Whether it’s in aid of navigating organisational change, scaling development across a workforce or implementing strategic initiatives, it’s crucial that each person involved in a transformation or project is aligned on the same goal.
Which is why group coaching – whilst relatively new in the field of coaching – is becoming increasingly popular for organisations looking to navigate a rapidly evolving world of work.
But what is group coaching, and is it any different to team coaching?
Team vs group coaching and finding a place for both
Team coaching is focused on enhancing the dynamics and relationships between team members – helping them identify their strengths and development areas to ultimately facilitate greater collaboration. Whether it’s to build connection in a newly formed team or to reestablish engagement in a team that has been physically separated for an extended period of time – team coaching can create a sense of unity for all involved.
Group coaching, on the other hand, is focused on bringing a collection of individuals together – all of whom are independent from each other but share a common interest or goal. It’s about facilitating a shared experience for a group of people who can then take away their own learnings while benefiting from acquiring these learnings in a group setting. From development programmes targeted at specific demographics and supporting the succession process, to breaking down a siloed working culture or enabling individual growth in a specific development area, the applicability of group coaching is vast.
And in a world where roles, environments and practices are all changing at such pace, both team and group coaching are hugely beneficial for organisations and their people. It’s down to business leaders to understand what their end goal is, and which type of coaching would be most relevant and effective for their employees in any given situation.
Find out more about group coaching by watching this short video.
The benefits of group coaching
When applied correctly, the benefits of group coaching can be felt by participants and organisations alike; and here are just a few examples:
The normalisation factor – The shared experience of group coaching – hearing other people ask questions and share their own thoughts, doubts and challenges – can go a long way to creating a culture of psychological safety and helping people realise they’re not alone in their experience.
Fostering a collaborative culture – While the group coaching sessions will serve an end-goal and finish once said goal has been achieved, the experience and opportunity to work with different people can help broaden individual networks and create a sense of community throughout the organisation.
Expediting workforce development – By reaching and supporting more employees at once, not only are their cost-saving benefits, but group coaching offers a far more time efficient alternative to individual coaching – enabling targeted groups to be upskilled and developed at pace.
“As a Coach when working with groups, I often reflect on this quote from Benjamin Franklin – ‘Tell me and I forget, teach me and I may remember, involve me and I learn’ – because it’s so true. When people feel directly involved and have a sense of belonging, they don’t just absorb information passively, they actually build connections and turn knowledge into a lasting memory.”
- Lisa Stone, Head of Coaching UK /Senior Consultant – Right Management UK
To find out more about how group coaching could help your organisation and workforce, get in touch today.
