Training and Development

How Group Coaching Boosts Productivity and Employee Engagement

Published on
June 25, 2024
The BetterManager Team
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In our rapidly evolving world of work, the way we communicate and engage with each other has undergone a drastic transformation. Similarly, the way we coach and train managers is also evolving to match our dynamic work environment. However, traditional online training methods, with their lack of engaging and relevant content, and absence of a sense of community and collaboration within teams, have proven to have little long-term impact. This underscores the need for a more effective approach. 

Coaching has emerged as a powerful tool to counteract the widespread disengagement seen in workplaces, where seven out of ten workers feel emotionally disconnected and less productive. According to Training Industry, engagement significantly influences performance, more so than corporate policies and perks. Coaching, particularly within Fortune 500 companies, has demonstrated a notable impact on productivity and employee satisfaction, which in turn boosts customer satisfaction, employee engagement, and overall financial results. A study from New Level Work underscores the substantial return on investment (ROI) from executive coaching, highlighting a $7 return for every $1 invested, emphasizing its role as a profit multiplier.

Group coaching, in particular, has shown remarkable benefits in fostering higher levels of engagement among employees. Organizations with strong coaching cultures report 51% higher revenue compared to their counterparts, with 62% of employees in these organizations rating themselves as highly engaged, according to the Human Capital Institute. This form of coaching not only reduces procrastination but also enhances goal attainment, as revealed in a study by Frontiers in Psychology. The collective environment of group coaching allows employees to share experiences and support each other, creating a more cohesive and motivated workforce. 

Because of what I was exposed to, my thoughts and ideas opened up a new engaging space with forthcoming and revolutionary leadership. The journeys were highly relevant to my personal life and work environment. I was able to show up from deeper locations of being. To summarize my experience with Dynamic Presencing, the past patterns and learnings contributed more to how I led and engaged with co-workers and my team as I learned to connect to deeper levels of presence. - Frontiers in Psychology

These insights underscore that group coaching is an effective strategy for increasing engagement by fostering collaboration, building community, and providing a safe space for sharing stories and ideas where everyone feels heard. This, in turn, enhances productivity and overall organizational success.

These findings highlight the potential of group coaching to transform the development of managers, setting them up for future success and significantly improving their ability to lead effectively.

Let’s dive into the world of group coaching, explore its benefits and values, learn how HR and L&D can implement it in their organizations, and gain firsthand experience through New Level Work’s exclusive group coaching session

How Does Group Coaching Impact the Overall Workplace?

Area of Benefit Benefit to Employees Benefit to Company Benefit to HR Team
Productivity Increased productivity through peer support and accountability Higher overall productivity leading to better performance and financial results Easier achievement of performance metrics and goals
Output Enhanced output due to diverse perspectives and collaboration Improved quality and quantity of work Demonstrated impact of HR initiatives on company performance
Confidence Increased confidence from shared experiences and peer validation More confident, proactive employees Reduced turnover and higher employee satisfaction
Collaboration Stronger relationships and teamwork Enhanced inter-departmental collaboration Creation of a more cohesive and cooperative workforce
Psychological Safety Safe space to share ideas and concerns More open and transparent company culture Higher employee retention and satisfaction
Skill Development Development of soft skills and leadership abilities Better-prepared leaders and managers Improved leadership pipeline
Cost-Effectiveness Access to development opportunities Efficient use of company resources and allows broader participation Ability to implement more widespread coaching programs faster
Support System Strong support network within the organization Increased employee loyalty and engagement Enhanced morale and company culture
Engagement High engagement through interactive sessions Lower absenteeism and higher employee commitment Increased participation in HR programs
Real-Time Problem Solving Immediate feedback and solutions to current challenges Faster implementation of effective strategies Directly addresses workplace issues
Accountability Accountability through peer support and group goals Higher goal attainment and performance metrics More effective tracking of employee progress
Leadership Development Exposure to diverse leadership styles and strategies Stronger leadership within the company Development of future leaders
Motivation Increased motivation from peer encouragement More motivated workforce Higher success rates of HR initiatives
Peer Learning Opportunities to learn from colleagues' experiences Continuous improvement and innovation Enrichment of training programs with practical insights

The Role of Group Coaching in Leadership Development

From a participant perspective, any type of coaching can be intimidating. In this case, managers become the students, and coaches are the teachers, and in any class experience, participants can feel anxious, fear of making mistakes, and the inability to share experiences or open up in either a one-on-one setting or group setting. 

Group coaching is ideal for developing managers.Group coaching is highly interactive and offers an opportunity to explore diverse perspectives and mindsets, and different leadership styles, allowing for real-time, experiential learning. It’s a dynamic method that leverages the collective wisdom and experiences of your employees. This enhances leadership skills across your organization. Group coaching is designed to make participants feel comfortable and is intended to create a psychologically safe environment for all participants.

The Differences Between Group Coaching and Group Training

Group coaching and group training are widely different from one another. Each with its own unique benefits, both methods are powerful, especially when combined together in an individual’s learning plan.

Group training focuses on developing essential skills and competencies among a cohort of  leaders or emerging managers. Unlike traditional training methods that target individuals, group training brings together a collective of participants to learn, practice, and refine leadership skills collaboratively. Topics of training sessions can include how to lead better conversations, how to manage hybrid and remote teams, and how to manage team performance. 

