Coachees in group coaching are hesitant to share feedback. How can you encourage them to open up?
Getting coachees to share feedback in group coaching can be challenging, but creating a safe and supportive environment can help. Here's how to encourage openness:
What methods have you found effective in encouraging feedback during group coaching?
Coachees in group coaching are hesitant to share feedback. How can you encourage them to open up?
Getting coachees to share feedback in group coaching can be challenging, but creating a safe and supportive environment can help. Here's how to encourage openness:
What methods have you found effective in encouraging feedback during group coaching?
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Here’s my version on how we can foster openness as a facilitator: • Create safety by emphasizing that feedback is meant for growth, not judgment. • Model vulnerability and celebrate participation: Open each session by sharing a personal experience or challenge relevant to the discussion. Recognize small acts of openness, helping others see that their contributions are valued and safe. • Rotate leadership roles thoughtfully: Assign group members to lead certain activities or discussions, but stay actively involved to show that you’re a supportive presence, definitely not an authority figure. These practices help us build a space where openness feels natural.
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Empathy and story telling are two excellent tools to incentivize an open discussion during coaching groups sessions. Identify those crucial issues or pains that are being affecting most of the group members and link them with a true success story where resilience represents the light at the end of the tunnel. Support your narrative with metaphors to build empathy Selects those natural leaders into the group that have show engagement during previous sessions and transfer them the scenario to start the feedback discussion whilst you as coach of the group guide them
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If they are hesitant, it's probably because: - it's their first time in that kind of setting -the space doesn't feel "safe" enough for them -they carry a big fear of being judged -They don't know how to share their thought Your best move will always be to go 1st, share a bit of your story & takeaways & those from past coachees if nobody really doesn't talk. But a better option is to, congratulate them, tell them how incredible they are for being part of this. Also, it's their experience, so I love to say "there is no right answer here" that always lifts all the pressure.
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Give them the confidence that this is a safe space to share giving them the assurance that it would not be shared outside the group
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To start the conversation some dynamics can be applied: - Play a game as “Hot Potato” where coachees share some interesting fact related to themselves. - Share some information with the team related to results, status of goal achievement, business status, etc., that is of interest and has an impact on their work, to highlight the importance of any feedback they may provide. - Use oneself as an example to define the rules, tone, and specifics of the feedback expected from the coachee.
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To encourage coachees in group coaching to share feedback, create a safe and supportive environment by establishing trust early on. Emphasize confidentiality and the value of diverse perspectives. Encourage participation through open-ended questions, active listening, and positive reinforcement. Use icebreakers or anonymous feedback methods to help them feel more comfortable sharing their thoughts and experiences.
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There is no right or wrong, a better or worse way to see things; all are equally legitimate and helping coachees understand that might help them own and open up about their feedback.
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Dar a conocer los objetivos, beneficios y aportes de este ejercicio, es importante, contarles lo que busca crear esta dinámica, con una reflexión, historia, metáfora que lo recree y que permita despertar el interés y disposición. Por otro lado, comenzar desde mi rol como coach a compartir una historia, en la cual me sentí en una situación similar, y lo que aconteció tan importante una vez me dispose a participar, aportar, aprender, y servir desde esa apertura del ser. Desde la inspiración genuina, propositiva se rompen las barreras y el equipo de coachees puede fluir libremente.
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In my experience, people need to know that they are in a safe and nurturing environment before they start to open up. It is called psychological safety. To be an effective coach you also have to lead by example. If you are transparent and authentic, people usually see that and open up to you. That how you build rapport and trust. The worst thing you can do to anyone is ask them a question in front of everyone and then give them negative feedback. That will not only destroy their openness but will impact the entire group dynamics. Set clear expectation with feedback. Be confident as a coach and stay true to yourself and your expertise.
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