Apply Proven Group Coaching Skills to Facilitate Success

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Module 3 – Apply Proven Group Coaching Skills to Facilitate Success​

When you're new to coaching in groups, you may encounter some unexpected dilemmas. Even if you're an experienced one-on-one coach, working in a group setting can present its own unique challenges—people feed off each other's energy, questions, and concerns in ways that don't happen in a single-client scenario.


In this module, you'll apply best practices to build trust and create an environment in your group where your members feel safe, supported, and motivated. You'll also plan the specifics of different types of group sessions and discover how to deal with common pitfalls that may arise in your group coaching journey.

Lesson 1: Group Coaching Skills

How to Build in Trust

Many people find comfort in working in a group, but it can also feel uncomfortable for some. Insecurity, uncertainty, or fear can lead to people opting out or shutting down, so you need to create the right atmosphere from the beginning.


Group members might know you individually, but they don't know each other. Even if you're dealing with what seems like a straightforward business theme—such as branding or productivity—you still need to create a safe space. In a "safe space," group members know they can share and express themselves without being ridiculed or judged.

Why Does Trust Matter?

• Trust is the foundation that allows group members to be open about their challenges and receptive to feedback.
• When trust is established, participants are more likely to collaborate, support each other, and take collective ownership of the group's success.

How can you build trust in a group? It doesn't happen automatically. Trust takes time to develop, but you can set the tone from the start by communicating clear expectations and guidelines.


Below are three key methods for trust-building:

1. Develop a Group Contract

Don't assume everyone will intuitively know how to behave sensitively in a group setting. You have to spell it out in a group "contract," which is an agreement you set out at the beginning of the program. This contract outlines expectations and sets the stage for respectful behavior.


It can include:

• Confidentiality – Nothing that's shared leaves the group.
• Timekeeping – Showing up on time for sessions out of respect for everyone's schedule.
• Respect – Acknowledging that not everyone is the same, but everyone has a right to their opinion and point of view.
• Full Participation – Agreeing to put their all into the program to the best of their ability.
• Listening – Letting people finish what they're saying before jumping in.

Best Practice Tips for a Group Contract

• Tailor it to Your Niche: If your group is about personal development, add clauses about "no unsolicited advice" or "constructive criticism only."
• Revisit the Contract: Post it in an online space or project management platform (e.g., Trello, Slack, or a private Facebook group). Remind people of it whenever necessary.
• Gather Input: When you announce it to the group, get everyone's buy-in and ask if they want to add anything. This inclusive approach makes the contract "theirs," boosting compliance.

Not only should this agreement reassure people, but it can help you later if one person tries to take over the conversation or imposes their opinions. You can remind them that they agreed to a contract that outlined respectful behavior.

2. Communicate Clearly

Clear communication is crucial to building trust in the group. People like to know exactly what to expect and what is expected of them. This helps group members feel safe.


You need to clearly state your role as the coach:

• To hold them accountable.
• To give constructive feedback.
• To keep them on track towards their outcome.
• To support them in their work.

Once you have a group contract, publish it where everyone can see it. Whether you use an online learning platform, a shared Google Drive folder, or a private community forum, make sure it's easily accessible and visible.

Extra Communication Tips

• Use Multiple Channels: Announce important updates via email and post them in your group forum or community space.
• Be Consistent: If you say you will respond to queries within 48 hours, do so consistently. Consistency reinforces trust.

3. Get to Know Each Other

As time goes on, group members will learn more about each other through working together and sharing experiences. That process doesn't happen by magic, so help them from the start by using an icebreaker at the beginning of the first session. This is a question designed to get everyone talking and sharing something personal yet comfortable.


Some examples:

• What's the one thing above all you want to get out of this program and why?
• What historical figure would you like to have met and why?
• Where did you grow up, and what did you think of your hometown?

You might want to use icebreakers at the beginning of every session to continue the trust-building. Make sure you allow enough time for people to respond. Encourage them to share briefly so that everyone gets a turn.

Additional Icebreaker Ideas

• Two Truths and a Lie: Each person states two truths and one lie about themselves, and the group guesses which is the lie.
• One Word Check-In: Each member shares a single word that reflects their current mood or intention, and then gives a sentence or two of explanation.

Challenges in Group Coaching

We stated at the beginning of the course that group coaching is not simply one-on-one coaching delivered to multiple people. There's much more to it than that, and it brings its own dilemmas, especially around balancing time and attention among group members.


