This recent study by Priscila Filleti and Inclusive Leadership Company co-founder, Rebecca Jones, suggests that it can.
The research compared the impact of a women-only group coaching intervention to a group of women who did not receive group coaching.
The group coaching consisted of eight weekly, one-hour online coaching sessions, conducted over a three month period, with 12 participants per group. Before the group sessions, each participant had an individual coaching session to identify strengths and key themes for achieving their main leadership goals. Common themes included self-esteem, authenticity and communication skills. This approach ensured that the group coaching remained participant-led, with a focus on topics tailored to each individual’s development.
The group coaching itself was designed based on five core components:
- The group coaching was participant-led. Individuals gather for learning, engaging in exchanges that expand awareness on the chosen topic, which was determined by the participants, not the coach.
- A supportive environment was established that encouraged open sharing of vulnerable experiences and exploration of options to overcome obstacles.
- The interconnected web of relationships created by participants in the group fostered a substantial exchange of shared experiences, expanding and deepening connections.
- The group coaching sessions were goal focused with each participant defining their session focus, including a specific goal. Sessions start with a check-in and end with a check-out, allowing participants to reflect on learning, insights and progress towards goals.
- The sessions utilised ongoing accountability through continuous conversations. The coach encouraged participants to connect coaching discussions with their life-work context, fostering reflection, action and a sense of public commitment.
The results of the research demonstrated a significant impact on social capital and courage in coached women compared to participants who did not receive coaching. Coached women were also more likely to receive a pay rise, providing empirical support for interventions aimed at promoting female career advancement.
This research has implications for women who are aspiring to advance their careers, suggesting:
- Group coaching may enhance bridging capital and courage, offering access to diverse networks, especially benefiting those feeling discouraged or isolated.
- Connecting with like-minded women allows sharing experiences, gaining perspectives and building a supportive network to navigate workplace challenges.
For organisations striving for gender parity, group coaching serves two key purposes. It fosters bridging capital for underrepresented women, reducing isolation and preventing disengagement. Additionally, it proves a cost-effective means to cultivate courage, enabling women to actively contribute and advance in their careers.
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To find out more about how we use group coaching to support inclusive leader development, get in touch at enquiries@inclusiveleadershipcompany.com
