Effective Group Coaching

Tried and Tested Tools and Resources for Optimum Coaching Results

Jennifer J. Britton

• Publisher: Wiley
• Year: 2010
• ISBN:
  9780470678213
• Edition: 1
• Topic: Business
• Subtopic: Consulting
• Index: Business

Group coaching is rapidly becoming the preferred coaching option for businesses and individuals. Effective Group Coaching is a practical, resource rich, hands-on guide for the group coaching facilitator in one of the fastest growing new disciplines. Organizations, community groups and individuals are discovering that group coaching is an exciting and sustainable model and process for learning and growth. Written for internal and external coaches, HR professionals, trainers and facilitators wanting to expand their work into this area, this book provides tested methodologies and tools and tips. Both new and seasoned coaches will find the book a practical roadmap and go-to guide when designing, implementing and marketing their own group coaching programs. Case studies highlight how group coaching programs are being delivered globally through corporate and public prgrams, virtually and in person. Also, the author's dedicated web site offers resources and articles available for downloading.

CHAPTER 1

WHAT IS GROUP COACHING?

A leader is best
When people barely know he exists,
Not so good when people obey and acclaim him
Worse when they despise him,
But of a good leader, who talks little
When his work is done, his aim fulfilled
They will all say “We did it ourselves”

— Lao Tse

THE CONTEXT

The time is now! The coaching industry generates approximately $1.5 billion (all dollar amounts are in U.S. dollars unless otherwise noted) annually¹ with group coaching quickly gaining ground. The economic events that began in 2008 continue to make group coaching a pronounced growth area for clients.

Group coaching is still a young profession as can be seen in the ICF Global Coaching Survey² estimated that there are approximately 30,000 active coaches. A majority of coaches has been operating for fewer than ten years.

When asked about their coaching specialties, 58.1 percent indicated that their specialty involved leadership, 57.8 percent indicated executive coaching, and 53.6 percent indicated business or organizational issues.

In 2007, $139.39 billion was spent by U.S. organizations on employee learning and development. Two-thirds or $83.62 billion was spent on the internal learning function, including staff salaries, and internal development costs. One-third, or $50.77 billion, was spent on workshops, vendors, and external events.³

Throughout this chapter we will explore:

1. Is group coaching for you?

2. The diversity of group coaching—models for group coaching

3. What group coaching can look like—virtual/in person and corporate/public

4. Why group coaching is even more important today

5. Continuum of group processes: coaching, training, facilitation, and retreats

6. What is the role of the group coach?

You will meet and hear from other group coaches undertaking this work with their clients while reading through this book.

WHAT IS GROUP COACHING?

Fusing together principles, skills, and practices from the realm of group development, coaching, and facilitation, group coaching can be defined as follows:

Group coaching—a small-group process throughout which there is the application of coaching principles for the purposes of personal or professional development, the achievement of goals, or greater self-awareness, along thematic or non-thematic lines.

—Jennifer Britton, MES, CPT, CPCC, Potentials Realized

Ginger Cockerham, MCC (creator of the “Power of Groups”), defines group coaching as:

a facilitated group process that is led by a professional coach and formed with the intention of maximizing the combined energy, experience, and wisdom of individuals who chose to join in order to achieve organizational objectives and/or individual goals.

Grounded in coaching processes and skills, group coaching utilizes core coaching skills and competencies, while adapting skills and approaches from facilitation and training.

The International Coach Federation (ICF) defines coaching as “partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.”

The ICF continues, “Coaching honors the client as the expert in his/her life and work, and believes that every client is creative, resourceful, and whole.

“Standing on this foundation, the coach’s responsibility is to:

• Discover, clarify, and align with what the client wants to achieve;

• Encourage client self-discovery;

• Elicit client-generated solutions and strategies; and

• Hold the client responsible and accountable.”

Source: www.coachfederation.com/find-a-coach/what-is-coaching/

Over the past two decades I’ve worn an array of hats—manager, facilitator, trainer, coach and performance improvement specialist—as I have engaged with groups throughout the learning process. Over the last six years, in fusing coaching with my other approaches, I have seen even greater impact in our work together. Supporting hundreds of coaches in acquiring group coaching skills has led me to identify core skills and approaches which make great group coaches.

I believe that great group coaches bring to their profession solid group facilitation skills, as well as mastery of core coaching skills and approaches. They create a solid and intimate connection with their groups, and listen for what the participants want is important to them, so that the group’s agenda is respected. Great group coaches adopt their style and approach based on the different needs, creating the space for clients to learn from each other and share experiences is paramount in the group coaching process.

