Coachees in a group coaching session have conflicting goals. How can you help them find common ground?

I think one of the most important steps is to listen the team one by one by giving them an opportunity to share the goals and basis of the same. In my experience, if this exercise is done well, conflicts reduce to a good extent and people align to few common goals.

To help coachees with conflicting goals find common ground, start by facilitating a discussion where each person can share their objectives and concerns. Identify overlapping interests or shared values that can serve as a foundation for collaboration. Encourage compromise and create a collective vision that incorporates elements of each coachee's goals. How do you usually approach such situations in your sessions?

Before having each coachee articulate their individual goals, invest in creating an open, trustworthy environment. Lighten the mood with a creative, playful activity and foster positive bonds between the team members. I often ask team members to share when they first met each other and what they admired about each other. This encourages an environment of respect and positive recognition, in which individuals than can more openly share their goals and current challenges.

Identifying common themes and values involves examining the deeper motivations behind each coachee’s goals to uncover shared interests, principles, or objectives. This step is crucial because, while the specific goals of each individual may differ, they often stem from similar underlying values, such as a desire for growth, a commitment to excellence, a focus on collaboration, or a need for stability. By facilitating open discussions where coachees articulate not only their goals but also the reasons why these goals matter to them, commonalities can emerge.

In addition, be aware that values can have different meanings for individuals, always come with a system of values related to each other and can be conflicting. For example, honesty is often associated with openness. While both are usually perceived as positive, they can be too much if people tactlessly throw their opinions at you. Inviting individuals in a team to share their value systems allows the team to delve deeper into their values and identify common ground on which they can work towards shared goals.

Group coaching is an evolving process. As coachees progress, their goals and group dynamics may shift. Keeping a flexible mindset and being open to adaptation, is essential to ensure the synergy remains effective over time. Regular check-ins and adjustments help maintain alignment with both individual and group objectives, fostering continuous growth and collaboration.

Upon reaching common goals it's imperative to make them understand how their personal growth can be achieved through these goals. Think of a production line efficiency. The way each station works, decides upon the overall efficiency. This means if they can be realized of their personal goals contribution and how collaboration like a production line can lead to great efficient achievements, miracles happen.

When coachees have conflicting goals, after addressing concerns, it may then be a good idea to refocus on creating synergy by identifying shared values or objectives. This may involve open dialogue where it's appropriate again, so each person can express their goals, then guide the group to find common themes or perhaps challenges that benefit everyone. By reframing each persons goals into a collective mission, it may prove easier to create a sense of unity once again.

Creating a dialogue at crucial junctures around individual differences fosters a sense of being heard and valued. Keeping powerful coaching questions ready to evoke awareness among each individual for personal applications of group explorations is a great strategy. Encourage them to connect the dots of personal story with group narrative. That seamlessly weaves personal development as well as group progress

Facilitating dialogue in a group isn’t just about communication; it’s about increase empathy. Teaching coachees to manage their emotions while listening to others deepens understanding and reduces tension. Developing emotional intelligence in the group is crucial. Coachees should listen and value different perspectives. The ability to step into each other’s shoes and respond with empathy, turns conversations into constructive dialogue. Group dynamics, like role-playing exercises, help coachees understand each other’s concerns and goals. Effective, empathetic communication leads to solutions that benefit everyone. Respect during dialogue is key. Creating a space where all voices are heard builds trust and collaboration.

A group goes through stages of Forming Storming Norming. Group facilitator needs to be aware of these dynamics, allow the process yet at the forming and storming stage step in to create acceptable and non acceptables of the group. Observe the individual's who may take up extra 'airtime' or those who may not step into centre. Group facilitator needs to create space for how much time each person and concern will be allotted and spell out these rules clearly so everyone knows what is expected

The crucial part is having clear responsibilities in a team setting. Too often, a collaborative responsibility results in nobody taking action, but everybody waits for somebody else to step up. With that, the impact of your coaching might be less effective. In addition, it's vital to encourage the team to define their list of to-dos. When you have agency over your tasks and work, you feel more ownership and motivation. At the end of every session, please ensure the team walks away with a clear outline of objectives, tasks to achieve them, and responsibilities.

When creating an action plan, it's important to ensure that it’s not just about setting goals, but also about building commitment and collaboration. Encourage coachees to regularly check in with each other and adjust the plan as needed. This create a sense of ownership and keeps everyone aligned. Also, consider adding reflection points within the action plan. These moments, allow the group to assess their progress, celebrate small wins, and make necessary adjustments. By incorporating these reflection moments, coachees stay motivated and maintain a growth mindset throughout the process.