Group coaching is a great way to facilitate progress around a common desire or development area (coaching goal). It is useful for people with similar challenges or goals, and can help break down barriers to communication, build trust and solve specific and practical problems in organisations. As an interpersonal learning process, it can create the impetus for change.
Below is the criteria we feel should be taken into consideration when designing case studies for analysis and key learning points.
Group is asked to clarify what they want to achieve from each session and how they want to feel afterwards. This determines and reinforces the focus of the coaching.
Raise awareness of present realities and examine how the current situation is impacting department, organisation and group’s goals.
Identify and assess available options. Encourage solution focused thinking and brainstorming.
Group studies and reviews their internal responses to what is being said and makes meaning both of what they hear and their collective response. The group identifies and mutually aligns to best potential options.
Assist the group to determine next steps and prototype best options. Develop individual and group action plans. Build motivation and ensure accountability.
Who needs Group Coaching
We believe group coaching provides an important space for conversation, dialogue and reflection. The synergistic experience of being part of a peer learning process is at the heart of the group coaching experience, which is grounded in the individual goals of each participant and, where applicable, the collective goals of the group.
Employees who are unclear about their goals, or targets which are not compelling or not well-aligned with the wider organisational strategy and culture.
Employees who feel the decision processes are unclear or obsolete.
Employees who lack effective communication guidelines and team facilitation routines.
Employees who are not fully aligned and/or co-ordinated with a well-structured stakeholder management strategy.
Employees who experience insufficient trust among the team members, resulting in a poor capacity to handle difficult conversations – as well as an increased level of unnecessary anxiety, stress and discomfort in the working environment.
A successful group coaching programme can yield cost-effective, excellent results. Whether it is a cross-functional team, members of a senior management team or a group of emerging leaders, the group coaching benefits include personalised application of concepts, accountability, and relationship development.
Organisations and individuals benefit by:
- Breaking down silos by helping cross-functional teams collaborate across departments, form a close and confidential bond and think together to solve a business problem.
- Reduces the barriers to success by increasing vulnerability, trust, and shared information amongst members so they come to rely on each other to achieve the goal of the team.
- Enhances mutual support and solidarity by sharing experiences, knowledge, and language to discuss challenges which increases team functioning and maturity and integrates professional development and performance.
- Improves internal functions by allowing an intact team to explore issues in-depth by sharing intelligence across generations and levels of employees.
- Develops and prepares emerging leaders by increasing confidence in their ability to lead at a higher level and prepares them to consider future scenarios.
- Establishes a support system by encouraging employees to collaboratively solve challenges, build skills, and create networks with peers including informal mentorship.
- Increases application of information and learning through participants sharing takeaways, examples, and practical applications.
- Increases accountability and transfer of knowledge from formal training programmes to the day-to-day workplace.
Sample Topics and Concepts
Emotional and Social Intelligence
- Building trust
- Mastering conflict
- Achieving commitment
- Embracing accountability
- Results orientation
Session Key Learning Indicators
- Start seeing the ‘bigger picture’ of your role and being aligned to support the department and organisation.
- Engage with stakeholders more regularly with effective strategies and clear milestones to measure the outcomes.
- Able to maintain focus, multitask and successfully deliver tasks on time to the desired quality.
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