How-To: How do I find the perfect coaching format?
In a world where coaching is playing an increasingly important role in personal and professional development, choosing the right coaching format is crucial.
Imagine you are a manager in a company and are faced with the challenge of improving the performance of your employees. After intensive research, you come across the topic of coaching as a development measure - but it quickly becomes clear that there is no single solution. Does your team need a shared development experience in group coaching or do employees benefit more from individually tailored 1:1 support? The question arises: Which form best suits your needs? This decision is often not easy, as different coaching approaches offer different advantages and challenges. Three key areas of tension emerge that you should consider:
Individual coaching vs. group coaching
Online coaching vs. face-to-face coaching
AI coaching vs. human coaches
We take a closer look at these three aspects and try to highlight important differences and special features of the individual methods - from individual support to long-term effects.
1. individual coaching vs. group coaching - Which solution suits your needs?
The choice between individual and group coaching depends heavily on the objective of the measure. Group coaching, on the other hand, is ideal for teams that want to work towards common goals or establish a uniform corporate culture. It is particularly valuable in change processes, for example when introducing new ways of working or strengthening cross-departmental collaboration. The exchange between participants enables them to learn from each other and share best practices.
Individual coaching, on the other hand, is particularly suitable for specialists and managers who have to overcome specific challenges, such as a new role, difficult personnel decisions or the development of an individual leadership strategy. A recent meta-analysis by Bachmann & Willermann (2024) shows that individual coaching has significant positive effects on emotional resilience, cognitive clarity and professional development, especially for specialists and managers facing individual challenges. The focus is on personal progress, supported by tailored methods and confidential discussions with the coach.
When do I choose group coaching?
Promoting team dynamics and collaboration
Change processes and introduction of new strategies
Building a shared learning culture and strengthening peer feedback
When do I choose individual coaching?
Management development and individual career planning
Overcoming specific challenges or conflicts
Promotion of self-reflection and personal development
2. online coaching vs. face-to-face coaching - flexibility or proximity?
The choice between online and face-to-face coaching is often a question of framework conditions and preferences. While face-to-face coaching has long been considered the gold standard, a meta-analysis by Theeboom et al. (2014) shows that coaching has significant positive effects on individual performance and well-being, regardless of whether it takes place online or in person. Face-to-face coaching can create a more intensive personal connection through the physical encounter. It is particularly suitable for managers who value direct exchange or for teams who want to work on their collaboration through joint workshops. Physical proximity can be particularly beneficial for far-reaching change processes or sensitive topics.
On the other hand, online coaching offers maximum flexibility and makes it possible to work with specialized coaches worldwide - regardless of location. It is particularly suitable for specialists and managers who need to flexibly integrate coaching sessions into their daily work routine. It is also an ideal solution for globally distributed teams or companies with hybrid working models.
When do I choose online coaching?
Flexibility and location-independent participation are crucial
International or remote teams
Continuous development through regular, short sessions
When do I choose face-to-face coaching?
Complex topics that require intensive exchange
Team coaching with interactive group exercises
Workshops for the direct implementation of new methods and strategies
3 AI coaching vs. human coaches - what's the difference?
AI coaching is an exciting addition to traditional coaching and can play a supporting role, especially in areas such as self-reflection, goal setting and behavioral tracking. Automated systems can provide data-based recommendations, document progress and help to establish new habits. It is particularly suitable for employees who want to continuously work on small behavioral changes and appreciate data-based support.
However, AI coaching reaches its limits when it comes to emotional intelligence, empathy and individual challenges. Human coaches can adapt flexibly to the needs of the coachee, read between the lines and foster deeper insights. A large number of studies have shown (e.g. 3.) that the relationship between coach and coachee has a significant impact on coaching. These results underline the importance of human interaction in the coaching process and show that AI solutions are not yet able to create comparable in-depth relationships.
When do I choose human coaches?
Individual challenges and complex issues
Leadership development and in-depth personal reflection
Empathetic support and flexible adaptation of methods
When do I choose AI coaching?
Automated reflections and progress measurement
Support in developing new routines and habits
Supplementary support for data-based insights
Conclusion: The perfect coaching format depends on your individual needs
The choice of the right coaching format depends heavily on your individual requirements. While individual coaching focuses specifically on personal development areas, group coaching can promote the exchange of experiences. Online coaching also offers a flexible and location-independent solution, while face-to-face coaching creates a more intensive environment for spontaneous interactions. The use of AI can also have a supportive effect, but does not replace the human ability to reflect and empathize. To make the best decision, it is therefore important to analyze your own goals and needs in advance in order to find a solution that takes all relevant aspects into account.
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Sources
Bachmann, T., & Willermann, L. (2024). The effectiveness of systemic coaching in the work and organizational context - A meta-analysis. Organizational Consulting, Supervision, Coaching, 31, 563-583. https://doi.org/10.1007/s11613-024-00910-1
Sonesh, S. C., Coultas, C. W., Lacerenza, C. N., