How can you improve as an agile leader with coaching circles?

What I believe is that coaching is a mindset, not just a skill. You need to be open to different approaches, listen to your colleagues and focus on getting to the heart of the matter. Coaches are therefore responsible not only for developing themselves, but also for supporting and helping their colleagues to develop.

Coaching circles are excellent technique to get support from team members and for collective learning. Members supprt each other and have accountability. Coaching circles are typiocally more affordable than one on one coaching.

I believe since coaching cannot be integrated into a set template, coaching can only be improved by practicing it. There could be mistakes we make when we start coaching, and could take time in order to specialize an impactful style of our own. But Coaching circles could be valuable tools to learn from others experiences and avoid mistakes which we could also repeat.

I beleive when a Coach is engaged with a Coachee, in essence both are on a learning journey together. Coach is also gaining expertise and honing her skill while Coachee is gaining her side of learnings basis the interactions and sharing of experiences. In essence Coaching is an art and science both, wherein the scientific aspect provides proven method of gaining understanding through experience sharing and the Artistic side is something that comes from each individual coaches expertise and practice of the art. Coaching circle is a great method of peer learning as it provides a balanced platform to share experiences, listen to others journey & experinces, collaborate and co-create.

Coaching circles are peer coaching groups where members share experiences and insights. Everyone acts as both coach and coachee, fostering mutual learning. A circle of 4-6 people with common goals meets regularly, using frameworks like the GROW model to explore challenges and develop solutions. Coaching circles offer a safe space for reflection, expose you to diverse perspectives, and enhance feedback, collaboration, and resilience, ultimately boosting leadership effectiveness.

Coaching circles work by bringing together a group of agile leaders or coaches who meet regularly to exchange insights and support each other. In these sessions, members discuss specific challenges and share experiences related to agile practices. The group sets an agenda for each meeting, focusing on topics such as leadership challenges or process improvements. Participants provide feedback, offer advice, and collaboratively brainstorm solutions. They may also create action plans to address issues and track progress in subsequent meetings. This structured, peer-driven approach fosters continuous learning, personal growth, and enhanced leadership skills.

Coaching circles are like having a built-in mastermind group for Agile leaders! Set ground rules like confidentiality and respectful communication to create a safe space. Then, the magic happens! One leader brings a specific hurdle, like struggling to delegate tasks. The rest of the circle dives in, asking questions to understand the situation and brainstorming solutions together. It's like a collaborative problem-solving session on steroids, fueled by shared experiences. By the end, the leader has an action plan and a team of cheerleaders (us!) to help them conquer their challenge. Coaching circles keep me on my toes as an Agile leader, constantly learning and growing alongside my fellow Agilists!

?? Coaching circles typically consist of 4 to 6 members with similar goals, meeting regularly to discuss challenges and offer support. Establishing ground rules ensures a respectful and productive environment. The GROW model, a common framework, guides sessions by addressing Goals, Reality, Options, and Way forward. Members take turns presenting a challenge, while others provide feedback and suggestions. Accountability and follow-up plans ensure progress between sessions. Ultimately, coaching circles foster collaborative learning and skill development among peers, promoting personal and professional growth in a supportive setting.

To initiate a coaching circle the most important ingredents are :- 1. Professionals with common objectives and needs. 2. Mutual respect and understanding The session can start with sharing of objective, defining what the session should achieve (objective), setting up ground rules, timing and then going ahead with sharing thoughts, experiences and suggestions to achieve common objective. Much like brainstorming session, cutting each other points should be discouraged. Open dialouge should be encouraged and open ended questions should be asked to enable each participant having better understanding of the issue.

The "CLEAR" model will also be beneficial here. It will offer a structured approach in the following order: Contracting: Set session expectations. Listening: Coachee shares; others listen. Exploring: Ask insightful questions. Action: Define SMART steps. Review: Reflect and refine. This model aids in discussions, fostering growth and progress within the circle.

Coaching circles and mastermind groups can greatly assist in the development of agile leaders. By engaging with peers who are tackling similar challenges, these forums offer a unique opportunity to exchange diverse perspectives. Integrating insights and feedback from multiple sources enriches the learning experience. This collaborative approach not only broadens one's viewpoint but also fosters a culture of continuous development, enhancing the ability to adapt and innovate within the fast-paced landscape of leadership.

