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

21/09/2026

Think about how much energy is spent managing negativity in a team.

Team members feel they constantly need to defend themselves against judgement and blame; they become more cautious about what they say, and collaboration becomes harder.

Decisions take longer, the atmosphere in the team begins to affect how people work together. And that energy has to come from somewhere.

When teams develop the skill to raise and have challenging conversations without crossing boundaries, causing offence or diminishing another team member, they protect something incredibly valuable: the dynamics between them and the positive environment within the team.

Maintaining a positive environment in the team does not mean avoiding tension. Teams will disagree, and challenging conversations will happen. The skill lies in being able to move through these difficult moments while maintaining respect for one another and treating each other with kindness.

This is extremely important because when a team has a positive environment, it can channel more of its energy into performing and excelling, rather than using that energy to manage conflict.

A toxic team will struggle to perform at its best.

How much do you think the atmosphere in your team is affecting productivity?

18/09/2026

For some cultures, relationships carry enormous weight.

Trust is built over time, loyalty is deeply valued, and decisions are often considered in terms of their impact on the group and the relationships within it.

This can influence everything from how someone communicates to how they negotiate, make commitments and understand accountability within the team.

Understanding an honour/shame worldview can give us greater context for behaviours that may otherwise be misunderstood through our own cultural lens.

Where do you see relationships having the greatest influence in your team?

17/09/2026

As a team coach, here is why I believe you will love the Meta Team Accreditation Programme as much as I do:

It is an ICF-accredited programme
It helps scale your business
It can accelerate your client’s performance
It increases your influence

Join the Meta Team Accreditation Programme to add a systemic team profiling system and a team development programme to the work you already do with teams.

The Meta Team Accreditation Programme is being delivered on the 22 & 24 October 2026

Comment TEAM to learn more.

16/09/2026

A team does not have to be multicultural to be diverse. Diversity always exists. We have different personalities, different ways of expressing ourselves, communicating and addressing conflict. Diversity exists beyond the big differences that we typically associate with “diversity”, for example, gender, age, religion, culture and nationality, which are all important to address, of course.

But diversity can also be much more subtle than that. We think differently from one another. Yet, while we are often more aware and intentional about the more visible aspects of diversity, and generally more accepting of them, we can forget that different ways of thinking can also lead to conflict or frustration.

As a team leader, it is important to make the invisible visible and name the differences as you notice them. For example, you might say, “I notice that you both feel or think very differently about this topic.” Naming the difference brings it to light and validates it.

For a team, it is important to remember that different does not mean wrong; it simply means different. Both opinions and viewpoints can coexist, as long as team members are curious and eager to understand one another rather than judging the other person as wrong.

What differences does your team experience, and how could speaking about them openly strengthen the relationships within the team?

15/09/2026

You have delivered meaningful work with the team. Now you want to expand the impact you have with your clients.

You want to offer them deeper engagements.
A programme that is measurable and offers you real time data that can be used to the advantage of the team?

The Meta Team Accreditation Programme adds a team profiling tool and a tailored team development programme to your existing expertise, giving you a way to support your clients over time and to coach them to success.

For the experienced team coach, adding a systemic team development programme to your practice offers you an elevated way to support your clients.

The Meta Team Accreditation Programme will take place on 22 & 24 October 2026.

Comment team to learn more or click the link to join the complimentary information call on the 16th September 2026 at 5:00pm GST
https://zurl.co/0DveQ

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?

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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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