Recorded Webinar
The Power and Impact of Group Coaching
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Transcript
[00:00:00] Corey Ann Seldon: Hey, Azure!
[00:00:01] Azure Von Rooths: Hey, Corey Ann. How are you? I am so excited to be doing this with you today.
[00:00:07] Corey Ann Seldon: Isn't it going to be a blast? This is going to be so much fun. I am so grateful everybody is here. Thank you so many people for joining. Round of applause. Woohoo. Yes. Spirit fingers all the way. I see so many people in the chat box.
[00:00:21] Corey Ann Seldon: This is fantastic. My name is Corey Ann and this is Azure and we are going to be leading this webinar with you all, but y'all just, let's just buckle up because this is not going to be the normal webinar. When Azure and I decided to lead this conversation around the power and impact of group coaching, we ideally wanted it to be a group coaching session.
[00:00:42] Corey Ann Seldon: We wanted to put you in breakout rooms, we wanted to introduce frameworks, but because of the setup of Zoom and the webinar settings, we're going to be inventive about the ways we get to engage. I'm going to talk through an agenda in a minute, but just know that we are here for you. This is your time.
[00:00:58] Corey Ann Seldon: Our goal [00:01:00] specifically is to showcase that power of group coaching and how it can impact your company. And we also really want to empower you to consider how PILOT can serve your employees, right?
[00:01:08] Corey Ann Seldon: We love PILOT. We've seen the impact. Impact. We're gonna pull the curtain back on what that means. So we'd love for you to consider how we could work together and how put us to work, right? Like leverage our, what we've done and what we know. So the agenda do is as follows, we're doing intros, we're gonna set the stage so we're all all together.
[00:01:26] Corey Ann Seldon: Then we're gonna actually look at an actual group coaching framework. We're gonna get a sense of what it looks like, what it feels like, and then we're gonna do some really exciting work together. We're gonna really look at what are the results that can come from group coaching, and then what could this potentially lead for your company?
[00:01:42] Corey Ann Seldon: What could this result in for your company? And then we will absolutely walk through PILOT's group coaching setup. I know a lot of people were curious, like, Hey, you have great results. You've been doing this for a while, but like, how, like what way, show us the, some of the secret sauce. And so we're definitely going to walk through how we've done that.
[00:01:58] Corey Ann Seldon: And then we'll get some feedback and we'll say [00:02:00] goodbye. Does that sound good? Can I get like a thumbs up in the chat if you're like, yes, I'm aligned, like I'm into this. Cause this is really what we're aiming for and we want to make sure we're all on the same page of where we're headed. Now let's do our intros.
[00:02:12] Corey Ann Seldon: I am so grateful to be here with Azure Rooths. Azure is one of my most incredible colleagues and I have to tell you, she is a producer and a host for pilot group coaching sessions. She has done over, over a hundred over 150 group coaching sessions. Like what? That is a lot of people.
[00:02:33] Azure Von Rooths: Putting in the work. I love it.
[00:02:35] Corey Ann Seldon: Absolutely. So when you think about the expertise, the knowledge and the variety of experiences and conversations Azure has been involved in, it is a wealth of information. It is a true like gold mine of information. But on top of the work she's done at PILOT, she's also done work with children in foster care and correctional agencies.
[00:02:54] Corey Ann Seldon: You add this well rounded component to what Azure can bring to a conversation, which is why we [00:03:00] love and are very grateful that she's on the PILOT team. But I'm also really excited that I got to introduce this sliver of who Azure is. And to give even more context to that, turns out Azure likes movies from the 80s and 90s, which just cracks me up.
[00:03:14] Corey Ann Seldon: So in the chat box, which movie do you love from the 80s and 90s? And I was thinking Azure, but like Airplane, The Blues Brothers, The Car, Silver Bullet, and more. I was thinking, is it Princess Bride? That's from the 80s and 90s, right? Yep! Okay, so we have some, we have Major Pain coming in,
[00:03:29] Azure Von Rooths: Sixteen Candles, Love Back to the Future, I was watching it over the weekend, Hook, Jeff, I Love You, one of my favorites.
[00:03:37] Azure Von Rooths: I will not do the cock a doodle do.
[00:03:43] Azure Von Rooths: And last week I was watching The Jerks, so we got it. We're here. You guys are my friends. Thank you so much for the love, Cori Anne. And I have the pleasure of introducing my [00:04:00] amazing friend and colleague, Cori Anne. This is what I need to tell you all. The smile that you see is real. real all day, every day.
[00:04:10] Azure Von Rooths: Corey Ann is the director of customer success for PILOT. She's a former director of customer success at one day. She has extensive work in marketing, public relations. She has a lot of work with nonprofits work with educational and DEI efforts in all of our trainings. In team meetings, she brings the best icebreakers and fun, strange facts.
[00:04:37] Azure Von Rooths: And interesting fact about Corey Ann, she's lived everywhere. Denver, New Orleans, Nashville, Boston, Dallas!
[00:04:47] Azure Von Rooths: All right. Okay. So we are ready to jump in. And one of the key components of our group coaching is. the difference between knowing versus [00:05:00] doing, right?
[00:05:00] Azure Von Rooths: So we all know that we should eat right. Yep, we got it. We know that we should exercise. We know we should go to bed on time. Wonderful. When we deliver this session to our team members, this is the challenge. There is a stark difference between knowing versus doing, and that's the gap. What happens in the gap?
[00:05:22] Azure Von Rooths: There are assumptions, self limiting beliefs, fear, failure, and success that often gets people stuck. However, people often say knowledge is power. It is not necessarily so. It is the application of what you know. PILOT reminds you that you hold the key. While nudging you to use that key to unlock what's next for you.
[00:05:52] Azure Von Rooths: This is just a small snippet of one of the activities that you can find in our group coaching [00:06:00] package. right? What do you think about that, Corey Ann?