Group coaching involves a professional coach working with multiple leaders or emerging managers simultaneously. Unlike individual coaching sessions that focus solely on one participant, group coaching brings together a small cohort of participants who share common goals or challenges, in this case, leadership development. The sessions within group coaching are designed to foster collective learning, promote accountability and transparency, and build mutual support among its participants. It’s an opportunity for leaders to assess themselves in how they lead and what they can do better. 

The Benefits of Group Coaching

One of the main challenges that HR and L&D have is keeping their managers engaged in coaching and training solutions. Group coaching has become a powerful platform for engagement and collaboration. Let’s explore the main benefits and values of group coaching.

  1. Enhances Peer Learning and Collaboration
    Group coaching creates a platform for managers to learn from each other’s diverse experiences. This peer learning provides diverse perspectives and practical solutions to common challenges. Managers can share their successes and failures, fostering a culture of continuous improvement and mutual support. This collaborative atmosphere enhances learning and builds strong, inter-departmental relationships.

  2. Increases Engagement and Motivation

Unlike traditional training sessions that can be passive and uninspiring, group coaching is highly interactive and participatory. The active involvement in group discussions and activities keeps managers engaged and motivated. As they see the direct relevance of the coaching to their day-to-day challenges, their enthusiasm and commitment to the development process grow, making group coaching a more effective and appealing option

  1. Real-Time Problem Solving

One of the significant advantages of group coaching is its focus on real-time issues. Managers can bring current challenges to the group, receive immediate feedback, and brainstorm solutions collectively. This real-time problem-solving, with its immediate impact, not only makes the coaching sessions highly relevant but also leads to quicker implementation of effective strategies, significantly enhancing overall organizational performance.

  1. Builds a Supportive Community

Leadership can often be isolating, especially for new, emerging managers. Group coaching provides a sense of community, where managers realize they are not alone in their struggles. This sense of belonging reduces stress and fosters a positive, supportive environment. As managers support each other, they build more robust networks that can be relied upon long after the coaching sessions.

  1. Development of Soft Skills
    While technical skills are essential, soft skills like communication, empathy, and emotional intelligence are crucial for effective leadership. Group coaching emphasizes developing these skills through discussions, role-playing, and feedback. As managers enhance their interpersonal skills, they become more effective leaders, capable of inspiring and guiding their teams toward success.

  2. Ignites Transformation from Within
    Group coaching supports organizational transformation. You initiate a ripple effect by cultivating a core group with new mindsets and leadership approaches, fostering a positive culture change.

  3. Drives Accountability
    A shared competency across many organizations and industries is accountability.
    In a group coaching session, participants will be held accountable for their goals.  When individuals commit to goals in a group setting, they are more likely to achieve them. This will help drive personal and professional growth and gain the support of their fellow peers.

  4. Cost-Effective Solution
    Compared to individual coaching, group coaching is often more cost-effective, delivering high-quality experiences while optimizing resources. This makes coaching accessible to a broader range of individuals who may benefit from professional guidance but have budget constraints.

Implement Group Coaching in Your Organization

Now that you have understood the benefits of group coaching and how it provides immense value to your leaders and organization, it’s time to implement group coaching in your organization. To leverage the benefits of group coaching, L&D and HR professionals should consider the following steps:

  1. Managers play a pivotal role in group coaching: Identifying the right participants is essential- those who can benefit the most from group coaching and contribute positively to the group dynamic. As we mentioned earlier, group coaching is highly effective for new and emerging managers, but anyone who has management experience will also benefit from group coaching.

  2. Skilled facilitators are the backbone of successful group coaching: They should be experienced in guiding discussions, managing group dynamics, and providing constructive feedback.

  3. Create a safe and inclusive environment: Ensure that the coaching sessions are a safe space where managers feel comfortable sharing their experiences and challenges without fear of judgment.

  4. Integrate with organizational goals: Align the coaching objectives with the broader organizational goals. This strategic alignment will inspire and motivate managers to apply their skills and insights for the organization's benefit.

  5. Measure outcomes: Continuously assess the impact of group coaching on engagement and leadership development. Use feedback and performance metrics to refine and improve the coaching program.

Experience Group Coaching Before Your Managers Do

We are giving HR and L&D leaders a chance to experience New Level’s Group Coaching sessions first hand and at no cost. You will experience the benefits of group coaching and how we take a directed approach to our coaching methodology. Our exclusive group coaching sessions are facilitated by a professional, executive coach who will lead a discussion on how to create value and feel valued by closing the Double Value Gap

Free Drop-In Group Coaching Session
A chance to experience the perspective of your managers in a group coaching session

Here's what you can expect in New Level’s Exclusive Group Coaching Session

  • 100% confidential with no recordings‍
  • A psychologically safe and inclusive environment‍
  • Experience New Level's group coaching methodology firsthand‍
  • Build community and connect with other L&D and HR leaders‍
  • Engage in open dialogue and moments of reflection

Spots are limited. Register now for the first session, taking place on July 11th!  

Unlock your organization’s potential with Group Coaching. Fuel growth, drive transformation, and cultivate collaboration. Contact us to explore how Group Coaching can empower your team and elevate your organization. Let's embark on this transformative journey together!

View the episode transcript

The future of work has arrived. It's time to thrive.