Leadership teams typically do not function as teams. This is because they are incentivised to represent their portfolios in a structure that serves the senior role they report into. As a result, they are a work group, not given the structure or support to develop their collective intelligence as a singular entity.

Singular focus, competing concerns, self-interest, subtle sabotage, rework and duplication of efforts, unproductive conflict, lack of accountability, frustration and isolation – these are some of the typical experiences individual leaders experience.

Deliberate, intense, direct and rigorous – this journey connects the team to itself, to others, to their purpose, their identity, the expectations and the outcomes. This is as much a developmental process for the individuals in the team, the team itself, and for those involved in the journey. Team Coaching, Assessments, Developmental process, Feedback, Facilitation and Training all form part of the journey.

The common outcomes typified in these journeys include: acting as one voice; accountability; predictablity; reduction in waste and unproductive conflict; transparency; stakeholder alignment; effectively working with results and relationships

Most leadership teams have experienced interventions before—often leading to short-term alignment that eventually fades as the system demands their old patterns settle back into place. Team building often creates relational energy that eases and aligns people, while the underlying structure soon elicits the same old team roles to call the same patterns into central focus.

What makes Germinate’s ™ work with Leadership Teams different is that we address the relationships, the underlying systems structures, the needs and expectations of the team and individuals and the existing behaviours. his is a deliberate, collective, and demanding journey that develops your capacity to produce lasting results—for individuals, the team, and the organisation.

This work is based on reality – we focus on the actual work the leadership team has to do while we also focus on how the team is working, which does not shy away from dysfunction, conflict, avoidance or emerging challenges. We work with reality, ensuring that each leader can skillfully bring their developed capacity to do the same not just for the leadership team, but for the teams they lead as well.

Every team’s journey is different, but here’s the typical arc:

Phase 1: Greet & Align + Systemic Reveal (±2 months)
We start with confidential interviews across the team and organization, systemic analysis, and a workshop where themes surface and you choose what matters most. This phase stands alone—you’ll have clarity on your dynamics and a backlog of themes to address.

Phase 2: Implementation (Your Pace, Your Choice)
You select which themes to tackle. Each becomes a focused piece of work—workshops, team coaching, working through conflict, whatever serves the outcome. You can work on these with me, or take them on yourselves.

Phase 3: Maintenance & Evolution
Ongoing support as needed. By this point, you’ll have your own developmental trajectory with greater deliberate action and awareness.

Leadership teams from middle management through to executive level—in medium to large organisations. This work is for teams who are ready to stop functioning as a work group and start operating as one voice, facing into the reality of their team leadership in order to get results.

All developmental work includes destabilization – this is a normal part of the process. When you surface what’s been hidden or unaddressed, things can feel harder before they get easier. Conflict becomes visible, discernable patterns emerge and intervention becomes possible. Dysfunction gets named, high-stakes can be managed, and clarity starts to arrive gradually. Old patterns can be available with new patterns and the team now has the power of choice.

The challenges we face in these journeys are normal, temporary, and navigable. We work with conflict, with dysfunction, with the uncomfortable realities — treating them as signs that something is busy changing, that requires our respectful attention. And by the end of this process, you’ll be able to do the same.

When this surfaces during the journey, you may need to temporarily reduce workload, delegate more effectively, and increase collaboration to manage the impact and we support all leadership teams throughout navigating their process.

“Willem prepared for and approached team coaching in a way that supported the flow of conversation while guiding us toward what we had contracted around. This allowed us to step into and grow in areas where we were unsure, learning by example instead of being over-facilitated. His style allowed us to struggle through difficulties together, being reminded of what we have and how best to apply it.”

— Pieter Janse van Rensburg, CTO at Pattern Matched Technologies

“Will marries theory with practicality and curates his approach based on his clients’ needs.
If you want mentally healthy leaders and teams, having Will on your side will be a major boon.”

— Eric Viljoen, Product Head

“Will has played an instrumental role in team development and my personal development as a leader. His thorough knowledge enables teams to grow independently and become self-sufficient, while his coaching skills allow leaders to become self-correcting and self-generating—providing business and life skills that are key in the modern workplace.”

—  Sheldon Redman, COO at Origin FinTech

“Will made time to coach us, provide guidance, and share his knowledge. He introduced change that moved agile teams and organizations to evolve in their journey while maintaining focus on delivery. In his own unique way, he shares his knowledge and cultivates the right mindsets in fun and creative ways, so much so that you don’t even know you’re being schooled. One of the Best Agile coaches around!”

— Carrie-Ann Singh, Head of Partner Enablement at EasyEquities

Will works with leaders and teams to develop the collective capacity to produce lasting, systemic impact. His approach combines systemic coaching, structural dynamics, leadership embodiment, and developmental process. He is often described as calm, direct, kind, and courageous.

He loves living in process—tai chi, bonsai, nature, connectedness, embodiment, meaning, artistry, and healing. His practice’s central question is: ‘How to bring presence, connection, and results through working with systems?

No obligation—just a discussion about whether this work makes sense for your team.