[00:06:02] Corey Ann Seldon: So I'm loving it. And the reason that we wanted to bring it to you all now is because this is what we're going to do today. We're going to go from knowing to doing like, I know some things of group coaching.
[00:06:14] Corey Ann Seldon: I know I have an interest in it. I know we're trying to roll it out. How do I really do that? What do I need to put in place? What do I need to consider? Sitter. So we're gonna move from that knowing to doing. I also love this idea, you just said the key, like actually using the key so much goodness in there you can tell why Azure is one of our most amazing hosted producers.
[00:06:32] Corey Ann Seldon: And to that I want to set the stage we're gonna set us up for success. So we mentioned pilot. So we're all on the same page of why we're talking about group coaching and how that fits into the broader landscape. PILOT is a company that Azure and I both work for. It's a comprehensive virtual group coaching and employee development, six month program.
[00:06:50] Corey Ann Seldon: It helps employees own their careers. There's four things on this slide. We do impactful group coaching, which is what we're going to focus on today, but we also provide action oriented [00:07:00] reflection activities to those employees to really get them thinking and moving and having accountability. We also lead inspirational fireside chats with the leaders at your company so that employees get that insight.
[00:07:11] Corey Ann Seldon: They get that aspirational conversation and they really get to network in a unique way. And we provide strategic manager support. So we are working with the employee, what we bring in the manager, we bring in the executive so that people feel powerful at work. Now specifically, we're talking about group coaching, right?
[00:07:29] Corey Ann Seldon: That's our focus today. And that's because PILOT has led over 700 group coaching sessions. So a lot of people have gone through these group coaching sessions. We've refined it, we've tweaked it, and now it's just truly a machine that gets such high impact. We've worked with companies across a variety of industries.
[00:07:45] Corey Ann Seldon: The financial sector, technology, we have utilities, we got distribution companies, we work with non profits, insurance, education, so many more. And the most amazing thing, and I gotta give props to Azure because she's done 150 of these 700 group coaching sessions, [00:08:00] but we sit at a 91 percent satisfaction rate.
[00:08:03] Corey Ann Seldon: 80 percent is considered outstanding. If you run a CSAT and you get 80 percent back that people love it, that's when you're popping the champagne. You're like, we're outstanding. This is amazing. But the fact that we're at 91 percent and have consistently been high at that number is really proof that not only does PILOT know what we're doing, but we're really excited to share it with you because we don't want this to just be.
[00:08:25] Corey Ann Seldon: a a solution that works for our customers. There are a lot of ways you can already start to think about group coaching and how this could move your company forward. That's what we're going to go from that knowing to doing today. I'm curious, when you hear the term group coaching put in the chat box, what's the first thing you think of?
[00:08:44] Corey Ann Seldon: When I say group coaching, what's the first thing you think of? You're like, that's a lot of logistics. You're like, that's some work. Is it that? Oh, that, that feels like it's going to be therapy for people. There's going to be resistance. Like what kind of comes up when I say group coaching? Just the general [00:09:00] frame group coaching.
[00:09:00] Corey Ann Seldon: You're like, I have no clue what it is, but everybody's raving about it. So we have some good stuff.
[00:09:06] Azure Von Rooths: Community building, learning from each other, group counseling.
[00:09:12] Corey Ann Seldon: Absolutely. Yep. Herding cats. If you've ever herded a cat or felt like you've had to herd cats in your role, put a cat in the chat box. I'm curious how much and how many of, how experts we are at herding cats in the group.
[00:09:27] Corey Ann Seldon: Yes, Taylor, the cat herder. We have
[00:09:29] Azure Von Rooths: a couple. All right, so we have cross learning, right? So I think that's the best way to frame it.
[00:09:37] Corey Ann Seldon: Yeah, absolutely. And so let's talk a little bit about what qualifies as group coaching, because I love Azure. You were like, it is not counseling, right? It is not therapy. It's definitely not a it's not an event session.
[00:09:50] Corey Ann Seldon: It's not where everybody gets together and just like bemoans the thing that they can't do, or they, rag on leadership. This is really a group of people, 30 people or less, [00:10:00] learning and discussing a specific topic, right? There's a focus. There's a North Star. So there's people engaging around a certain topic.
[00:10:07] Corey Ann Seldon: Now the next thing is that it's a ritual experience with a consistent schedule. This is not ad hoc. You can't put together group coaching on the fly. This needs to be a consistent, thoughtful experience. And there's a ritual component. Now, a lot of us probably know the importance of rituals. Priya Parker is an incredible author.
[00:10:25] Corey Ann Seldon: She wrote The Art of the Gathering, talks a lot about rituals. You probably have rituals in your life. I'm actually curious, if you have a ritual that you love, maybe it's like the way you make your coffee. Maybe it's like how you greet your partner. What's a ritual that you love that you have in your life?
[00:10:38] Corey Ann Seldon: Go ahead, put that in the chat box. I'll share one of mine. I have two kids. I have a three and a half year old and a two year old, and we have a nighttime ritual that really moves things forward. At eight o'clock we go brush teeth. They have their own internal ritual of how they do that. Then we put on pajamas.
[00:10:55] Corey Ann Seldon: Then we play a game. It could be Simon Says. We'll play Monkey in the Middle. [00:11:00] We'll play I Spy. They get to choose one game we play. Then we do a team hug between me and my husband and the two girls. We do a team hug, tuck him in the bed, and then as I walk out the door, To also get them to stop talking to me.
[00:11:11] Corey Ann Seldon: We do two kisses and the minute they do and cover their mouths, I just close the door and then they say goodnight. That's it. And that is our, literally our 30 minute ritual we do every night. So they're asleep, but it's something that's consistent. It's inspired and moves things along. So I'm loving. We see so many of these, yes.
[00:11:28] Corey Ann Seldon: So many of these rituals in the chat box, and this is exactly what group coaching utilizes so that people come together, they feel safe, they feel connected, they know what to expect when people know what to expect in certain areas, then they can be challenged and others, and so you have the makeup. You have the experience and the scheduling of it, and then you have the format.