Here's a reminder of the key coaching skills that all coaches need to master:

• Listening
• Questioning
• Empathy
• Giving feedback
• Goal setting

There are particular challenges when you're using these skills in a group setting. Above all, you must ensure that the needs of the majority are met while still giving time and attention to individuals.


Let's look at examples of best practices for each skill in a group context.

Listening

• You can't listen if everyone is talking at once, so establish a system of one person speaking at a time.
• Make sure you allocate enough time for everyone to contribute who wants to. This requires solid time management.
• In case someone has missed out on the chance of speaking earlier, always ask at the end of a session:
  

  "Is there anything anyone wants to add or ask about that they haven't had the chance to do?"

Extra Tip: Use tools like the "raise hand" feature on Zoom, or a "talking stick" in an in-person setting. This helps moderate the discussion flow.

Questioning

• Watch your time management. If you ask a question, give everyone time to answer if they want to.
• Some people will take longer than others to respond because they need to reflect. Try to draw out quieter members: "Jane, I'd love to hear your perspective on this, if you're comfortable sharing."
• Encourage active listening by having participants paraphrase another person's response before adding their own thoughts.

Empathy

Empathy means putting yourself in someone else's shoes and trying to see the world from their point of view.

• Cultivate flexibility so you can quickly switch from one person's point of view to another's.
• Avoid spending too long with one person. If they are struggling, offer to speak with them outside the session.
• Don't allow one person to monopolize the group's time. Politely say, "I'd like to hear from everyone," and begin with a quieter person.
• Don't allow disruptive behavior to go unchecked. Speak privately with the individual, remind them of the group contract, and if necessary, be prepared to cancel their membership if problems persist.

Giving Feedback

• Be sensitive when giving feedback in a group. You don't want to embarrass anyone in front of their peers.
• Always focus on what they did well before suggesting changes.
• If you need to propose a change, do it gently:
  

  "Next time, you might think about trying…"

Best Practice: For more sensitive or critical feedback, consider offering it privately rather than in front of the entire group.

Goal Setting

• If you've chosen your group members well, they will share a common outcome but likely have different individual goals.
• Make sure each person is heard and supported. You can designate time in each session for participants to update the group on their progress and challenges.

Handling Emotional Reactions

Different things trigger and challenge people in different ways at different times. Group sessions can unearth unexpected emotions such as tears, frustration, or even anger. Something you or another group member says can trigger a strong reaction in an individual.


When this happens, don't panic. It probably isn't your communication alone that caused the reaction. However, it is your job as the coach to manage it within the group space.


Before you start coaching, be aware of what you might find most difficult to deal with—perhaps you're uncomfortable with people crying in front of you, or you struggle with conflict. Acknowledging these personal feelings will help you remain professional and calm when strong emotions arise.

Handling Specific Reactions

1. Someone Who Is Clearly Upset or Crying:
   • Acknowledge the emotion: "I can see this is upsetting for you."
   • Empathize, but avoid saying "I understand," because you can't fully know their experience.
   • Pause and see what else they want to share.
   • If it's personal, suggest speaking with them afterward; the group session isn't always the place for in-depth personal therapy.
   • If they're too upset to benefit from the session, offer them the option to leave and rejoin next time.
   • Follow up individually later to check on them.
2. Someone Who's Angry:
   • Acknowledge the emotion: "I hear that this situation is making you angry."
   • Pause and let them expand if needed.
   • If the anger stems from a group issue, address it openly. If it's personal, ask them if they can set it aside for the session and arrange a private conversation later.
   • If they continue to exhibit aggressive behavior, remind them of the group contract.
   • As a last resort, consider excluding them from the group for the well-being of other members.

Remember: If you encounter an extreme reaction out of proportion to the group's content, it likely has roots in personal circumstances beyond your control. However, always review your own communication afterward to see if you could improve in future sessions.

Key Takeaways (Lesson 1)

1. Create trust in the group from the beginning so that each member feels safe to fully participate.
2. Plan how you'll deal with individual sensitive issues that may come up. You don't want to be caught off guard, so have strategies in mind for emotional, angry, or disruptive participants.

Action Steps (Lesson 1)

1. Write a Group Contract.
   • Use the bullet points provided (confidentiality, timekeeping, etc.). Add any others you think relevant to your group's theme.
2. Select an Icebreaker Question.
   • Decide which one you'll use to help members get to know each other during the first session.
3. Identify Challenging Situations.
   • Reflect on which group situations (e.g., anger, tears) you find personally difficult. Write down strategies for handling these if they come up.

