New and emerging leaders
Develop confidence and capability while adjusting to the expectations of people leadership.
Group Coaching
Group Coaching
Develop leaders together while keeping individual responsibility for change
Group coaching brings together people who share a developmental challenge but do not necessarily share responsibility for the same team outcomes.
Participants learn from different perspectives, practise between sessions and remain responsible for applying the learning in their own roles.
Discuss coaching for your organisation →
Learn together. Apply individually.
Leaders often face similar challenges even when they work in different teams, functions or locations.
Group coaching creates a structured space to explore those challenges together, learn from how others are approaching them and test different responses in real workplace situations.
Unlike team coaching, the focus is not on changing how one intact team operates. Each participant remains responsible for their own development and application.
Possible Group Coaching Cohorts
Managers building coaching skills
Practise listening, questioning, feedback and choosing when to coach, manage, mentor or support.
Leaders practising difficult conversations
Prepare for real workplace conversations, reflect on what happened and refine their approach.
Sustainable performance groups
Explore goals, motivation, workload, self-regulation, recovery and performance under pressure.
Cross-functional leaders navigating change
Learn from different perspectives while responding to uncertainty, shifting priorities and organisational change.
How Group Coaching Works
Clarify
Identify the shared developmental theme and what useful progress looks like for participants.
Explore
Use reflection, questions and different perspectives to examine real workplace challenges.
Apply
Participants test new approaches between sessions in their own roles.
Review
The group returns to reflect on what happened, learn from experience and adjust.
Learning happens between sessions
Group coaching is designed around application, not just discussion. Participants bring real situations into the coaching process, experiment with different approaches at work and return with experience to reflect on.
Explore→Apply→Reflect→Adjust→Reapply
From Workshop to Group Coaching
Group coaching can also follow a TWC workshop to help participants apply learning to real workplace situations over time.
Workshop→Group Coaching→Workplace Application→Reflection→Embed
This provides a practical follow-through pathway where a single development session would otherwise end.
Who is Group Coaching For?
- Emerging-leader cohorts
- Managers from different teams or business units
- Cross-functional leadership groups
- Leadership-development program participants
- Workshop participants needing deeper application
- Organisations wanting development across a cohort without creating an intact-team intervention
Practical details
What a coaching engagement involves
We start with a conversation about the situation, who is involved and whether group coaching fits. Goals, scope, delivery arrangements, session timing, review points and fees are agreed before the engagement begins. Duration and frequency are shaped to the context and set out in a proposal, rather than assumed in advance.
Learning is applied between sessions in real workplace situations. We review what happened, what changed and what needs adjusting.
Related Workplace Solutions
Group coaching can provide deeper application and follow-through around shared leadership-development themes.
Ready to explore Group Coaching?
If several leaders are working on a similar developmental challenge, group coaching can create shared learning while keeping responsibility for change with each individual.