Coaching teams, like any effort aimed at sustained, desired change, is a multi-level challenge and only occurs when the change is also occurring at individual, dyadic, organizational, and even community levels within the system (Hackman, 2003). To understand specific techniques, it is important to review briefly three foundational, theoretical frameworks: (1) intentional change theory (ICT) through the lens of complexity theory and its inherent tipping points (Boyatzis, 2008); (2) coalitional dynamics within teams (Bales, 1970); and (3) coaching with compassion versus coaching for compliance (Boyatzis, Smith, & Beveridge, 2013). This chapter will focus on approaches to coaching teams for their development, performance improvement, innovation and sustainability: (1) building shared vision; (2) creating a social identity group for sustainability; (3) coaching with compassion versus coaching for compliance; (4) developing multiple levels of resonant leaders; and (5) peer coaching and creating a culture of coaching within organizations.