Lesson 2: Guidelines for Running Successful Group Sessions

Prepare for Your Coaching Sessions

Preparation is everything in group coaching. In Lesson 1, we covered how to prepare yourself mentally and emotionally. Here, we'll discuss practical steps for ensuring smooth, productive live sessions.

Practical Preparation Tips:

• Materials: Create worksheets, checklists, or slides in advance and upload them to your delivery platform (e.g., Kajabi, Teachable, Google Drive). Email links to your group or share within a private community space.
• Technology Practice: Run test sessions to practice screen sharing, polling, breakout rooms, or Q&A tools you plan to use live. Familiarize yourself with backup plans (e.g., if Zoom fails, switch to a phone conference line).
• Trial Run with a Test Group: If you're unsure about your group coaching skills, gather a small group of friends or colleagues to run through one of your planned sessions. Ask for honest feedback.
• Recording the Session: If your platform doesn't record automatically, place a sticky note on your computer that says "Press RECORD!" Replays are valuable for participants who miss a session or want to revisit the content.
• Pre-Session Ritual: Whatever centers you—deep breathing, short meditation, a quick dance break, or journaling—do it so you show up with clear focus and positive energy.

Tips for Running Different Types of Live Sessions

You will likely have multiple sessions in your group coaching program. Two sessions are always crucial: the kickoff (or introductory) session and the final session. Both set the tone and help tie everything together.

1. Kickoff/Introductory Session

• Reiterate the Outcomes: State the primary goals and results participants can expect.
• Check Expectations: Ask them what they expect to get out of the program. You could also do this in a questionnaire beforehand.
• Clarify Your Role: Remind participants of how you'll be supporting them as a coach, and that they own their results.
• Explain the Group Contract: Make sure everyone has seen it, understands it, and agrees to it.
• Icebreaker Activity: A quick, fun way to get people talking and comfortable.

Pro Tip: Make this session interactive. Instead of lecturing about the program structure, ask participants to share why they joined, what they hope to learn, or a fun fact about themselves.

2. Final Session

• Reflect and Review: Ask each person to share what they've gained from the program.
• What Could Have Been Better?: Ask what they would've liked more of, or what could be improved.
• Celebrate Successes: Highlight achievements, big or small.
• Collect Evaluations: You can use surveys, polls, or one-on-one feedback sessions.
• Discuss Next Steps: This could include advanced programs, individual coaching offers, or additional resources.

Best Practice: Consider scheduling short individual calls after the final session. These calls not only provide personalized closure but also offer potential upsell opportunities if you have continued coaching or advanced programs.

Other Session Formats

In between the first and final, you can vary your approach based on the session's objectives:

• Training Sessions: Focus on teaching a specific method or process. Offer exercises or role-plays so participants can practice what they learn.
• Hot Seat Coaching: Choose one person to coach in front of the group. Everyone observes, learns, and can offer supportive feedback. Make sure you feel confident in your coaching skills for this format.
• Guest Expert Session: Invite a specialist to present or co-coach on a relevant topic (e.g., a mindset coach, marketing strategist, or nutrition expert, depending on your niche).
• Q&A Sessions: Reserve entire sessions for questions. This is especially helpful if your group is working through complex processes.
• Office Hours:Similar to Q&A, but you "sit" in a virtual or physical space for a set period and participants can drop by at will. If no one shows up, you can use the time for planning or content creation.
  • Example: In a Facebook group, announce: "I'll be here from 12–1 PM to answer any and all questions you have. Feel free to post in the thread or go live."
• Celebrate Wins:Don't wait until the final session to acknowledge achievements. Small wins along the way maintain motivation and show the program is working.
  • Emphasize that everyone's pace is different.
  • Acknowledge group support in helping the individual reach their milestone.
  • Use these successes as inspiration for others.

Common Pitfalls in Groups and How to Overcome Them

However well you've planned your program and sessions, things can still go off track. Below are a few typical issues and strategies to address them.

1. Time Management

If you run out of time, you risk rushing participants, skipping important discussions, or resorting to simply telling them what to do rather than letting them discover the answers themselves.

Why It Happens:

• Too Much Content: You overpacked the session.
• Excessive Distractions or Tangents: Members may go off-topic, or you might lose track of time.

