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Coaching Efficient Workgroups

Workgroups can tend to be inefficient

  • Group discussions become formal
  • The group is unable to make decisions
  • Some members of the group are present only seemingly, their commitment is weak
  • Cliques and pools evolve, which tend to get in conflict with each other regularly
  • Personal goals prevail, thus others may feel they are unnecessary
  • Deadlines are delayed
  • Discussions deal with everything, but the point

Group coaching is created to promote efficiency

  • Getting workgroups moving when they are stuck and use informality when appropriate
  • Maintaining the motivation
  • Enabling requisite decision making
  • Creating commitment
  • Enhancing group process
  • Creating and understanding of group and individual responsibility
  • Planning and moving toward deadlines in an effective manner
  • Getting closer those who disagree with or object the goals and methods.

Executive coaching is often done outside leaders’ familiar environment.  Coaching Efficient Workgroups happens in the course of the group’s actual working processes.  As participants are developing a strategy, starting a project, preparing action plans, or evaluating discussions – the coaching takes place.  Coaching Efficient Workgroups is done in the context of the learner.
The coach working with the group, after introductions, observes what is going on around the table, listens for the values appearing in the group, looks for well functioning processes, identifies limitations, and constraints. Following the observation, a discussion is initiated by unfolding the flaws and covert processes in the group work, then trying new ways of functioning and communication.
Associates on group coaching will acquire the following skills, which they will be able to use without the help of the coach

  • Setting common goals, committing to achieve them
  • Decision making
  • Listening to others
  • Undertaking conflicts and solving them
  • Collaborating with people of other style
  • Giving and taking constructive feedbacks to each other in order to achieve greater efficiency
  • Supporting and confronting each other
  • Taking the risk of trying and acquiring new ways of functioning.

Action learning group is a developing process. In the course of the several moths of collaboration the members of the group are dealing with leadership, professional and organizational themes and problems, like a coaching process.
Feedback is given and learning from others effect not only personal efficiency of the participants, but also the organization in which they work.
If the leader or leaders of an organization participate in the Action Learning Group program, the organization can expect the following results

  • A strengthening of the leader’s skills in setting organizational goals
  • A greater level of achieving the set goals
  • Better resolution to organizational problems
  • An articulation of possible solutions with action plans
  • More collaborative leaders who can transfer conflict management, giving and receiving feedback, and time management

What is the goal?
The leader is expected to guide the team/organization toward the long-term goals of the organization, at the same time also to achieve short-term accomplishments, to meet responsibilities to clients and shareholders. The leader can only achieve these sometimes conflicting goals, if he/she can enhance the efficiency of the associates by their development and ensure their constant learning. For this it is crucial to give them constructive feedback about their performance and behavior, and also to entrust them with challenging assignments.
Whatever role is taken by the leaders, they often face new challenges and problems. Action Learning Group gives great help in solving these.
The goal of the program is achieving that all the participants, along the different leadership roles, by assisting and confronting each other, be able to

  • learn more about their own behavior and collaboration strategies
  • make decisions, which they take responsibility for
  • develop and change in their own pace

Leadership skills that Action Learning Group develops

  • Decision making
  • Collaborating
  • Giving and receiving feedback (difference between data and assumption)
  • Development of others
  • Active listening
  • Questioning techniques
  • Knowing when to ask, when to state
  • Distinguishing supporting from confronting
  • Staying present
  • Being more conscious about ourselves and our environment

The process of Action Learning Group
The group consists of 4-6 members and a facilitator. Members can come from different organizations, different departments of one organization, or from the same organizational group.
The members take turns at taking the role of client while the others are working with him as coaches. The task of the coaches is to support and confront the client in order him to achieve the set goal.
Why is it worth the investment?
Participants work as clients and coaches on a session, thus

  • They  can find solutions and decisions for their leadership problems
  • They can practice and develop their coaching skills, requisite tools of leadership of the 21st Century
  • They can learn from the successes and problems of others
  • They learn of the functioning of their own and others’ companies
  • They can establish relationships with other leaders
  • Participants can learn and practice throughout a whole day coaching program for only the price of a one-hour long coaching session

Time frames:

Action Learning Group has a one-day meeting monthly for six months.

Contact us
Are you interested? Do you have questions?
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Photos: Ádám Schmideg | © Copyright Anima-Ráció Konzultánsok