Berlot Group FZE

Berlot Group FZE Coaching Teams. Changing Cultures | Specialists In Team Coaching Berlot Group is also an ICF accredited coach training school. We know coaching.

Who We Are

Berlot Group provides professional and expert team coaching solutions to C-Suite leadership teams across the Middle East, and Internationally. We coach teams to create alignment and we focus on their team dynamics and goals, so this may enable teams to get on track and stay on track in fast-moving environments. What Do We Do

Our work is based in the belief that good relationships are at the base of healthy businesses and communities. Relationship Systems IntelligenceTM is a key component of a coaching, team focused culture and every one of our workshops and team coaching engagements focuses on increasing the Relationship Systems IntelligenceTM in the team and every team member in the team, so that teams may become more collaborative and achieve high performance. And we know how to train others to use coaching skills whether they’re professional coaches or managers seeking a better way to work with their teams

What We Believe

We believe that when we partner with you – our client, in order to achieve the transformational results you seek, we must challenge the status quo and think outside the box. When coaching your teams, we will say what needs to be said – and sometimes challenge you, so that you get results. We will do this because we believe that teams achieve greatness only once barriers are broken – we will be fierce in our pursuit of your greatness. We believe that partnering with you means committing to achieving your results with heart and determination

14/09/2026

Unspoken expectations have a habit of becoming silent disappointments. When they are not expressed, they can create distance between team members.

We assume our colleagues understand us and know what we need, what we value, or how we expect them to behave towards us, particularly during challenging conversations when emotions may be running high. These assumptions can lead us to create a story about what we believe to be true about our colleagues and their behaviour. The story we tell ourselves can quickly become “the truth,” leading us to react rather than remain curious about what is actually happening.

When our expectations are not met, frustration grows. In multicultural teams, where there may also be a fear of hurting, offending or disrespecting someone, that frustration can remain unspoken, and misalignment begins to creep into the team.

Not because anyone intentionally wanted to upset anyone else, but because team members did not realise there were unspoken expectations in the first place. And, of course, in any relationship dynamic, there always are!

I have found that some of the most powerful team conversations, and those that lead to greater alignment, begin when a team slows down, checks in with one another and asks a simple question:

“What is your best hope or expectation for today?”

or

“What are you expecting from me or from this conversation?”

Taking the time to check in with one other, voice expectations and make them explicit gives team members greater clarity. From that place of shared understanding, they can begin to align on the way forward.

Moving away from individual, unspoken expectations towards explicit team agreements can support a team in working through the challenges it faces.

What unspoken expectations might be driving your team today?

11/09/2026

Time. Respect. Relationships. Communication.

Put several cultures around one table, and you will find several very different ideas about what each of those means.

The danger arises when one perspective becomes the dominant perspective.

As a leader, managing the polarities that exist in your team is part of your role.

Develop your team’s ability to hold different truths at the same time, and trust that all of them can coexist. Support team members in moving away from the tendency to hold one story or truth as the only right one, and guide them to explore the seemingly opposing truths that exist between them.

Developing the ability to hold different truths at the same time is a key skill for multicultural teams.
Can you think of a time when you have held multiple stories as true at the same time?

09/09/2026

Being honest and upfront is important.

Creating clarity is necessary.

Being truthful is not always important.

Transparency is overrated.

Authenticity is a Western construct.

Being respectful and honourable is more important than being truthful.

Have you ever heard any of the above being stated in your team?

How we view communication differs across cultures, and the way we express how we feel is not universal.

Some cultures value saying exactly what they think because truth and authenticity are seen as important. Others choose their words more carefully because preserving the other person’s honour is seen as more respectful than being completely truthful.

Neither approach is better than the other. They are simply different viewpoints and influence how your team members engage in conversations, particularly the challenging ones they need to have.

Misunderstandings happen when we assume everyone values the same things we do.

I have seen direct communication interpreted as rude, while indirect communication is dismissed as avoiding the issue. In both cases, we risk missing what is really happening between team members in the conversation.

Understanding the cultural beliefs behind both direct and indirect styles of communication is important. It empowers team members to learn more about each other and create team cultures that are inclusive and accepting.

How does your culture approach truthful conversations?

07/09/2026

We talk a great deal about what teams need to do to perform.
Deliver results. Move faster. Adapt to change. Execute.

I think we underestimate what needs to exist between people for any of that to happen consistently. Trust, safety, alignment. The ability to collaborate when things become difficult.
I have seen incredibly strong and highly skilled people struggle as a team because the foundations were not strong enough. They operated as individuals and not as a united team.

I have seen what changes when a team deliberately starts paying attention to the dynamics between them. The conversations change. The atmosphere lightens, and people are happier and more engaged. People take greater ownership. They challenge each other differently.

And the team becomes much more capable of doing the work it is there to do.
This relationship between a team’s Inner Game and its Outer Game is one of the things I find so interesting about where the Meta Team team methodolgy points us to.

