We all have those frustrating conversations that lead nowhere. What we get out of the actual conversation is far from what we intended. We hope to get some answers and often leave frustrated when we don’t. It doesn't have to be that way for either side. Hopefully, following this simple guide can create positive outcomes for both participants, a win-win.

We’ve experienced firsthand that coaching skills and competencies are fundamental to any successful collaboration requiring teamwork, partnership and cohesion.

While an oblique shaft of illumination brings insight, new futures, and real thinking, people don’t want it when they’ve got a house to clean, or whatever it is considered essential.

  “It depends on the context.” How often have you heard a coaching client use this phrase? In the standard definition, context is “the situation within which something exists or happens.” It’s the setting or environment that surrounds an event and provides the framework within which the event can be understood. All of us make decisions based on our broader …

We first need to recognize what we are dealing with at a very basic level: human beings who have come together from varied walks of life to form a relationship system.

Being genuinely empathetic to the issues the team is grappling with and providing direct yet respectful feedback is as useful with a group as it is in our individual coaching work.

Over the last two decades, team coaching has emerged as an extension of Executive Coaching, empowering leaders to work with their teams in new ways and transform team-building into culture-building. Since 2012, the field sales force for Sanofi’s North American Pharmaceutical division has been reaping the benefits of team coaching delivered via The Pyramid Resource Group’s proprietary model, Team Advantage™: …

With Divergent Collaboration℠, organizations can open up the problem as much as possible and as early as possible, by looking at it from a variety of different and atypical perspectives so as to increase the potential for creative solutions.

Human beings are predisposed to respond to conflict in a certain manner. Conflict style is a general way of thinking about and responding to conflict.

The force of change is a result of the co-action of members of an organization, community, or team operating with Collective Intelligence.