has-text-color has-background wp-element-button\" href=\"https:\/\/calendly.com\/contact-5wjk\/\" style=\"color:#1B1B1B;background-color:#F5A03A\" target=\"_blank\" rel=\"noreferrer noopener\">Book a call (30 min)<\/a><\/div>\n<\/div>\n<\/section>","protected":false},"excerpt":{"rendered":"<p>Coaching d\u2019\u00e9quipe Coaching d\u2019\u00e9quipe : des relations plus claires et des m\u00e9thodes de travail qui tiennent Une \u00e9quipe qui produit, qui livre, qui tient un service \u2014 et qui s\u2019\u00e9puise en frictions, en redites et en r\u00e9unions sans d\u00e9cision. Nous travaillons sur deux plans \u00e0 la fois : la fa\u00e7on dont ses membres se parlent, [&hellip;]<\/p>","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"page-accueil-re-lier","meta":{"footnotes":""},"class_list":["post-235","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/www.re-lier.com\/en\/wp-json\/wp\/v2\/pages\/235","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.re-lier.com\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/www.re-lier.com\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/www.re-lier.com\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.re-lier.com\/en\/wp-json\/wp\/v2\/comments?post=235"}],"version-history":[{"count":9,"href":"https:\/\/www.re-lier.com\/en\/wp-json\/wp\/v2\/pages\/235\/revisions"}],"predecessor-version":[{"id":282,"href":"https:\/\/www.re-lier.com\/en\/wp-json\/wp\/v2\/pages\/235\/revisions\/282"}],"wp:attachment":[{"href":"https:\/\/www.re-lier.com\/en\/wp-json\/wp\/v2\/media?parent=235"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}