Whether your group coaching program is delivered by phone, in person, over the course of a few weeks or even a year, keeping an eye on group dynamics and being sensitive to the needs of the group at different stages, is an important activity for group coaches.
Over the past few years I have written a number of blog posts which touch on this very issue. Check out the group development tab at the side of the blog.
Many of you may be familiar with the work of Bruce Tuckman and his forming, storming, norming, performing stages, along wtih the fifth stage he added later called adjourning (or what I usually refer to as closure). During each stage in the group process there will some things to keep an eye on. Note that the dynamics may be more pronounced in more intensive environments (i.e. working with a group on an offsite for 3-4 days versus a group which meets by phone one hour every few weeks).
Forming - Think about your needs as a group member when you have started participating in any group experience. You may have felt a bit hesitant, unsure of what the experience would be like, who the people were, what to expect. At the initial stages, it is important for the coach/facilitator to create a comfortable, and safe environment. Letting the group members get to know each other, discussing expectations, what the progam is all about, who you are, are key activities at this stage.
Storming - This next stage involves some conflict as the group figures out who they are, what their roles are and how they want to work together. The conflict may be overt, or it may be more passive/under the radar screen. Conflict is a natural part of the group process, and it is important for people tohave the tools to work through it. As a coach, it can be useful to point to what you are observing and normalize it.
Norming - As group members figure out their roles and gain clarity about what's the best way to work/converse together. At this stage the coach/facilitator can start to step back a little.
Performing - Ultimately we hope that groups will move to the stage of performing which in my mind often means that they take the lead - I will step in with questions along the way, supporting and following the energy they bring.
Adjourning/Closure - There is always an end point of a group process, whether the coaching work is over or group members change. It is important to spend time at the end celebrating, acknowledging and reflecting on key learnings. As coaches this is where a focus on the "What Next" and longer term accountability around commitments is the focus.
For more detailed information about these stages you may also want to take look at Chapter 3 or pages 59-63 of my book Effective Group Coaching.
Have a wonderful weekend!
Jennifer
Jennifer Britton
Author of Effective Group Coaching (Wiley, 2010)
Phone: (416)996-TEAM(8326)
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