If you would like to explore the methodology and how it can complement your work with teams, I would like to invite you to a complimentary Meta Team Information Call.

16 September 2026 | 5:00 PM GST

Comment Call to Register.

07/09/2026

Cultural curiosity requires us to become genuinely interested in what we do not understand. It means that we try to see the world through someone else’s cultural lens, even when it is different to our own.

Stepping into someone else’s land to try and understand them does not mean that we give up our own culture or beliefs; it only means that our empathy and understanding stretches and grows.

Spiritual warriorship is the ability we have to hold what is different, edgy, or uncomfortable. It is the ability we have to be able to sit with intense emotions, mine and yours, and not shy away, because there is an understanding that if I can do that, there is so much for me to learn.

You see, we do not have to like, approve of, or even agree with someone else or with another culture to become curious about it and try to understand.

That's what being a cultural learner asks of us.

Would you describe your team as culturally curious?

Team coaching is entering a new era. The quality of the coaching conversation we have with our teams will always matter....
04/09/2026

Team coaching is entering a new era. The quality of the coaching conversation we have with our teams will always matter. The coach's ability to read the room will always matter. The coach’s experience will always matter. And increasingly, data led evidence matters too.

Clients want to understand what is changing inside their teams. They want greater clarity about where development should be focused. And they want to know whether the investment they are making is translating into meaningful progress.

I do not see that as a threat to the human side of team coaching.
I see it as an opportunity to strengthen it.

This is why I am excited to bring the Meta Team Accreditation Programme to the UAE through Linda Berlot Group. It is an opportunity for team coaches to add an evidence based lens to the work they already do, without losing the experience, intuition and human judgement that makes great coaching possible.

Join the Virtual Meta Team Accreditation with me on the 15 & 17 October 2026.

If this is a direction you are exploring in your own team coaching practice, comment team to learn more.

04/09/2026

In multicultural teams, what sits beneath the surface is often more complex than it first appears.

Different cultural values, communication styles, and expectations shape how team members experience the same conversation.

The goal for a leader managing these differences is not to make those differences disappear. Their role is to create an environment where team members are curious when someone speaks up so that they can make each other feel heard. It is to ensure that team members ask each other questions by being curious and not judgmental so they may explore the diversity between them with respect.

It is even more important to check in with the team at the end of conversations and ask what everyone heard and understood. This creates alignment and ensures everyone is on the same page.

That is where stronger relationships, better decisions, and healthier teams are built.

If you would like to create a stronger multiculutral team, let's talk!

Organisations invest significant time, energy, and money in developing teams.What concerns me is how often the starting ...
03/09/2026

Organisations invest significant time, energy, and money in developing teams.
What concerns me is how often the starting point is already decided.
The team needs better communication. They need more trust. They need to collaborate more effectively.

And perhaps this is true.

Or perhaps what we're seeing is the symptom of something else entirely.
For me, this is where data becomes genuinely useful in team coaching. Not because data knows the team better than the coach does, but because it gives us another lens through which to test what we think we're seeing.

When we do so, the information we learn can considerably change the quality of the work we do with the team. We become more precise about where we intervene, what we work on and, importantly, whether it is actually making a difference.

How do you currently decide where to focus your work with a team?

02/09/2026

Something new is coming to team coaching in the Middle East.
After more than 20 years of working with teams, I am very selective about the methodologies I choose to bring into my practice. I am always on the lookout for approaches and methodologies that are systemic and measure the team as an entire system.

Meta Team stood out to me because of the way it approaches team performance as a whole.

It gives us a way to see what is happening across a team, identify the constraints that may be limiting its performance, focus development where it can have the greatest impact, and track what changes over time.

More importantly, it works alongside the expertise of the team coach.

This is why I chose to become a Meta Team Accreditation Partner and I am excited to share that Linda Berlot Group is now the Official Meta Team Accreditation Hub for the Middle East, bringing this methodology to consultants and team coaches across the region.

The next Meta Team Accreditation Programme takes place Virtually, on 15 & 17 October 2026 in the UAE.

Over the coming weeks, I will be sharing why I chose Meta Team, how the methodology works and what I truly believe this team development methodology can add to the work you already do with teams.

If you are curious about Meta Team, I would love to have a conversation with you.

02/09/2026

Knowing that I am Italian does not tell you the whole story of who I am.

All of my life experiences, which also include living and working in many different parts of the world, have shaped my personal cultural map so that now I behave in ways that may be very different from an Italian who has spent their entire life in Italy.

Understanding my own cultural map makes it easier to recognise the complexity in someone else's, and more importantly, it makes it easier for me to develop relationships with friends from different cultures.

How would you describe your cultural map?

Address

Dubai

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Monday 09:00 - 17:00
Tuesday 09:00 - 17:00
Wednesday 09:00 - 17:00
Thursday 09:00 - 17:00
Friday 09:00 - 17:00

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+97144569522

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