[00:11:49] Corey Ann Seldon: And the group coaching format is crucially important because what it does, group coaching fosters outward processing, commitments, and celebrates wins. [00:12:00] I can get in my own head.
[00:12:01] Azure Von Rooths: Azure, can you get in your own head? Yes, I do. And Ben says our head is the most dangerous neighborhoods out there. Get out. Stay in your head.
[00:12:12] Azure Von Rooths: You're dead.
[00:12:14] Corey Ann Seldon: Yep. So when we have the ability to process our experience, and then also hear other people process their experience. It allows a renewed sense of what's possible, right? It allows a connection that's unknown until you actually do that outward processing. So the format of group coaching is really critical because it allows and really inspires that connection and that commitment to growth, and then celebrates when there are the wins, right?
[00:12:39] Corey Ann Seldon: And then on top of that, the very last thing is that, group coaching is a balance. It's a very fine balance of organic conversation and tools, reflections, and frameworks, right? We don't want this to be a situation where you're coming to a presentation. That's not group coaching. We also don't want it to just say, Hey, 30 people.
[00:12:56] Corey Ann Seldon: What do you want to see? What do you want to talk about? Right? That's not helpful at all. [00:13:00] We want this to be a really wonderful balance of here's a tool. Here's something to consider. Here's a new way of doing things. Now, what are you dealing with now? And let's bring that to light and have that work together hand in hand.
[00:13:13] Corey Ann Seldon: So these are the four main areas of group coaching that really help qualify that experience. And if you're running a group coaching session now, you may be like, absolutely. Like this is what I'm doing. This is exactly, I'm right on par. And if you're vetting out group coaching, if they're saying other things, I'd really push them.
[00:13:28] Corey Ann Seldon: You're like, let me see where the framework is. Let me see what the format is. Let me say how we're going to have these conversations because to get good results, like that 91 percent CSAT, You're going to want to be really intentional. Now I'm going to pass it to Azure because as our resident expert around how these actually work and flow, I want you to share a little bit of this.
[00:13:46] Azure Von Rooths: Yeah. So I, Corey Ann, you did a great job of qualifying it. The topics, the rituals, the format the balance, but you know, ultimately it means nothing without the presenters, [00:14:00] right? What I love about our coaches, all of our coaches are very diverse. We have coaches from all over the world. We have coaches from India, from Lisbon, from the Caribbean, from the U.
[00:14:12] Azure Von Rooths: S. We just have top tier talent that delivers a superb program. And look at our series at a glance, right? So, owning your career, being impactful owning your satisfaction, owning your inclusion. If I can do a little plug for my personal favorite. Can I do a plug for my personal favorite? Absolutely, I'm so curious.
[00:14:32] Azure Von Rooths: Owning your satisfaction. That's like midway through, because at the beginning most people come into this thinking, oh, this must be a professional development program, but then we see that life, life's
[00:14:49] Azure Von Rooths: And right in the middle you see, oh, satisfaction is not just professional, but it is personal. I'm getting in my own [00:15:00] way.
[00:15:01] Azure Von Rooths: And we encourage members to get out of their own way, identify your unmet need, and then go get that need met. How do we do that? By identifying all the areas of our lives in a holistic manner. So we're not just people who work. Health is important. Play is important. Meaning is important. Connection is important.
[00:15:22] Azure Von Rooths: All of these things emerge as vital themes. Throughout the series of this six month
[00:15:30] Azure Von Rooths: journey.
[00:15:32] Azure Von Rooths: So with that, we're gonna give you a little taste of the framework of how our group coaching goes, right? So in a second we're gonna show you one of our coaches. Her name is Lisa. She's gonna introduce the framework give you a little glimpse of one of the lessons. And then when we come back, I'm going to ask you to share your reflection and some answers in the chat, because that's what we actually do in a real time power hour coaching session. So [00:16:00] Corey Ann, let's take a minute to look at Lisa.
[00:16:03] Video: I'm Lisa Lindsay, and I am going to be your coach today, which means I am going to be walking you through our content, answering any questions you have, clarifying any situations, scenarios that you might need me to when I'm not with PILOT.
[00:16:16] Video: I am a human resources consultant and executive coach. I'm excited to take you through our session today. So, when we're talking about management, this is about executing, this is about getting work done, and there are three levels of thinking and doing, right? The first, I like to start at the bottom with the horse, and think about what it's like to be on a horse, if you've ever been on a horse.
[00:16:38] Video: on a horse. It's low to the ground. You're in the weeds. You can see rocks and obstacles. You see what your path is, where you need to go. This is where most of us spend our time. This is alignment and adherence. This is getting the actual work done. These are the tasks that we need to do. In the [00:17:00] helicopter, this is about oversight and inspection.
[00:17:03] Video: So maybe, this is about stepping back a little bit, stepping away from the day to day work and thinking, okay, what makes the best sense? Does it make sense for me to keep doing this thing in this way? Maybe I need to have a different approach. So when you step back and you pull up, you're not in the weeds as much anymore.
[00:17:20] Video: You can still see some of the detail, but not as much anymore. You can see further out and you can see obstacles. You can see what's coming down the right? And if you need to make adjustments to the path you're on. And then there's jet level thinking, which is 30, 000 feet in the air. This is about strategy.
[00:17:39] Video: You can't see anything that's going on on the ground with the work, but you can strategize. You can look far out. You know what needs to happen next. You know why the work you're doing today, why it matters to the overall goal that you're trying to accomplish. That's jet level thinking and I want to make [00:18:00] this point because I think sometimes people think that okay well I'm in the role and I don't need to do jet level thinking because I'm in this role.
[00:18:07] Video: Everybody needs to do this. Right. Everybody needs to do this. It doesn't matter what title you have. This is something that everybody's going to be doing.
