Group Coaching

Group coaching is increasingly recognized as a powerful way to build capacity, foster learning, and spark meaningful change. Whether in organizational settings or open-enrollment programs, coaching groups offers unique opportunities—and distinct challenges—that go beyond simply scaling one-on-one coaching.

In this blog, we explore how to design and facilitate group coaching grounded in the Solution Focused approach, enriched with practices that promote collaboration, reflection, and practical outcomes.

The Foundation: Assumptions of Solution Focused Coaching

Group coaching design begins with mindset. The Solution Focused approach is not technique-driven—it’s rooted in a set of generative beliefs about people and change:

1. People want to change.

Given the right environment, people are motivated to move toward something better.

2. People want to collaborate.

When mutual respect and trust are present, individuals are willing to support one another’s growth.

3. People have resources.

Everyone comes with skills, strengths, and experiences that can be used as building blocks for progress.

4. People can describe what they want.

Even if their current situation is unclear, with the right questions, individuals can articulate a preferred future.

These assumptions guide everything from the way we set up the coaching container to the kinds of questions we ask and the activities we facilitate.

Step 1: Start from What’s Already There

Rather than diagnosing deficits or designing a rigid curriculum, begin by mapping what the group already knows.

• Ask: “What do you already know about this topic?”

• Invite participants to reflect on past successes and relevant experiences.

• Use pair interviews to surface insights and help group members connect from the outset.

This approach honors participants as resourceful and experienced—and immediately activates engagement.

Step 2: Use Movement, Visuals, and Interaction

Group coaching benefits from multisensory and embodied experiences. Rather than relying solely on verbal conversation, consider formats that incorporate movement, spatial metaphors, or co-creation.

Some effective tools include:

• Walking scales: Participants physically place themselves on a continuum (e.g., confidence, energy, clarity).

• Visual tools: Use Miro boards, pinnboards, or drawings to represent ideas, values, or goals.

• Signs or metaphors on the floor: Encourage people to “stand with a question” or “step into a new identity.”

• Go for a walk with a question: Use physical movement to support cognitive and emotional reflection.

These tools tap into different forms of intelligence and make abstract concepts tangible.

Step 3: Build Group Ownership Through Co-creation

Group coaching is most impactful when participants feel they own the process. This means:

• Letting the group choose the topics they want to explore.

• Inviting peer coaching: in pairs, triads, or small groups.

• Encouraging the group to define their own measures of progress.

One practical structure is to identify two or three key coaching themes and then invite participants to coach each other using these as focal points.

Step 4: Facilitate with Light Structure

Solution Focused group coaching favors flexible formats over rigid agendas. Use facilitation techniques that balance structure with space for emergence. Here are some examples:

Coaching Formats:

Hot Seat

One person shares a topic; others coach or ask SF questions.

Small Group Thinking

Break into pairs or triads to explore a coaching topic, then return to plenary.

Fishbowl

A few people coach while others observe silently; observers then share reflections.

2-4-More

Individuals reflect alone, then in pairs, then in small groups, and finally with the full group.

Reflecting Team

After someone shares, others reflect aloud while the speaker listens in silence.

These methods foster dialogue, mutual learning, and resonant insight—hallmarks of effective group coaching.

Step 5: Borrow from Adjacent Disciplines

Group coaching can be enriched by borrowing structures from other fields. One example is Agile Retrospectives, commonly used in software development:

• What went well?

• What didn’t go as expected?

• What will we do differently next time?

These simple questions work beautifully in coaching contexts, offering a Solution Focused frame that emphasizes learning and forward movement.

Another powerful source is Liberating Structures—a set of facilitation patterns that promote inclusion, creativity, and participation. Many of them (like “1-2-4-All”) align naturally with coaching values.

Step 6: Encourage Creative and Non-verbal Expression

Words matter—but so do images, metaphors, and moments of silence. To support reflection, insight, and emotional depth, integrate:

Shared drawing: Create visual representations of progress or identity.

Metaphor work: Invite participants to describe their challenge or goal using imagery.

Co-constructed timelines: Visualize the journey from “where we were” to “where we’re going.”

These practices deepen connection and activate new meaning-making processes.

Step 7: Reflection and Integration

Group coaching must go beyond insight to become integrated learning. Build in time for reflection, feedback, and consolidation.

• End each session with a round: “What are you taking with you?”

• Use journals or digital boards to document insights.

• Encourage participants to reflect on what they are doing differently in daily life.

Even a simple question like “What has changed since last time?” can elicit powerful stories of transformation.

Step 8: Evaluate in Solution Focused Terms

Traditional evaluation tools (e.g., satisfaction surveys) may not capture the depth of transformation that group coaching can facilitate.

Instead, ask questions aligned with SF principles:

• What is better since this program began?

• What small signs have you noticed that show progress?

• How have you used your strengths or resources differently?

• What are others noticing about you?

Storytelling, reflection rounds, and peer feedback offer rich data that respects both subjectivity and impact.

Final Thoughts: Group Coaching as a Shared Emergent Space

Solution Focused group coaching is not about delivering content or fixing problems. It’s about hosting a space where people can bring their best thinking, explore what’s possible, and move forward with intention.

The coach’s role is to offer light structure, evocative questions, and an atmosphere of trust—not to have all the answers. What emerges belongs to the group. And that’s where the magic lies.

By trusting in people’s ability to describe what they want, collaborate meaningfully, and act on their own insights, we create group coaching experiences that are not only effective—but deeply human.

If you want to explore these and other formats why not join one of our free meetups and exchanges?

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