You're juggling individual coaching and group leadership tasks. How do you decide where to focus your time?

When juggling individual coaching and group leadership tasks, it's important to prioritize based on the immediate needs and long-term goals of your team. Start by assessing which tasks require your direct involvement and which can be delegated. For individual coaching, focus on high-potential employees who need guidance to reach their full potential. For group leadership, prioritize tasks that align with your team's strategic objectives and foster a positive, productive work environment. Regularly review your priorities and adjust as needed to ensure you're making the most impact. Remember, effective leadership is about empowering your team to succeed, not doing everything yourself.

Before addressing any team needs, I believe it's crucial to first prioritize the organization's goals. Far too often, leaders direct resources inefficiently, and this can adversely affect the team's progress. #Leadership #Efficiency #TeamPriorities

Begin by evaluating the specific needs of both your individual coaching clients and the group leadership tasks. Identify the most pressing issues, challenges, or opportunities within each area. For individual coaching, consider the urgency and significance of the personal development goals you're helping your clients achieve. In group leadership, focus on the strategic objectives that require your attention. This assessment will give you a clear picture of where your time and energy will have the greatest impact, helping you make informed decisions on where to focus.

Na minha experiência, uma das questões mais complexas na gestão de RH e no coaching de liderança é decidir como balancear o tempo entre coaching individual e liderança de grupo. Essa decisão não apenas reflete no seu desempenho como líder, mas também impacta diretamente o desenvolvimento de sua equipe. Comece identificando as necessidades específicas de cada indivíduo e do grupo. Isso inclui entender os desafios pessoais e profissionais dos membros da equipe, bem como os objetivos coletivos. Essa avaliação deve ser dinâmica e adaptar-se às mudanças nas circunstâncias e prioridades.

While managing 17 individuals in the calendar year 2017, who were new to the work environment, many had issues and things they wanted to share with me. I aimed to be a good manager and coach, trying to accommodate all they brought to me, whether work-related or not. I understood that needing to be involved in everything and pretending to be an expert was not a solution. For matters beyond my knowledge and skills, I started to delegate and channel them up or down. I cut down unnecessary talks and segments of meetings. I prepared talking points in advance and communicated early with others about what they needed from me. I categorized my comms methods: what I would address in meetings, emails, pep talks, and via WhatsApp, or Teams chat.

To me, balancing is setting priorities for who and how to create the most impact. As my daughter often remarks, "utils," I wonder how to allocate time, capital, and other resources to elevate the group effectively and generate the most effective and efficient outcomes.

Once you've assessed the needs, prioritize your tasks based on importance and urgency. Determine which activities are critical for immediate attention and which can be scheduled for later. For example, if a coaching client is facing a time-sensitive challenge that could significantly affect their performance, prioritize that over less urgent group leadership tasks. Conversely, if your team is approaching a key milestone that requires your leadership, that may take precedence. Establishing a clear hierarchy of priorities ensures that your efforts are directed where they are most needed.

Balancing individual coaching and group leadership requires careful prioritization. Align time allocation with goals, considering how individual growth can impact the group and vice versa. Ultimately, effective time management ensures both individual and collective progress.

After assessing needs, it's vital to set clear priorities. Focus on tasks that will have the greatest impact on both individual and group progress. Sometimes, targeting a key individual can drive broader group development, while other times, group sessions foster individual breakthroughs. Balance your efforts to support overall growth, ensuring they align with the coaching program’s strategic goals. By prioritising effectively, you can maximise your coaching impact and drive meaningful progress.

Start by allocating time based on what will have the biggest impact. Prioritize tasks that move the needle the most, whether it’s with individuals or the group. Be clear on your goals and let that guide where your energy goes. By being intentional with your time, you’ll get the most out of both coaching and leadership tasks.

Allocating time is a must. And the individual leader should be encouraged to look at their allocation in conjunction with their team's. The coach can bring these elements together, ensuring they're aligned with the biggest organizational priorities. For example, a set schedule from the time you wake up to the time you rest is important. A set calendar allowing for meaningful communications, high impact meetings, and work time will help the leader stay on course. It doesn't mean it always follows that schedule, but consistency is important. Doing this will help keep your energy stores balanced. Take it a step further and coordinate your work schedule with other team members to optimize your time while serving stakeholders and yourself.

Regular evaluation of your coaching's impact on individuals and the group is essential. Track progress, gather feedback, and adapt your approach accordingly. If the group thrives while certain individuals lag, consider refocusing on one-on-one coaching. Conversely, when individual progress excels but group dynamics suffer, group leadership tasks may warrant increased attention. Balancing both dimensions is crucial for maximizing the success of your coaching efforts.

Debemos asegurarnos el impacto en varias dimensiones ,se estan logrando los objetivos deseados.Atener en cuenta proceso deobjetivos, cambios de comportamientos,habilidades, aumento de la confiaza y toma de decisiones-autonomia. Si en el equipo hay comunicacion y colaboracion. teas a tener en cuenta resolucion de conflictos.Si el equipo esta mas motivado hacia un objetivo comun.

I like to focus on first helping individuals know themselves, so that they can understand others, and then they can contribute to the team. Deep dive individual assessments (such as Five Lens) are a great way to optimize each person to their strengths before leveraging the team abilities. Follow individual learning with team training around each persons strengths and additional core concepts (like managing conflict, resilience, problem solving, decision making) and play to team strengths while identifying and building upon area where the TEAM is sub-optimized. Custom curate training sessions based on the team and individual needs (as identified in the assessments). Know yourself. Know others. Build the team!

When juggling individual coaching and group leadership tasks, prioritize based on impact and urgency. Start by assessing the immediate needs of your clients: Is there a critical team issue that could derail progress? Or is an individual at a pivotal growth point? Flexibility is key—be ready to pivot as new challenges emerge. Schedule regular check-ins to reassess priorities, ensuring your time is aligned with the most pressing needs. Remember, your adaptability is your strength; use it to stay effective and responsive.

It's important to remain flexible when it comes to balancing individual and group tasks - whilst appreciating that these will fluctuate in terms of their own needs, etc. You must keep and agile and adaptable in your approach to seek the most responsive and flexible role in your coaching.

Flexibility is a crucial aspect of leadership development coaching. Recognizing that the balance between individual and group tasks is dynamic, successful coaches are prepared to adapt as situations evolve. This may involve addressing an urgent group challenge or backing an individual during critical growth opportunities. Embracing this adaptability ensures that you remain responsive and proficient in your coaching role, ultimately benefitting both the individual and the team.

Remember, leadership is about balancing individual support with broader team goals. Creating white space in my calendar can help free yourself from "being busy" and reflecting. Always consider the value of your contributions and whether they drive positive outcomes for both individuals and the group.😊