[00:18:15] Azure Von Rooths: Now's an opportunity for you to go in the chat box right now. Let me know, do you feel you are currently managing from the horse, the helicopter, or the jet?
[00:18:28] Azure Von Rooths: So a friendly reminder, the horse is, I'm in the weeds, my head is down, I'm in it, I'm in it, I'm in it.
[00:18:34] Azure Von Rooths: Helicopter, I'm in it, but yep, I can come above. Think about your newscaster. They can see the traffic jams because they are slightly above, or jet, high level. This is where I'm working, I'm vision casting, my team knows what's coming down the pike. I want to take a minute and take a look in here. Let's see what we have.
[00:18:57] Azure Von Rooths: Spend more time in the jet. Oh, that's excellent. [00:19:00]
[00:19:01] Corey Ann Seldon: And Cecilia, Charles, Denise, Jenny, I'm curious what your answers are. Kanisha, Laura, Marissa, I know you're with us and so I'm just so curious. Where are you? Jet? Horse? Helicopter? Where are you?
[00:19:18] Azure Von Rooths: Oh wow, so Corey Ann, now this would be a wonderful coaching session.
[00:19:22] Azure Von Rooths: LaVette says I'm both the horse and the helicopter, so she is back and forth and back and forth. Yes, so in group coaching, we would challenge what's most effective and then taking it to the next step, right? One action you can take next week to move to a different arena, right? Instant application.
[00:19:49] Corey Ann Seldon: Yeah. And two examples here. So say you are in the jet. That's great. That's awesome. But maybe you want to move to the horse, just try and experiment, move to the horse. So next week, I'm going to Slack my team [00:20:00] individually on Monday to ask what they each need to do to be successful during the week. So I'm usually up here.
[00:20:05] Corey Ann Seldon: We're talking big KPIs. We're talking about end of year goals, right? We're looking at big stuff, but actually I probably should check in on my team. Let me just like, let me do very small action. Let me connect with them on the horse, right? Or the reverse of it. I'm always on the horse. I'm like, literally I'm cleaning the stables, right?
[00:20:22] Corey Ann Seldon: I'm on it, but I want to move to the helicopter. So I'm just going to put Q3 and Q4 as an agenda item for my manager. I just want to make sure, Hey, I need to look ahead. I need to go see what's out there. Those are two examples that we have here.
[00:20:39] Azure Von Rooths: These are excellent. And then if you're an individual who manages from the jet, at what point Do we look back to see where our teams are, how they're coming along. If there's a way that we can support them and help them identify what's next.
[00:20:54] Azure Von Rooths: So these are all excellent.
[00:20:59] Corey Ann Seldon: Azure, I'm going [00:21:00] to move us forward. Sounds great. Everybody who's asking questions, this is helpful. And just so you get a sense of it in the group coaching session itself, this is where like the meat really dives into, and we would do breakout rooms. You would get to connect with colleagues, right? We would come back.
[00:21:14] Corey Ann Seldon: There's a coach that's going to navigate some stuff. So the framework is introduced. And then it matches with what you're dealing with on a daily basis or a weekly basis, right? We're not saying what do you got to deal with? It's like, Hey, here's a lens we can start to navigate through. Now, what can you take from this and how can it serve you?
[00:21:31] Corey Ann Seldon: What can you do moving forward? So I love that your answers are here. Like somebody like, I don't know, I'm kind of grappling. But there's a gift. You can have that. That is your framework. Now you own that framework, introduce it to your team. Look like an amazing all star who learns new stuff on the daily basis because you have this new framework that you can use.
[00:21:47] Azure Von Rooths: Instant application.
[00:21:48] Corey Ann Seldon: Instant application, exactly. So I want to shift this. We talked about what group coaching requires for it to look like. We gave you a little sense of what a framework could [00:22:00] be, what is shared, and then how we would use that instant application. Now I want to talk a little bit about the results of group coaching because We could, Azure and I could do a four day workshop on how to build a group coaching session and how to run it.
[00:22:12] Corey Ann Seldon: But we want to talk about some of the impacts that you can see when group coaching is strategically deployed. So there are four main areas that we often see. And again, we've done a lot of these. We have great stats. We track things like we're obsessed with tracking things. And so we can say very clearly that there are four areas that we really see movement.
[00:22:30] Corey Ann Seldon: And the first is companies that strategically deployed group coaching are often able to create belonging through a shared experience. Now, if your company may be struggling with belonging, just put a plus one in the chat. I'm just curious if you're, if that's something that's normal, like net, that your company is navigating, people feeling connected, people feeling like they really belong there.
[00:22:50] Corey Ann Seldon: They're really proud to work there. That's something you all are talking about or trying to navigate, put a plus one in the chat, because this is something that a lot of our customers are dealing with. And a lot of people just in [00:23:00] the world are navigating. And so when you create this group coach, when you run group coaching sessions, They actually help serve as a shared experience that ties people to each other and to the company.
[00:23:11] Corey Ann Seldon: Now, I have a company that I have the pleasure of working with. They are a global company. They work across multiple regions. They have different people in tons of different roles and levels, and they just went through a merger. So they were able to run PILOT and actually help mend and blend the cultures together, because if you've ever been through a merger, it can be tense, it can be really shaky, it can feel really unsteady.
[00:23:32] Corey Ann Seldon: And so they wanted to create an experience that was shared among the different company entities that allowed people to grow together and almost form this new sense of belonging of what's possible, because they knew it was going to be hard, right? It's. It's going to be hard when you integrate or when you do a merger.
[00:23:49] Corey Ann Seldon: It's going to be hard when you have new people come in. And so here's an actual piece of feedback from a PILOT member. One insight that I've learned from PILOT is that, from my [00:24:00] experience, is that my company really cares about setting us up for success. They're providing the tools and resources needed to motivate and inspire employees like myself.
[00:24:08] Corey Ann Seldon: So not only do they feel a connection amongst each other, but that went to the company, right? And that's actually one of our major goals. If we run PILOT at your organization, hopefully they like PILOT, but hopefully they like your organization better, because you actually did this, right? You actually gave them tools.
[00:24:26] Corey Ann Seldon: And the group coaching is a phenomenal, dynamic way of creating that sense of belonging through that shared experience. Now, the second thing that group coaching does is it absolutely wakes up a workforce. Now, when we think about waking up a workforce, this can look a lot of ways, but I want to tell you one story about a customer of ours where it was a, it's a utilities company.
[00:24:48] Corey Ann Seldon: They have people in the field. They have people who are physically removed from their colleagues and the leadership of this company. was doing a lot of really cool stuff. They were working really hard, they were super inspired about everything they were going to [00:25:00] provide to the company to grow, not only in terms of resources, not only in terms of revenue, not only in terms of people, but just in innovation.
[00:25:07] Corey Ann Seldon: But their employees were kind of ho hum. They would show up to meetings, they wouldn't be on camera, they wouldn't use the chat box, they just- there wasn't energy. And so leadership was having a really hard time with this massive gap that existed between what they saw was the potential and where they were trying to achieve and the people that were actually on the field doing the work, really implementing a lot of the things.
[00:25:28] Corey Ann Seldon: And so what we were able to do in the group coaching sessions and Azure, you probably know exactly the company I'm referring to, is just really identify some of those indicators of success. Because we knew that for them, a major business outcome relied on their employees being awake and really being present to the changes that were coming.
[00:25:46] Corey Ann Seldon: And so those first group coaching sessions, we saw exactly what they saw. People came without their cameras on. People didn't want to use the chat. It took a lot of energy to get them into breakout rooms. But because of the ritualized experience and because of the consistent [00:26:00] schedule of the group coaching sessions, people were able to open up more, feel more connected to each other, feel more connected to the company.
[00:26:07] Corey Ann Seldon: And slowly we were able to see, Oh yeah. Now that energy level's rising. Now they're much more close to that leadership level that they were hoping to achieve. So it was really amazing. And it was one reason why doing a long, a six month program worked much better than doing a one day workshop, right?
[00:26:24] Corey Ann Seldon: One day we're all really excited, hopefully. And then it wanes, right? So that really worked. The third thing we see is that when companies use group coaching, they actually inspire accountability and action. And this is a big thing for companies that want to innovate, that want to grow, that want to move.
[00:26:41] Corey Ann Seldon: And specifically, I think about one of our companies where they were having a really chal a really difficult time with the manager employee relationship. For nobody on this call, has stayed up late at night, done some research, had a hard conversation thinking about how to improve the manager and employee relationship.
[00:26:58] Corey Ann Seldon: But that's something so many companies [00:27:00] are trying to figure out. And so what they were able to do is really hone in on that and say, Hey, We're going to, we're going to, we have a couple of things we're going to do. We're going to try and work with our managers, but we also really want those employees to own that relationship, right?
[00:27:14] Corey Ann Seldon: It's not just on the managers to change it. It's also on us to help the employees rise up to the challenge as well. And so we were able to really navigate and use those group coaching sessions to help people step up. And you can see here, someone says, I was pushed to take real action to strengthen my partnership with my manager.
[00:27:32] Corey Ann Seldon: And this works. If you have a good relationship, you can get even better. If you have a rough relationship, you can get pretty good. But without that consistent structure, that ability to share openly with each other, to hear other people's ideas and feedback, and to celebrate wins, it's really difficult to make that movement and go from knowing, yeah, I know I should work better with my manager.
[00:27:53] Corey Ann Seldon: I know, to doing, and then getting the results of that, right? And really knowing that when you have a strong manager and [00:28:00] employer relationship. that improves retention, that improves engagement, that can improve sales. That's a massive game changer for an organization when you look at the business outcomes.
[00:28:09] Azure Von Rooths: So Corey Ann, to your point with that one of the key things that we do in that partnering with your manager is encouraging team members to ask during their one on ones, what's next for you, manager?
[00:28:22] Azure Von Rooths: Oftentimes the manager is asking the employee and developing them, but taking an interest in what's next for them, how you can partner and collaborate with their success, and you learn to be an advocate for your manager as your manager begins to advocate for you. So again, building that trust, enhancing that relationship through intentional dialogue.
[00:28:47] Azure Von Rooths: So that accountability is instant application and it creates a win win scenario for both people.
[00:28:54] Corey Ann Seldon: Absolutely. I thank you for calling that out because it's so true. And it's such a unique part of the framework of group [00:29:00] coaching.
[00:29:00] Corey Ann Seldon: You can do that. You can have that conversation. So then the last one, and then I'm going to ask a question for you all to put in the chat is companies that strategically deploy group coaching, promote the sharing of diverse opinions and perspectives. It's absolutely an amazing result that we see that when people are brought together with, to discuss frameworks, to learn from tools, to have a coach that can really navigate some of the stressors and the situations they bring to them.
[00:29:25] Corey Ann Seldon: People share their diverse opinions. They share their unique experiences. And we have companies that have very specific, DEI initiatives and inclusion initiatives. The thing is, they're not necessarily around, we got to talk about racism, we got to talk about sexism, we got to talk about heteros, it's not that, it's much more, we want to grow as a company, we want to be our authentic selves, because we know to compete in the market, we know to innovate, we know to have the best team culture, we have to show up authentically and we have to make space for others to do the same.
[00:29:57] Corey Ann Seldon: And the more practice [00:30:00] and ways that we can engage with each other in those authentic conversations, our whole company is going to benefit, right? Our whole team is going to benefit. And so you can see this one person wrote, it's great to connect with other people across the company, especially outside of my business unit and work area.
[00:30:15] Corey Ann Seldon: We have a diverse vocal group that's open to sharing their experiences. Knowing that about your company is inspiring. Seeing it demonstrated in a group coaching session, that's really activation. You're like, I'm going to do this. I'm in it. My company is unique. This is a great place to work. So I just talked a bunch.
