Here’s my version on how we can foster openness as a facilitator: ? Create safety by emphasizing that feedback is meant for growth, not judgment. ? Model vulnerability and celebrate participation: Open each session by sharing a personal experience or challenge relevant to the discussion. Recognize small acts of openness, helping others see that their contributions are valued and safe. ? Rotate leadership roles thoughtfully: Assign group members to lead certain activities or discussions, but stay actively involved to show that you’re a supportive presence, definitely not an authority figure. These practices help us build a space where openness feels natural.

Empathy and story telling are two excellent tools to incentivize an open discussion during coaching groups sessions. Identify those crucial issues or pains that are being affecting most of the group members and link them with a true success story where resilience represents the light at the end of the tunnel. Support your narrative with metaphors to build empathy Selects those natural leaders into the group that have show engagement during previous sessions and transfer them the scenario to start the feedback discussion whilst you as coach of the group guide them

If they are hesitant, it's probably because: - it's their first time in that kind of setting -the space doesn't feel "safe" enough for them -they carry a big fear of being judged -They don't know how to share their thought Your best move will always be to go 1st, share a bit of your story & takeaways & those from past coachees if nobody really doesn't talk. But a better option is to, congratulate them, tell them how incredible they are for being part of this. Also, it's their experience, so I love to say "there is no right answer here" that always lifts all the pressure.

Give them the confidence that this is a safe space to share giving them the assurance that it would not be shared outside the group

To start the conversation some dynamics can be applied: - Play a game as “Hot Potato” where coachees share some interesting fact related to themselves. - Share some information with the team related to results, status of goal achievement, business status, etc., that is of interest and has an impact on their work, to highlight the importance of any feedback they may provide. - Use oneself as an example to define the rules, tone, and specifics of the feedback expected from the coachee.