Effective Group Coaching

As of today, I have only coached cohorts with a specific focus. After they sign up to participate, I ask them to share their ministry context and what they hope to gain from being a part of this cohort. This occurs before our first meeting. I also use this as a strategy for introducing themselves to see and hear what they have in common. Often this guides the conversation into next steps.



In our first meeting, we also discuss our shared values or covenant and ask what it is we need from this time and one another to feel safe and as if we can share openly with one another.



The first session often determines the next several sessions. We brainstorm barriers to achieving our goals and what it would feel like to reach our goals or when we have experienced success. Tapping into their experience and knowledge, we pinpoint areas of focus for the next several sessions.



At the end of each session, we identify collective and individual goals and report back at the beginning of the next session. This allows the coach to see if the time was effective. Part of our "homework" in the first few meetings is to share resources. This knowledge sharing is an important time for the cohort to learn from one another and affirms that all members of the cohort are experts.



After each session, I take notes on who talked, who was more quiet, and why. This allows me to prepare for the next session and work creatively to get the quiet members to engage in the process and vision sharing that we do together.

How do you tap into the wisdom, expertise, and insights from the group?



I have found that asking questions about past or present successes ignites a spark of energy and offers opportunities not only to tap into the wisdom, insights, and experience of the group, but also sets the stage for future success by building confidence.



When and how do you discuss group norms and ensure buy in from participants?



I discuss group norms and expectations and ask for agreement fully at the first session and then review and ask if we can still commit to the covenant briefly at each follow up session. The norms and expectations are on slides people can read.



What lenses do you use to evaluate a session and improve the next one?



I try to look at each session through the lenses of each participant and from my own point of view as coach following each session.



How do people's learning styles shape your group coaching conversations?



Learning styles are such an important consideration so that people find entry points. I’m always thinking not only about the audio/visual/kinesthetic learning styles but also the Howard Gardner multiple intelligences in order to draw everyone in to a learning opportunity.



In what ways can you help group members savor the process as well as the outcomes?



Pausing to reflect on the journey, how it changes us whether or not we achieve the goals, and how those changes impact the world around us is a great way to help group meme era savor the coaching process. These conversations can be short and part of the weekly introductory check-in.



What does good group facilitation look like?



Like an orchestra director drawing in the various parts, cutting them off cleanly and harmoniously when it’s time, managing the rhythm and tempo, and balancing the whole with the parts. 😉



What skills do you need to improve?



I need a firmer grasp of the variety of questions to ask and practice using them appropriately. I want to improve on AI and QT particularly. I also need to dust off my “baton” in order to direct more efficiently. 😊

- How do you tap into the wisdom, expertise, and insights from the group?

- Meeting with team members individually ahead of time and asking questions, looking for threads and themes. Asking key questions in the first meeting.

- When and how do you discuss group norms and ensure buy-in from participants?

- In the individual meetings, asking what the individuals are looking to get out of the group coaching, and by setting norms and guidelines in the first meeting, reiterating those norms from time to time in subsequent sessions.

- What lenses do you use to evaluate a session and improve the next one?

- Individual and group participation, the energy in the room. For example, I'd rather have to interrupt good conversation than prod people for interaction.

- How do people's learning styles shape your group coaching conversations?

- It's helpful to understand personality types and learning styles and to, as the author suggests, mix it up with different cooperative learning and interactive exercises.

- In what ways can you help group members savor the process as well as the outcomes?

- I'm a fan of the debrief—having people reflect and restate, in writing or speaking, what they've experienced in the session.

- What does good group facilitation look like? What skills do you need to improve?

- Remaining neutral and positive no matter what comes out of people; the artful skill of intentional curiosity.

The most interesting questions for me were these two:

What lenses do you use to evaluate a session and improve the next one?

This is one I am constantly seeking to get better at doing. I use PowerPoint to keep myself on track when I coach, even if I don't show all the slides (and often I don't). So for me, I usually try to duplicate my slides from the session as a template for the next session immediately after our meeting. I keep things we haven't gotten to, adapt the homework one with reflection questions, and make note of the different topics that came up so I don't miss anything. IN my closing check-in question, "are we still going in the right direction?", I can hear feedback and try to hit areas where people seem to have interest or curiosity on during an upcoming session.

How do people's learning styles shape your group coaching conversations?

A simple way is through the mediums I use for homework. In a recent cohort, a participant specifically requested variety of platforms, so we used an article, a podcast and a youtube video as different homework options.

In addition, I am really thinking about client intake and how to make that useful. I right now link to a vibrant faith pdf, but I don't love that one--the idea of a pdf is not really user friendly, so a goal I have in the next week or so is to work on a google doc with some of those questions above on it,

I love the power of a group to bring about transformation. Clients benefit from the powerful questions asked by the coach, the insights and stories shared by other clients. Even more so than individual coaching, setting group norms and having clear expectations can make or break a group. You want honesty, full participation, shared time, and openness from the group members. You want to address and eliminate (if possible) power dynamics so all members feel comfortable sharing. A brief pre-conversation with each member and intake form can really help to make sure the coach is aware of specific wants and needs, as well as any potential red flags. This pre-work can also help the quiet, reserved members who might need more time to reflect on the upcoming group work. The coach can offer encouragement and develop a system for how best to make sure their voices is heard - using chat, asking everyone to share one word, polls, having written questions. Group coaching is not the right choice for every person and every situation, but when done well, I think it gives you the best bang for you buck!

As I've coached groups, I try to make sure...



- Everyone is able to share their role and experience. I believe everyone, regardless of position, has something to say to someone else, regardless of position.



- I do this by asking people to celebrate what they admire in one another. In this way the wisdom is recognized by the participants.



- I find it helpful on the front end and back end to discuss group norms so everyone can get the result they need.



- The lenses come from the group as a whole, I do believe in asking this collectively, but also individually.



- I am actually working with someone who is dyslexic and feels "stupid." I hear that phrase often and am not too crazy about it, and yet it's his language. So I step into that with him and then walk out of it with baby steps.



- I like metaphors, and cooking is a good one. Most people know the difference between cooking food in a microwave versus marinating it. We step into that concept together and don't rush through things.



- I feel like I facilitate group conversations well, but where I get stuck is when emotions heat up and people become combative.

How do you tap into the wisdom, expertise, and insights from the group?

-One important thing I've found is to make sure to leave space for people with different learning and communication styles. Giving time for introverts to think and process a question before group processing starts can make a huge difference in their ability to participate. Also break out groups that give time for one on one processing can help as well.

When and how do you discuss group norms and ensure buy in from participants?

--The first session for setting group norms and then revisiting it every meeting.

What lenses do you use to evaluate a session and improve the next one?

--Participation is one... was everyone invited and given space to engage in a way that worked for them? I also use simple very short post meeting surveys.



What does good group facilitation look like? What skills do you need to improve?

--Good group facilitation looks easy. There is a trust that the space is being held with respect and there are clearly defined roles. There is laughter and people are able to show up with their full selves. I need to improve on planning and thinking ahead.

Discussing norms needs to happen twice in my opinion -- once with the leader or team who is bringing in the coach so that they understand the setup and expectations from the beginning, and then with the entire team at the first meeting so that we can build and agree to a covenant that we will all adhere to for the duration of the relationship.

I haven't had the chance to coach a team yet. But I liked how Felix hears from each person on the team individually to know where they are and get a sense of where the team is.

I haven’t had the chance to coach a group yet. From Felix’s presentation I clearly recall he said we are to treat the group as individual. It is important to listen to all opinions and try to see through other people's eyes.