Totally Agree, that coaching circles can be a great asset to agile leaders. We all know the way we approach coaching could differ sometimes from person to person. Thereby, it requires a great level of experience, expertise and skill. Gaining this knowledge within a short time span is not easy. Whilst books and educational qualifications could help us. The proposed coaching circle provides us with a practical and engaging learning experience from the most experienced to the least experienced coaches, enabling us to to evaluate our own coaching practices, learn from others experiences and stories, avoid repetitive mistakes, learn new ways and perspectives on how to handle situations and people.

? Coaching circles serve as invaluable platforms for agile leaders to enhance their skills and effectiveness. By facilitating self-reflection and offering a supportive environment, these circles enable leaders to address challenges and capitalize on opportunities. Exposure to diverse perspectives fosters innovation and adaptability, while shared experiences promote mutual learning and growth. Furthermore, the culture of feedback and collaboration nurtured within coaching circles cultivates resilience and confidence among agile leaders, ultimately driving continuous improvement and success in their leadership roles.

Join coaching circles to share experiences and gain insights. Be open to feedback and use these sessions to reflect on your leadership practices. Try out the collective wisdom of the group to enhance your leadership approach in everyday work-life.

Coaching circles help you improve as an agile leader by offering a collaborative platform for learning and reflection. Through regular meetings, you gain diverse perspectives on challenges and best practices from peers. This exchange of experiences provides new insights and innovative approaches to leadership and agile practices. Constructive feedback from fellow leaders helps you identify areas for growth and refine your strategies. Additionally, discussing real-world scenarios and solutions fosters a deeper understanding of agile principles. The supportive environment of coaching circles encourages continuous improvement, enhancing your effectiveness and adaptability as a leader.

To improve as an agile leader with coaching circles, I actively participate in these peer-to-peer learning groups to share experiences, challenges, and best practices. Through regular meetings, I gain diverse perspectives and constructive feedback on my leadership approach. By discussing real-world scenarios and problem-solving collaboratively, I refine my skills and learn new techniques. Coaching circles also provide a supportive environment where I can practice new strategies and receive immediate feedback, helping me grow continuously. Engaging in this mutual learning process not only enhances my agile leadership capabilities but also builds a strong network of agile practitioners who support each other's development.

In my mind,cAgile leaders who actively participate in coaching circles may learn important lessons, hone their abilities, and build a network of supportive peers, all of which will help them lead their teams and organizations more successfully. Here's how coaching circles can help agile leaders improve: 1.Get helpful criticism from colleagues. 2.To become more self-aware, think back on past events. 3.Discuss and acquire top leadership practices. 4.Establish plans of action and goals for your career growth. 5.Get assistance and motivation from your peers. 6.Develop your coaching abilities in a nurturing setting.

I have found that AMERIA AG, coaching occures in all directions every day. Our C-level regularly engage with all personnel regarding their strategies and suggestions. Lower tiers of the compay are often encouraged to provide their recommendations for technical action. And everyone in the middle of these two tiers are communicating on a daily basis - absorbing, processing, asking for advice, providing guidance. There is no limitation enforced by 'traditional hierachy' in terms of who learns from who. Everyone has something to teach. And this is embraced.

Active Listening: Practice active listening during coaching circle sessions. This involves fully focusing on what others are saying without interrupting, offering judgments, or formulating responses. It promotes a deeper understanding of the issues at hand. Share Experiences: Be open and transparent about your own experiences and challenges as a leader. This creates a culture of vulnerability and fosters an environment where others feel comfortable doing the same. Seek and Give Feedback: Encourage the group to provide constructive feedback on your leadership style and actions. Similarly, offer feedback to others in a positive and supportive manner. The goal is to promote continuous improvement.

When leveraging coaching circles to improve agile leadership, it’s essential to ensure a diverse group of participants to maximize the learning potential. In my experience, the more varied the experiences within the group, the richer the discussions and problem-solving become. Additionally, intentional follow-ups after each session help ensure that insights and advice are implemented in real-world scenarios. Consistency in participation is also crucial for building trust and ensuring long-term improvement, as the relationships built within the circle foster a stronger support system for growth.