We do this through a tailored team development programme, using the right blend of development techniques, coaching methodologies, profiling and recommendation tools. Our integrative approach ensures we consider all the factors which might be affecting performance including goal clarity, skills requirements, resilience level, appetite for change, leadership style and relationship building approach.
To kick things off, drop us an email at hello@whatnowwhatnext.co.uk to book an initial introductory call where we can establish goals, priorities and start to sketch out the core components of the team development programme.
Research has shown that when we employ both coaching and training employee performance can increase by 70%¬ and team collaboration can improve by 50%~.
We help teams work on their alignment:
Alignment between the client’s, line manager’s and wider team’s goals.
Use of profiling tools to optimise team make-up, roles and performance.
Line manager training to ensure employee development is aligned with team and organisation goals.
We help teams generate greater motivation:
Alignment of employee training programme activities with each team member’s goals.
Alignment of employee career progression plans with each team member’s strengths and aspirations.
Connection to likeminded souls through a personal development community within the organisation.
We help team members stay connected to each other and to what’s truly important:
Tracking progress against quantifiable targets, which shows the value being generated by each and every team member.
Ongoing check-ins to measure, track and optimise progress against talent objectives.
Ability to draw on a network of coaching, training and personal development specialists, based on the specific needs of the team.
* World Economic Forum (WEF) Future of Jobs Report 2025
¬ ICF Global Coaching Client Study (2009) in association with PwC and the Association Resource Centre.
~ Human Capital Institute (HCI) report (2014), in partnership with the International Coaching Federation (ICF).
Successful teams are connected. Connected to their goal. Connected to the organisation’s vision. Connected to each other.
In our ever-changing world, several factors are making this connection increasingly difficult to sustain:
Increasingly virtual working environments.
Longer ‘to do’ lists for every person.
Less buy-in to an organisation’s culture.
Less opportunity to build lasting relationships at work.
Less certainty around one’s role in the workplace as more tasks are automated or replaced by AI.
An increasing skills gap as roles evolve.
We help create more alignment, motivation and connection between team managers and members, helping them stay connected to each other and to what’s truly important. When we do, the performance comes. The value is clear. Everyone benefits.
63% of employers cite skills gaps as the top barrier to transforming their business.*
Working with teams: creating alignment, building motivation, optimising performance.
Successful teams are connected. Connected to their goal. Connected to the organisation’s vision. Connected to each other.
In our ever-changing world, several factors are making this connection increasingly difficult to sustain:
Increasingly virtual working environments.
Longer ‘to do’ lists for every person.
Less buy-in to an organisation’s culture.
Less opportunity to build lasting relationships at work.
Less certainty around one’s role in the workplace as more tasks are automated or replaced by AI.
An increasing skills gap as roles evolve.
We help create more alignment, motivation and connection between team managers and members, helping them stay connected to each other and to what’s truly important. When we do, the performance comes. The value is clear. Everyone benefits.
63% of employers cite skills gaps as the top barrier to transforming their business.*
We do this through a tailored team development programme, using the right blend of development techniques, coaching methodologies, profiling and recommendation tools. Our integrative approach ensures we consider all the factors which might be affecting performance including goal clarity, skills requirements, resilience level, appetite for change, leadership style and relationship building approach.
To kick things off, drop us an email at hello@whatnowwhatnext.co.uk to book an initial introductory call where we can establish goals, priorities and start to sketch out the core components of the team development programme.
Research has shown that when we employ both coaching and training employee performance can increase by 70%¬ and team collaboration can improve by 50%~.
We help teams work on thir alignment:
Alignment between the client’s, line manager’s and wider team’s goals.
Use of profiling tools to optimise team make-up, roles and performance.
Line manager training to ensure employee development is aligned with team and organisation goals.
We help teams generate greater motivation:
Alignment of employee training programme activities with each team member’s goals.
Alignment of employee career progression plans with each team member’s strengths and aspirations.
Connection to likeminded souls through a personal development community within the organisation.
We help team members stay connected to each other and to what’s truly important:
Tracking progress against quantifiable targets, which shows the value being generated by each and every team member.
Ongoing check-ins to measure, track and optimise progress against talent objectives.
Ability to draw on a network of coaching, training and personal development specialists, based on the specific needs of the team.
* World Economic Forum (WEF) Future of Jobs Report 2025
¬ ICF Global Coaching Client Study (2009) in association with PwC and the Association Resource Centre.
~ Human Capital Institute (HCI) report (2014), in partnership with the International Coaching Federation (ICF).