Most significantly, group coaches distinguish themselves from other group facilitators with their strong focus on having the client identify and take action on their goals. A key priority for group coaches is to hold the space for clients to be accountable for taking steps in achieving their goals and integrating their learning to their “real life” and work. It is this focus on making the learning and results stick that drew me to coaching years ago, and continues to be a primary focus and driver in my work.

As we will see later in this chapter, group coaching exists along a continuum of group processes, including training (workshops, retreats), facilitation, and other group processes. Coaches will find that they sit on different places along the continuum, heavily influenced by what the client wants. Some programs will be more pure group coaching than others. The continuum is offered as a foundational principle, which we will continue to revisit throughout the book.

THE DIVERSITY OF GROUP COACHING—IN PERSON, VIRTUAL, CORPORATE, AND PUBLIC

In her interview for this book, Suzee Eibling, the coordinator of the Coach U Group Coaching SIG, commented on the tremendous diversity that exists within the coaching profession around what’s offered to both individuals and group coaching. Throughout the book you will hear directly from a dozen coaches about the group coaching programs they offer, as well as their insights on what makes this work successful and rewarding. The sections “In the Spotlight” include spotlights and comments from group coaches undertaking this work.

Group coaching is occurring in corporations, small businesses, government programs, and with the general public, either as intact groups or groups of strangers coming together. Gaining significant ground in North America, group coaching is also taking root across Europe and Australasia.

Regardless of the themes groups are coached around, at its simplest distinction, programs may be in person or virtual. Chapter 6 of this book provides you with more information on the considerations for group coaching programs in virtual environments.

What Does Group Coaching Look Like?

As you may have guessed, group coaching can take a number of forms. Group coaching is becoming just as diverse as clients’ needs and preferences are.

Throughout this book, we are going to explore a number of case studies—programs that take place in person and those that take place virtually (by phone or web). We will also explore the work of coaches and programs that are delivered in organizational settings, as well as those marketed publicly to individuals who then form a group.

In-Person Programs

In-person group coaching programs may include:

• A one-hour drop-in session with different participants each week, where clients are coached on specific themes or topics;

• A six-hour program delivered over the course of several weeks or months in smaller modules (i.e., one-hour sessions) to the same participants;

• An evening group coaching program; or

• A one- to five-day intensive group coaching program.

From Experience: In-Person Female Entrepreneur Group Coaching

One of my favorite group coaching programs that I both developed and delivered was a series of group coaching programs for small business owners. As part of a nine-month government-funded program for new female entrepreneurs, I was invited to launch the first two weeks of the program several years ago. For ten consecutive business days I met the women for a three-hour group coaching session.

I was asked by the program coordinator to launch this intensive nine-month program by coaching the group and setting a positive learning foundation. We had thirty hours to create and move through a very powerful business development program using a group coaching approach. Over the span of those two weeks, the women and I explored topics such as strengths, values, the wheel of life, work-life, and time management, as well as core business areas such as business vision and planning. Having been given carte blanche from the program coordinator, I was able to really bring in a wide variety of approaches and coaching tools. We had small group discussions, large group discussions, assessments, and visualizations, and we kept journals. Each afternoon, I designed the next session from where we had left off in the morning with the questions and priorities. The group’s feedback at the end of the session as well as the check-ins the next morning iteratively pointed us to the next topic.

This experience allowed me to truly clarify the difference between using a training and coaching approach. It also allowed me to experiment with many of the core coaching tools in a small group environment. Looking back almost four years later, more than 90 percent of these women are still self-employed, a much higher statistic than the norm.

Practically, the experience of working with two separate groups of female entrepreneurs allowed me to adapt much of the material that I was using as a business faculty member and lecturer for the group coaching context. This experience also created the foundation for the 90 Day BizSuccess Group Coaching^TM program that I now offer quarterly to business owners globally, in a virtual format.

So, what are other coaches doing in person?

In the Spotlight: Jill MacFadyen, MSIR, ACC (www.careercoachjill.com)

Jill MacFadyen, a career coach, writes the following about her group coaching programs in the nonprofit sector:

I offer an in person two-day group coaching program on how to get a new job. It covers dealing with transition issues; identifying values; visioning the future; writing a resumé; job search techniques; writing cover letters; networking; interviewing; and salary negotiation. It is very interactive and energetic. It runs from 9:00 to 4:30 over a two-day time span. Ideally, there would be a week in between the two sessions.

I also offer a two-hour in person coaching program on any of the topics mentioned above.

JB: Who are your participants/clients? What...