[00:30:32] Corey Ann Seldon: Azure, thank you for interrupting me at that one point. Cause I was like, y'all were probably like, this is a lot, Corey Ann. But I get really excited about these things as you can see. So I am curious. I want you to put in the chat box, which of these would you love to see for your employees or your teams?
[00:30:47] Corey Ann Seldon: Is it number one? Is it number two? Is it number three? Is it number, is it all of them? Just put the number. You put one, two, three, four, one, number two, which one it is. But which of these results would you want to see for your employees? Do you want them to [00:31:00] feel belonging? Do you want to inspire action? I used to work with sales teams.
[00:31:04] Corey Ann Seldon: Some of you know sales teams. I want that action all the time. I want you picking up the phone. I want your creativity, right? I love it. Okay, we got lots of these. I see a lot
[00:31:14] Azure Von Rooths: of belonging. I see accountability and action here. Quite a few of those. See some all threes. But it looks that like that creating and belonging and that action and accountability.
[00:31:27] Azure Von Rooths: That number three seems to be taking the lead. If we were doing a poll.
[00:31:36] Corey Ann Seldon: Yes. And this is good because that's, going back to literally one of the first things Azure brought up is this idea of knowing to doing. We want people to start doing the things that they're learning. We also know that that's a result.
[00:31:47] Corey Ann Seldon: We don't just want them going through group coaching and then they're like, thank you very much. That was really great. We want to activate it and turn it on. So now what we're going to do, we're going to go even deeper with this concept. So get ready, do a little like [00:32:00] a little hype because I'm curious.
[00:32:04] Corey Ann Seldon: We're going to map your potential goal with group coaching. So when it comes to your company, which of these results would have the biggest impact on the business, not just on the feel good, not just on oh my gosh, Cecilia brought this in and everybody was so happy, but which would have the biggest impact on the business?
[00:32:24] Corey Ann Seldon: We're going to dive even a little deeper with some fill in the blank. So I think we had sent a prep email, bring a pen and paper. If you'd have a pen and paper ready, you might want to use it. You also may want to put it in the chat, but we're going to work through this together. So through group coaching, if we can fill in the blank, you choose yours.
[00:32:41] Corey Ann Seldon: Number three, number one, whichever it is, our business would or would not. So you're going to start working on this sentence. I want you to start thinking about your answers here. So here's an example. Through group coaching, if we can create belonging, our business would not have high attrition. It's a fact.
[00:32:56] Corey Ann Seldon: If people felt more connected and they felt like they belonged, they wouldn't leave. [00:33:00] Through group coaching, if we can inspire action, our business would grow faster. We would have more sales, we would make more partnerships, we would, put out more ads, whatever it is, our business would grow faster.
[00:33:12] Corey Ann Seldon: Through group coaching, if we can wake up our workforce, everybody wake up to the amazing potential we have, our business would stand out among our competitors. Right now we're all doing the same thing. There's not a lot of competitive advantage. So right now, if we could wake up our workforce, we would stand out among our competitors, which also means your company would probably grow faster, which also means you'd have higher retention.
[00:33:35] Corey Ann Seldon: So some of these flow into them. So these are some examples, but now I'm curious from you all. Don't hit enter yet. This is a hard thing. I want you to type in your chat box. I want to type in the chat box this sentence, through group coaching, if we can, and then one of these four, our business would or would not, and then your answer.
[00:33:53] Corey Ann Seldon: You're literally writing your potential goal with group coaching and your connection to business outcomes. So I'm going to put 60 [00:34:00] seconds on the clock. I'm going to be quiet. Hopefully there's some music playing. Yeah. Type in the chat. Stretch if you need to, but I want to know these answers because we're going to share them in a minute.
[00:34:11] Corey Ann Seldon: Literally one minute. We're going to share them.
[00:34:19] Corey Ann Seldon: And just like that, it's been a minute. Right.
[00:34:21] Corey Ann Seldon: Okay, hit enter. Let's see them. Let's see them. What we got? What we got?
[00:34:27] Azure Von Rooths: They are ripping through, Corey Ann.
[00:34:30] Corey Ann Seldon: This is awesome. So through group coaching, if we can inspire accountability and action, our business would have greater traction. Ooh, what a good word traction.
[00:34:41] Corey Ann Seldon: Ooh, that's like juicy through group coaching. If we can wake up the workforce and promote our voice sharing, we would grow our business. Absolutely. If we can inspire action, our business and employees would be self motivated to achieve their goals. Ooh, like multiple things being achieved at once. If [00:35:00] we can inspire accountability and action, we'd be more efficient and effective.
[00:35:03] Corey Ann Seldon: Ken, plus a thousand to efficiencies and effectiveness. If we can strategize and promote positivity, we can have attrition. We can lower that attrition. If we can inspire accountability and action, we'd have a better culture. Ooh, Laura, that's really interesting. And there's a lot you can do even in the group coaching setup to really activate that too, and inspire that culture.
[00:35:23] Azure Von Rooths: You have to read Stephanie's.
[00:35:25] Corey Ann Seldon: Let me tell this one about the-
[00:35:27] Azure Von Rooths: Through group coaching, if we can inspire action, our organization would empower supervisors to get more from their stat.
[00:35:36] Corey Ann Seldon: And then what are the ripple effects from that? Yes. Oh my gosh, this is fantastic. I really encourage you to check each other's out to this is one of the best parts of group coaching is that you have yours and you read someone else's and you're like, Oh yeah, like that resonates.
[00:35:51] Corey Ann Seldon: And even if it doesn't, you're like, Oh, that's good clarity. Like. That's not my journey, but good for them. I'm glad they're navigating that one. This is great. [00:36:00] Denise, I'm going to read yours through group coaching. If we can inspire accountability and action, our business would build stronger leaders, enabling better business results.
[00:36:07] Corey Ann Seldon: Yes. Yeah.
