The Scouller Partnership

Group Change Coaching

What Is it?

  • It’s a blend of group coaching and facilitation, sometimes – depending on your brief – with a bit of teaching as well.
  • It differs from pure facilitation, which is about guiding a group to achieve certain results in a meeting or workshop.
  • In what way? Because it’s a little more interventional.
  • Why is it more interventional?  It’s to strengthen participants’ collective will to follow through and achieve their aims after the meeting.  In other words, to deliver.

What Is It For?

Unlike team coaching, it’s not designed to help a group become a real team (that takes longer).  Instead, it’s about helping you – as a group – deliver some kind of change or shift as you tackle a difficult challenge together.  This could be defining a new vision or strategy.  Or planning how to achieve organisational change.  Or addressing sensitive unspoken group issues: the so-called “elephant in the room”.  Whatever the issue, it helps a group achieve change in either (1) their organisation’s direction or behaviour or (2) their own trust and cohesion.  More specifically, it helps you:

  • Listen to one another, learn together and create a shared understanding of your problems, options, dangers and best way forward.
  • Think clearly, purposefully, creatively and decisively together.
  • Express your differences and yet reach enthusiastic, genuine consensus.
  • Agree how to translate ideas into action.
  • Follow through and deliver the change you want within deadline and budget.

Who Is It For?

  • CEOs and their senior colleagues wanting coaching-style facilitation as they define a distinctive, credible, motivating vision or strategy for their business.
  • An executive team needing to figure out how to lead and deliver change in their organisation’s culture and behaviour.
  • Trustees, partners, directors or managers who are facing a difficult, perhaps sensitive, issue they can only discuss and address as a group and want a skilled, external coach to guide them through a meeting (or series of meetings).


  • You focus on your area of expertise – the content and decisions – while leaving the process to the coach.
  • Clarity and honesty of conversation.
  • Better follow-through – as there’s less chance of decisions being sabotaged after the meeting.
  • If the task is to achieve organisational change, much more clarity on how to achieve it and what to avoid.
  • NOTE: If the issue is organisational change, James Scouller uses the TIPPING POINT “change simulator” to help you learn together what works and what doesn’t before starting to coach your group on your real-life change initiative.  The computer-based simulator, created by Andrea Shapiro, blends all the leading organisational change models (John Kotter, Everett Rogers, Malcolm Gladwell, William Bridges, Andrea Shapiro, Daryl Conner) with systems thinking (Peter Senge and others) plus data from research studies to quicken your learning as a group.  It’s probably the best organisational change learning tool in the world.


In every example below, each senior group wanted coaching as a group.  The issues they faced were big, emotionally charged and sometimes fuzzy to begin with:

  • A global HR team wanted to create a 5-year vision and action plan for themselves to make a real, valuable difference to their company rather than being caught up – as they had been for years – in day-to-day administrative detail.
  • A German biotechnology firm wanted to create a distinctive vision of its future and then test its robustness.
  • An American group wanted to address three questions in three meetings over 3 months:
    1. Are we likely to hit or miss our long-term goal?
    2. If we’re likely to miss it (which they were), what’s our new vision for the business?
    3. What major action thrusts must we launch to make the vision a reality?
  • A small engineering firm urgently needed to agree new, credible routes to sales growth within 12 months to offset the recession.
  • The CEO and top 20 leaders of a British healthcare group wanted to debate and decide how to change their organisation structure to meet changing market conditions.

Next Steps

  • You can call us on +44 (0) 1525 718023 to arrange a meeting and see if you want to work with us.
  • Or you can email us at and ask us for more information.
  • Or you can read more about executive coaching in the About Coaching section and learn more about The Scouller Partnership in About Us.

Contact us telephone: +44 (0) 1525 718023 email: