Group Coaching: An Evidenced Way to Empower New Managers with Support and Community
Stepping into a leadership role for the first time can feel both exciting and daunting. When a person accepts their first management role it brings with it a new set of challenges.
They’ll be expected to communicate clearly and consistently, to develop and navigate team dynamics, to allocate and delegate, to handle conflict and manage that all important feedback.
All this while building their credibility and profile in their new position.
The good news?
New managers don’t have to face these challenges alone. And in fact, we believe new managers shouldn’t face these challenges alone - especially when they can face it alongside others in a similar situation.
Group coaching is one effective way to enable this because it offers a warm, supportive environment to grow alongside fellow managers who understand exactly what each other are experiencing.
Why Group Coaching Works
We’ve heard many stories over the decades of new managers (more than a few who have become managers by accident) feeling thrown in at the deep end when taking on their first line management role. Often, it seems, with limited – if any – formal support. This can lead to learning though trial and error, second-guessing and can frequently end in worry or anxiety.
Group coaching is designed to counter that, acknowledging the significant change that takes place when a person steps up into a management role, and creating a space where shared learning thrives.
Group coaching for new managers enables:
Peer relationships and support networks to develop
In group coaching sessions, everyone is encouraged to share their experiences - the good, the bad, and the inbetween. Listening to how others navigate similar situations can be reassuring and provide new ways to overcome obstacles participants might not have thought of alone.
Trust to be nurtured and built
A safe, structured and welcoming group setting means there’s room to be honest and vulnerable. Participants are not being judged but listened to—whether they’re sharing a mistake, a dilemma or a proud moment. That trust builds step by step as group coaching sessions progress and often mirrors the kind of supportive environment managers want to foster in their own team.
Practical learning to take place
Group coaching is anything but passive. It’s hands-on and interactive, so participants get to explore new skills and approaches before trying them out with their own team. This gentle “trial run” makes it easier to build confidence, knowing others are there to challenge and encourage in a safe and structured context.
Accountability to increase
When we set goals in front of peers, that sense of shared commitment often sparks continued growth and increases the likelihood of an action being taken. In group coaching environments, peers hold themselves and each other accountable – celebrating successes, offering nudges where necessary and asking questions if things slow down. It’s a great way to encourage accountability and increase the likelihood of success.
Cross Functional Ties to be Strengthened
Working with managers from various parts of the organisation helps break down barriers and broadens perspectives. Group coaching is a great way to enable new managers to see the bigger picture, build stronger relationships with their peers and increase their understanding of the wider business as a whole.
The Lasting Benefits
When new managers feel understood and equipped with supportive relationships, they’re more likely to grow into confident, effective leaders. Group coaching is one evidenced and cost effective way that helps boost morale, increases collaboration, and sets the tone for a culture founded upon trust and continuous learning.
Not every company can provide one-to-one coaching for all new leaders. Group coaching offers quality support to more people at once, combining individual attention with the benefits of community learning.
If you want to find out more about how to introduce group coaching to your business please get in touch.