Mentor Group Coaching: Learning in encounter with others

One of the things I love about my job is that it is so varied: coaching sessions, training, a new design, certification consulting, coaching exams, mentoring, supervision... And not only do I enjoy how different all these activities are in themselves, but the real luxury for me is being able to work and collaborate with many people, and that each of these encounters has a common goal: to come together to create more learning.

Aware of a tendency to want to do things "on my own", how many times have I had to realize that a single conversation with another person has the power to get you out of a jam, and that a shared project multiplies one's creativity tenfold and reduces the perceived weight by a hundredfold?

That is, if we keep in mind the basic principles of encounter relationships. It is a space in which:

"... all people have room to be exactly what they are. ... There is not one who knows more than the other or has more value, they just occupy different roles. The key is to create a playing field between the two in which the things of one and the other relate, combine and bear fruit in something new and creative."

From the book Coaching Dialógico, p. 57, which I co-authored with Susana Alonso and other authors (LID Editorial, 2013).

A good example of these meetings that require the contribution of all its components and that at the same time benefit them, are the group coaching mentor sessions. I have facilitated several groups in recent months, and it is wonderful to see the great wisdom that comes out of them.

Groups usually have a maximum of 3 to 5 participants. This makes it easier for everyone to connect and feel confident beforehand. A safe space. This is essential, because you have to be ready to coach in front of the group, risk giving feedback and be open to receive it. And of course, offer yourself as a client with a real issue. And we all feel vulnerable in this situation. Knowing that you will be respected, that you will not be judged, and that the group needs you, makes it possible to commit.

The work is intense and that's why I like to be able to offer enough time. To connect and get to know each other, especially in the full-day workshops, where we stop for tea and a chocolate bar or a piece of fruit, and go outside for lunch; the meeting with others is not only to learn... We want to have fun! And of course for feedback. Each coach does a self-evaluation - what worked in the coaching they just did, and what they would do differently if they could do it again - and receives feedback from the client and all observers including the mentor. Observations are made according to a simple theoretical framework, aligned with ICF's 11 coaching competencies, bringing focus and clarity on what would make your coaching even more transformational.

It is really remarkable the generosity that can be observed in the groups, in each of the roles (coach-client-observer), putting themselves at stake to be useful to their peers, and the feedback they give each other is excellent. That is why I always encourage coaches to get together and do this work on their own, putting at their service their ability to create meeting relationships with other coaches to learn and grow together, and to take care of and enjoy our support network.