About Enabling Teams

(Strategy x Execution) x Trust = Results

Trust sits at  the core of high performing teams, and the presence or lack thereof is directly  reflected in team outcomes of speed and cost.

Enabling teams begins with the end in mind, understanding that an absence of trust oftens manifests in a fear of conflict, evidenced by a lack of commitment and avoidance behaviour, leading to inattention to results.

Applying  enabling people principles and tactics in a team environment leads to the creation of  deliberate practices that sustain high performing individuals and teams.

Personal awareness

Everything we say and do, or dont say and don’t do has an impact on our team, and  foundational to enabling teams is personal awareness of the impact of individual behaviour. Enabling teams personal awareness toolkit is expansive and can be used in a plug and play format depending on a teams stage of development and maturity.

The toolkit delivers both understanding and development tools for topics ranging from interpersonal communication styles, personal energy, and  working with emotional intelligence to overcoming unconscious bias.

Team culture

Team culture is experienced through the thousands of daily interactions and touchpoints between team members and others they interact with.

Enabling teams cultural practices create the rationale as well as the 4 C’s of clarity, competence, confidence and conviction when it comes to giving and receiving feedback, having robust conversations, and creating an environment of psychological safety that are deliberately developmental as well as accountable for results.

Purpose driven

Purpose is the cornerstone of intrinsic motivation and enabling teams  creates mechanisms to reflect and harness individual purpose and systematise this belief by developing  purpose driven processes for functions such as recruitment,  on- boarding, contemplation, and celebration.

Team learning

The enabling teams approach to team learning is based on four pillars :

  • Experiential learning activities and simulations

  • Permission for ‘failing well’ and guidelines for discovery

  • Appreciative inquiry tools and innate curiosity question templates for events and practices  that go well

  • Mechanisms for harnessing creativity

Social wellbeing 

Social connection, belonging and social support are vital as workplaces embrace the challenges of ‘borderless offices’,  social isolation and loneliness, in an environment of time pressure, mental stress and anxiety.

Enabling teams is about creating a heightened awareness and processes to enable social wellbeing and support, and delivers the tools and technology to  both create conditions for wellbeing and obtain a clear view of a team's wellbeing heatmap.


Coaching is unlocking a person’s potential to maximise their own performance  focusing on the ‘here and now’ rather than on the distant past or future.
Skilled coaches believe in the principles of enabling people and  that the individual always has the answer to their own challenges but understands that they may need help to find the answer.

While there are many different models of coaching, here we are not considering the ‘coach as expert’ but, instead, the coach as a facilitator of learning through a process of appreciative enquiry.

Art of Work’s coaching capability and proven track record extends to:

  • Executives

  • Managers

  • Front line managers

  • Team leaders

  • Team coaching