[00:36:10] Azure Von Rooths: So Corey Ann, through this activity, looking at number four, promote the sharing of diverse opinions and perspectives. We just did it. We just gave you in real time, what group coaching looks like. And again, if it's yours, you keep it. If it's not, it challenges you to stretch your thinking and reframes.
[00:36:30] Azure Von Rooths: Wow, I never thought about that perspective.
[00:36:33] Azure Von Rooths: And it allows you to take new conversations back to your team. to grow how they think.
[00:36:41] Corey Ann Seldon: Absolutely. And the other part too, is a lot of times when we have customers, we encourage them to think through this and we share it with the participants, right? Say you sign a contract with PILOT tomorrow, which we would love.
[00:36:52] Corey Ann Seldon: We could run a group coaching session and we would share, Hey, the reason that Monica brought PILOT in to run these group coaching sessions is because [00:37:00] we want to activate you as leaders. We want to inspire action and that's going to help us grow our revenue. Like it's all tied together.
[00:37:06] Corey Ann Seldon: There's no cloak and dagger. It's very clear and upfront. So I love that. Now y'all we're going to shift, so let's take a deep breath. That was a lot of work. That was probably more work than you anticipated for a webinar, right? Most of these, like I put on and eat my lunch and kind of pay attention.
[00:37:22] Corey Ann Seldon: So bravo. Thank you for showing up. Now we want to talk about how you can really think about bringing in group coaching, because this is, again, it's great to know it. It's a very different thing to actually do it and figure it out. So I want to talk about a couple of steps now and then some success beyond.
[00:37:38] Corey Ann Seldon: First step pinpoint how group coaching will affect your business outcomes. Guess what? Y'all just did that. Round of applause. You just did it. You already checked something off your list. Like when does that ever happen? I didn't give you homework. You already did part of it. That's fantastic. You already pinpointed it, which is so exciting.
[00:37:56] Corey Ann Seldon: Now from here, what you can do is outline the objectives and the resulting [00:38:00] action and behavior change. What does that really look like for your business? What does that actually manifest and what do you need to happen? And then you can share that with your colleagues and stakeholders to get feedback.
[00:38:10] Corey Ann Seldon: These are things you can do this week. I know you got a half day for the rest of the day and you have tomorrow, but you're already on a roll. You've already done one of the three. Have this conversation with someone on your team, someone in another team, one of your managers or leaders, and get some immediate feedback.
[00:38:24] Corey Ann Seldon: Hey, this seems like it could be something that could work for us. Group coaching seems like there's a lot of impact we could get and it would affect our business in this way. What do you think? What do you think? What do you see? So these are things you can do right now. Then moving into beyond, you'll want to look at who, right?
[00:38:39] Corey Ann Seldon: Who's going to run it? Who's going to participate? And then what's the content that you want to bring? A lot of you identified, we really want to talk, we want to activate certain people so that their sales, we really want the navigation with the supervisors, like what's the content for the end that is going to drive the results for those employees.
[00:38:55] Corey Ann Seldon: And then you're going to work on scheduling and getting it set up, making sure that it's all in alignment. There's [00:39:00] a regular convenient cadence of these group coaching sessions. And then the last one, I put it as the last one. It should have been the first one, but we want to track engagement and ongoing behavior change.
[00:39:10] Corey Ann Seldon: If you are using, if you're running group coaching, if you're thinking about using a vendor to do group coaching, if you're doing it in house, you got to have a plan for tracking that behavior change. This is something we are deeply committed to at PILOT and we've seen the results and we know it matters, especially when you're spending money.
[00:39:25] Corey Ann Seldon: If you're spending money on anything, you got to be able to prove that it works and prove why it works or prove what you learned from it. So making sure you can have, you have a plan in place to track that engagement and that ongoing behavior change is crucial. So this is a, it looks very simple, but I know it will take a lot of time and effort.
[00:39:42] Corey Ann Seldon: So I wanted to lay it out for you because it's something that is totally achievable, especially when you feel that motivation to the outcome you're trying to achieve. Now, we promised that we're going to pull back the curtain of what PILOT group coaching sessions look like. And so I'm going to hand it over to Azure to really talk us through how ours look, because [00:40:00] we got a little framework, we got a little spice, you all did some of the work.
[00:40:03] Corey Ann Seldon: Now let's look at the backend. Like how does this actually shake out?
[00:40:07] Azure Von Rooths: Alright, so here is a day in the life of a Power Hour Live Coaching Session, okay? When our members come in, there is no surprise, no cloak and dagger, same flow, every time. We start off with an icebreaker, then we transition into an agenda with a goal.
[00:40:27] Azure Von Rooths: Corianna, I have to tell you why this is so exciting for me. As a trainer, a coach, a person who loves learning, I hate when I show up and people just start talking and I don't know where they are in the process or the program. I like to know what's now and what's next and how the hour will be framed.
[00:40:45] Azure Von Rooths: PILOT does that by establishing the goals and the agenda so you are not surprised. You already know we're going to do a breakout room. You can anticipate breakouts. polls, stamping. As you see, we use [00:41:00] chat throughout. Why do we do that? We keep members engaged. Again, we have a lot of things that we can be doing.
[00:41:06] Azure Von Rooths: Who wants to come and sit and blink for one hour? If you're going to be here, have a good time. right? Make learning fun and engaging. We encourage them to put in a plan somewhere at the end, and then that instant application and accountability. What we find is that members say, none of our challenges are uncommon by the end of the session.
[00:41:33] Azure Von Rooths: So they see we're all connected. And through those diverse perspectives, huh? Let me hear how what's working for you. I can glean from and utilize it. So that is a day in the life power hour live coaching session. As we move on, I said, we do breakout rooms. We do polls. Here's an example of a stamping activity.[00:42:00]
[00:42:00] Corey Ann Seldon: We're going to roll them.
