Group coaching

Why group coaching?

When faced with staff retention problems, skills shortages and finite budgets many organisations today are taking the view that group coaching is a more viable option than one-to-one coaching.

As with one-to-one coaching, group coaching helps people examine and reflect on their own behaviour, and that of others. Over and above this, however, research suggests that individuals are more likely to implement changes if they are accountable to their own learning community and therein lies the effectiveness of group coaching – individuals get the opportunity to learn from shared experiences, role model, have different perspectives, work on their own and each other’s issues, and are more motivated to change behaviours and ways of working because of the commitment they have made to each other.

Clearly, group coaching is more cost-effective than one-to-one coaching but the process has the added advantage of fostering the trust needed for effective collaboration, creating networks, cutting across silos and enhancing communication across the organisation. It’s this added value that makes it such a valuable addition to the talent management armoury.

Mini case study

Group coaching can be used in any number of ways. As an example, we have designed – and delivered for a City client – a group coaching programme, ‘Managing Your Career’, to help women anticipating a move into a senior management position to gain a better understanding of their potential so they can plan and prepare for future career opportunities more effectively.

This is based on a six-step model that sets out exactly what skills, tasks and priorities we need to consider in order to move forward in our careers. The programme provides a simple and concise way to develop a career management strategy and is built around the following principles:
 

1 Values and purpose
  • Establish a satisfying and meaningful role / career path for yourself
  • What is important to you and what do you stand for?
  • Identifying what it is that you want from a job / career and matching this to your values and skills

 

2 Personal branding
  • Recognise and manage your own attributes and your unique brand
  • Use this to effectively present yourself in a business environment – who you are, and how you are aligned with the business

 

3 Self-promotion with integrity
  • Sponsorship and mentoring
  • Build a personal network for career success based on your values, emotions and motivation
  • How to exploit and manage your network for career opportunities
  • How to get the feedback you need to give you the information required to build a development plan and help to raise your profile

 

4 Career management
  • Learning from your past, and extrapolating to the future
  • Mapping out the stages of your career and recognising the crossroads, opportunities and steps to manage it successfully

 

5 Building confidence and resilience
  • Explore limiting beliefs
  • How to build confidence
  • The importance of getting feedback
  • Identify and develop your particular people skills to optimise personal performance in the work environment
  • Build your reservoir of resilience to take that step change in your career and exploit all available opportunities

 

6 Long-term planning
  • Identify long-term objectives, using short-term goals and actions to achieve them
  • Where do you get support? Planning how, what, when, and from whom

 
Depending on the size of the group, each session runs for two or three hours, typically at monthly intervals.
 
The feedback from the programme was so good that we’re planning to run an open version later in the year – let us know if you’d like to be sent details in due course or call Helen Nuttall on 01582 714280 now anyway if you would be interested in us running a similar programme for you on an in-house basis.