Group and Team Coaching

Being Coached: Group and Team Coaching from the Inside by Ann Deaton and Holly Williams (Magnus Group, 2014); reviewed by Steve Gladis, Ph.D.

1.????Overview: Being Coached addresses two key elements of any corporate culture: groups and teams. The authors distinguish between these two and offer a comprehensive model of group and team coaching that focuses on confidentiality, honesty, and trust—all at the core of great relationships and organizations. While the book (a business fable) has some issues around flow and structure, it’s a worthy read for CEOs, HR VPs, and Executive Coaches.

2.????Part 1: Group Coaching. Essentially, group/peer coaching is about developing high-potential peers who reach their own personal leadership goals and at the same time develop a relationship with their peers. A multiple-month program, the group coaching consists of 3 individual coaching sessions (one at the beginning, middle, and end); group discussions that are based in part on readings or online videos; keeping a reflective coaching journal; and, participation in the all-important peer coaching sessions.

a.????Individual meeting with the coach and each group client. Coaches work with clients by asking questions like: Tell me about yourself—bio from birth to now; having each client take an assessment instrument before meeting, then asking: Does anything stand out? What would you like to work on during the group coaching and how do you want to show up as a leader? How will you describe that goal in your coaching action plan??

b.????Feedback. Each participant is required to get 3-5 people they trust to give them feedback on their leadership (how they show up as leaders) to help their developmental program. Questions can include: What leadership qualities do you admire? How do I stack up? When have you seen me at my best? What is the one thing you’d like me to keep doing? What one thing do you recommend I do differently? After parsing out the top three leader qualities, responders are asked to rank you 1-10….low to high on how participant stacks up. Participants take their direction for change from there.

c.?????Group Meetings:

???????????i.????Meeting Rhythm—1) Check-In: One-word check-in or a question—and explain what’s been happening in the past few weeks. 2) Discussion: Talk about homework—reading, videos, etc. 3) Check-Out: One word about how you are feeling now.

?????????????ii.????First Meeting—After intros (and check-in) and initial stage setting by coach, participants meet and share with peer coaches to work on personal development goals. Later, everyone reveals his/her developmental goal to the group. Then, the group discusses pre-meeting readings or videos. The group ends with a check-out exercise.

d.????Confidentiality: Confidentiality is critical on both the part of the coach and all participants. Participants can share anything about themselves—but what happens in the group and with peer coaches stays with them. Clients are strongly urged to share their developmental plans with their leaders. Finally, the coach will share the general themes with the corporate sponsor—how well the group members are participating—but only in the aggregate. Coaches make this clear up front to the sponsor.

3.????Part 2: Team Coaching. Coaching a team you work with that has similar collective goals. Much of the same rules (confidentiality, honesty, and trust) and techniques used in group coaching are also used in team coaching: the meeting rhythm—check-in, discussion, and check-out; meeting with coach prior to team meeting to establish a personal leadership development goal (about how to show up as a leader); and peer coaching. Some differences: Peers also discuss strengths of the team and changes that need to be made to get even better as a team. Some questions and activities:

a.????Set a Personal Goal: What’s something you can do to be a more effective leader?

b.????Team Development: Can you describe the best team you’ve ever worked on…how did people behave? What caused that behavior?

c.?????Team Check-in Questions: What’s one word that describes how you’re feeling? What do you think of what the check-ins told us?

d.????Note: Leadership isn't a role or position but a "way of being with others that makes them want to follow you." (p. 67). Leading is more about asking than telling…letting people figure it out for themselves.

e.?????Look at the team as a whole to set foundation of trust. List everyone’s three strengths and one goal.

4.????Leadership Development Plan for Organization

a.????A Master Plan: Career planning for junior folks; New supervisor training; Innovation teams; Leadership group coaching; Executive Coaching and Team Coaching for C-Suite

b.????Skills and Growth

??????????????i.????Horizontal development—training and skills. [Doing]

?????????????ii.????Vertical development—self-awareness and a kind of inner growth. [Being]

Holiday Listening--Check out The Manipulation Project on Amazon/Audible

Courses for next year? Visit our website.