Solutions:

• Reassess Your Content: Cut back on material for future sessions if you consistently run out of time.
• Supplemental Resources: Upload additional assignments, worksheets, or videos to cover leftover information.
• Bonus Sessions: You could add an extra Q&A session, but don't overdo it or you'll risk increasing your workload and decreasing profits.
• Pre-Work: Provide reading materials or reflection questions beforehand so live sessions focus on interaction rather than lengthy lecturing.

2. People's Needs Aren't Being Met

You might notice low engagement, incomplete assignments, or minimal progress toward goals. Absenteeism may increase.

Why It Happens:

• Mismatch in Target Group: The participants aren't aligned with the program's focus.
• Lack of Initial Diagnostics: You didn't gather enough information about what participants really needed.

Solutions:

• Ongoing Feedback Loops: Don't wait until the end; periodically check in with short surveys or direct questions: "How is the pace? Is the material meeting your expectations?"
• Pivot Quickly: If multiple participants feel a certain module isn't helpful, add or modify content to address their needs.
• Re-Screen Next Time: Refine your enrollment process to ensure each new participant is genuinely a good fit.

3. Low Energy Levels

Groups can hit a slump—often midway through a program—when initial enthusiasm wears off and the real work begins.

Why It Happens:

• Tough Topics: The subject matter might be challenging or emotionally draining.
• Monotony: Sessions might start to feel repetitive or too lecture-based.
• Personal Commitments: Life stressors outside of the program can also dampen motivation.

Solutions:

• Check In with the Group: Ask openly, "I sense our energy might be down—what's going on for you all?"
• Inject Variety: Introduce a new activity, bring in a guest speaker, or run a mini-challenge.
• Encourage Collaboration: Group assignments or accountability partners can reignite motivation.
• Change Your Delivery Style: Speak more dynamically, use slides or props, or stand up if you coach on video. Energy is contagious!

4. They Challenge You

Occasionally, participants may question your methods or credentials—especially if they're feeling insecure about their own progress.

Why It Happens:

• Insecurity/Fear: They project their discomfort onto you.
• Personality Clash: They prefer a different coaching style or question your authority.

Solutions:

• Avoid Defensiveness: Listen carefully to what's being said. There might be valuable feedback hidden in their challenge.
• Admit What You Don't Know: Promising to find answers fosters trust.
• Stand Firm on the Contract: If they're disruptive, remind them of the agreed-upon guidelines.
• Keep Ego in Check: Don't escalate the confrontation. Respond professionally, and if needed, arrange a private conversation later.

Key Mindset: Setting yourself up as the leader makes you a target for challenges. This is normal in many group dynamics. Your role is to stay calm, professional, and solution-focused.

Key Takeaways (Lesson 2)

1. Preparation is Key. Make sure you're ready for each session both logistically and mentally.
2. Vary Your Coaching Methods. Include Q&A, hot seats, guest experts, and more to keep sessions fresh and engaging.
3. Anticipate Common Pitfalls. Time management, energy dips, unmet needs, and participant challenges can all be navigated with proactive strategies.

Action Steps (Lesson 2)

1. Pre-Session Ritual: Write down what you will do before each live session to ensure you're focused and energized (e.g., meditation, breathing exercises, or reviewing personal goals).
2. Your Role as Coach: Draft a clear statement explaining your role to participants: how you'll guide them, the support you'll offer, and what you expect from them in return.
3. Vary Your Coaching: Pick two additional methods you can incorporate into your sessions (e.g., office hours, a guest expert interview, a mini-challenge).
4. Energy Boosters: List at least two methods you'll use if the group's energy drops or if participation wanes (e.g., group collaboration exercises, inviting co-facilitators, or changing your delivery approach).

Summary & Next Steps

Group coaching can be incredibly rewarding—not just for your participants but for you as well. You'll see how people learn from each other, bond over shared challenges, and support each other's growth in a way that's impossible in one-on-one coaching alone. By building trust from the very start and staying prepared to handle everything from low energy to emotional outbursts, you'll create a community where everyone can flourish.


In the upcoming modules, you'll continue refining your group coaching skills, exploring ways to ensure your coaching program is profitable, scalable, and impactful for each participant.


Take a moment now to review the action steps, outline your group contract, finalize your first session plan, and consider how you'll respond to emotional or disruptive behavior. The more preparation you do upfront, the smoother your sessions will be—and the more successful your clients will become.


Congratulations! You've completed Module 3. You've now got the essential group coaching skills and guidelines to confidently run your group sessions. Next, you'll look at how to measure success, gather feedback, and continuously improve your program so it grows and thrives—just like your clients will.