[00:42:01] Azure Von Rooths: We're going to roll them. I'm sorry. I'm going too fast. So here it is a stamping, right? If we were to have the participants from this webinar say, Hey Which of these developmental experiences are most important for you? Is it feedback? Is it group coaching? Is it, are you looking for inspiration?
[00:42:21] Azure Von Rooths: We would have you stamp on, walk you through how to do that, and we want your engagement. Let's see, what else, how else do we engage?
[00:42:30] Corey Ann Seldon: Just talk a little bit about those breakout rooms. Okay, so yeah,
[00:42:33] Azure Von Rooths: so in breakout rooms, all of our breakout rooms span the gamut of five to seven minutes. Whoever the producer is, they put you automatically in the room.
[00:42:43] Azure Von Rooths: There is a prop that is shared directly to the room. None of our breakout rooms are recorded for confidentiality and it allows team members to share. A little more intimately. So here's an example. What impact can focusing on reflection, feedback, advocacy, [00:43:00] or action have for you right now? For those seven minutes, those team members would go into that breakout room, have that little dialogue, and then come back, share in the chat again, to bring their small group learning back to the whole group.
[00:43:16] Azure Von Rooths: So that fosters that engagement, that collaboration and relationship building, right? Which, on the other side of COVID, a lot of people are missing. They're missing the conversation. And this hour lends to that. Corey Ann, what were you about to say?
[00:43:35] Corey Ann Seldon: I was going to say, one thing I love is that especially when I see you facilitate these, there's such a nuanced approach to different learning styles.
[00:43:42] Corey Ann Seldon: And so if you're an introvert and you're not going to lead a webinar like Azure and I are versus if you want to speak out in a group, like there's opportunities to step up and step back.
[00:43:52] Azure Von Rooths: Yeah. And within this hour for neurodiverse learners there are so many ways that we capture, that we connect, that we [00:44:00] engage, that we keep people grounded and connected.
[00:44:04] Azure Von Rooths: Another strategy that we use are polls. Again, with a poll, you can decide which one of these can have the biggest impact on your career, allowing you to see other team members. Wow. That's important to you. This is important to me. I never thought about it like that. Again, changing perspectives.
[00:44:24] Corey Ann Seldon: So I want to say here to Azure, this is something that, if you are vetting a group coaching program, ask the, see this. This should be something that somebody could easily share with you. Like, Oh yeah, here's our run of show. Here's what we do. This is curated. This is reviewed.
[00:44:37] Corey Ann Seldon: We've done research to build this. We've tested it. Here's our plan. Because this is really the meat and bones of what your employees would be experiencing. You can, this is ours. Other people have different strategies, but this is, again, we've done this 700 times, over 700 times. We just ran I think four yesterday.
[00:44:52] Corey Ann Seldon: We're running some probably concurrently right now. So this is a tried and true formula that Azure thankfully has been able to use very well.
[00:44:59] Azure Von Rooths: I [00:45:00] love it. Our members connect to the concepts and we see instant application that works.
[00:45:06] Corey Ann Seldon: That works. Yeah. And so one more step in the bringing group coaching, if you liked what you just saw, I highly encourage you to book a demo with PILOT because we can show you this and more, and we can even go deeper into what you're looking to achieve.
[00:45:22] Corey Ann Seldon: So you can take your little phone, which we asked you to be, to put away, and you can literally scan that QR code. We're like, yeah. You maybe order some mozzarella sticks to like a restaurant, but go ahead and scan that code because we would love to spend a little bit of time with you, understand your business outcomes and think about what we can do together to put us to work.
[00:45:39] Corey Ann Seldon: We're here for it. We're doing it all the time. We would love to bring you in and support your employees. Also, if you like hanging out with me and you like to hang out with Azure. You're going to love the rest of the pilot crew. We're very focused on driving success for our partners and for our customers.
[00:45:53] Corey Ann Seldon: And so we keep them at the forefront of everything that we do. I really encourage you book that call with [00:46:00] a pilot team member. You can learn a little bit more. We can learn a little bit more and we can just see where there's alignment or what clarification comes out of it. Like, Oh, you don't need this because you actually need something else.
[00:46:10] Corey Ann Seldon: That is a valuable conversation for you and for us. So I really encourage you to take advantage of this because like I said, if you like the idea of group coaching, you're going to like the rest of PILOT. There's a lot to offer here. Again, like I said, we have this four components of what goes into PILOT.
[00:46:26] Corey Ann Seldon: This is just one piece and it delivers a ton of results. The other pieces equally over deliver for those employees to help achieve those business outcomes. So take a chance, Meet with PILOT. We can talk through it even more. And if you're a customer, I'm the director of customer success. So we will be chatting and we will get to know each other very well.
[00:46:45] Corey Ann Seldon: And we will work our butts off to ensure that you see a successful experience with PILOT. And we're obsessed with feedback. So
[00:46:53] Azure Von Rooths: we are obsessed with feedback. We never end any session without asking our members, our customers, our clients to give us [00:47:00] feedback because it helps us enhance who we are and what we do.
[00:47:03] Azure Von Rooths: So here is the question. What did we share today that was Most value to the youth. Please select as many responses as apply to you. I'm going to give you about 60 seconds to do this and to show you how great we are. It is 1 53. You talk about a power hour session, PILOT does it, hands down.
[00:47:38] Corey Ann Seldon: So y'all did a lot of stuff too, by the way, this is a lot of things to go through in an hour. So props for hanging with us. Like you're with us the whole time. Awesome. All right, y'all. Well, we hope we get to work with you. It would be amazing. But if anything, you have a business outcome statement written. You have an action for next week around the head, the [00:48:00] horse, the helicopter, and the jet.
[00:48:01] Corey Ann Seldon: And hopefully you got some energy from this time together. We so are grateful that you were with us and let's talk about what's possible because we want to work for you. We want to make those employees even more empowered. So thanks for being here. Y'all have an amazing day.
[00:48:14] Azure Von Rooths: Have a great day.
[00:48:14] Azure Von Rooths: Thanks for being here.