Group Coaching – A Cost Effective Learning Dynamic and Coaching Process

Group Coaching – A Cost Effective Learning Dynamic and Coaching Process

By John Anderson, Executive Performance Coach

Group coaching offers numerous benefits to organisations that go beyond individual performance improvement. It involves coaching a collection of individuals together, typically individuals who share a common interest. Group coaching can be a useful way of individuals experiencing the value of coaching, having the opportunity to learn coaching skills and techniques and at the same time, experiencing this as part of a group.

The basis of group coaching is not new and it stems from a powerful methodology called Action Learning that was developed by Professor Reg Revans, in England, in the middle of the 20^th century. Action Learning was described as a dynamic process that involves a small group of people solving real problems, while at the same time focusing on what they are learning and how their learning can benefit each group member, the group itself and their organisations.  At the time he introduced action learning, Reg Revans wrote: “There is no learning without action and no action without learning” A key aspect of action learning was a commitment of each group member to their own and the collective learning and development of the group.

If we fast forward to more recent times, the term group coaching has now taken front of stage and is considered a cost-effective method for upskilling individuals in problem solving, coaching skills and managing group dynamics.  The members of the group will all have individual goals, individual areas of focus and are individually accountable for their own learning and development.  The members of a group in group coaching are independent of each other although they may work in the same organisation.

This is significantly different from team coaching where individuals are connected by a common purpose and have mutual accountability for delivering results and outputs as required by their organisation.  In team coaching, there is more of a focus on the relational dynamics that exist in the team and the relationship of the collective team with the stakeholders in the organisation they are employed by, looked at through a systemic coaching lens.

Group coaching provides a catalyst for change in a supportive learning environment. Usually there is an overarching theme such as: leadership approach, resilience, managing transitions, well-being, time management, influencing styles and approaches.  Participants share knowledge and experiences, learn from each other and gain encouragement from a community of peers in a confidential, safe container.  Being prepared to be vulnerable, non-judgemental and willing to share and learn are essential attributes for the group members. It is likely that the group members will be both supported and challenged and this will be managed by the qualified coach.

Group coaching offers powerful personal and professional benefits for individual leaders and their organisations. Here are the key advantages of group coaching:

1. Cost-Effective Development

• Offers high-impact development at a lower cost compared to one-on-one coaching.
• Scales coaching benefits to more employees simultaneously.
• Efficiently addresses common challenges across organisations.

2. Enhanced Problem Solving and Innovation

• Leverages diverse perspectives to tackle business challenges creatively.
• Builds a safe space for testing ideas and sharing insights.
• Improves decision-making through collaborative thinking.

3. Self-Awareness and Personal Growth

• Encourages deep reflection through shared experiences and diverse perspectives.
• Helps leaders identify blind spots and develop emotional intelligence.
• Builds greater understanding of personal leadership style and impact.

4. Enhanced Communication and Listening Skills

• Strengthens active listening, empathy, and inquiry.
• Builds confidence in articulating thoughts clearly and constructively in group settings.
• Develops skills for influencing and engaging others effectively.
• Enhances active listening and constructive feedback within groups.

5. Broadened Perspective and Peer Learning

• Exposes leaders to different leadership styles, industries, and solutions.
• Normalizes challenges—leaders realize they are not alone in facing difficulties.
• Sparks new thinking through feedback and diverse viewpoints.

6. Real-Time Application of Skills

• Applies new insights immediately to real leadership challenges.
• Experiments with new behaviours in a supportive environment.
• Receives feedback and coaching in context—leading to faster growth.

The Role of the Coach

The role of the coach in group coaching is one of facilitation. The coach introduces the key skills of coaching such as listening and asking open questions, adopting and role modelling a coaching approach and coaching mindset. Contracting and confidentiality are essential elements of any group. The coach supports the group members to create their own “Ways of Working” and ensures that all voices in the group are heard. Above all, group coaching is an enjoyable and vibrant process promoting an adult learning environment.

Different group coaches will use a variety of approaches to planning a group coaching programme from highly structured to emergent and in the moment.  A typical group coaching session for 6 participants would be best run over 2-3 hours allowing each individual to be allocated a portion of the time to share their issue (problem) and to explore this using a coaching approach, model or method.

A Typical Structure for a Group Coaching Session

• Welcome, Introductions, recap on previous session.
• Ways of Working, Ground Rules, Contracting.
• Agreement on time management in the session.
• Check-in update by group members.
• Input of core coaching skills and coaching approach.
• Individual sharing of issues to be discussed, (The Problem).
• Coaching method, model, approach to explore individuals’ topics.
• Shared learning and commitments from the session.
• Check-out by group members.

An Effective Timeline for Group Coaching

• Meeting every 2-3 months for 3 hours. (Review after 4 sessions).
• Additional sessions as required by the group members
• Ideal group size is 6-8 members plus the coach.
• New members may join the group at any time as original members leave the group.

Next Steps: If you would like to have a conversation about how group coaching would be of benefit to you individually or in your organisation please get in touch using the form below.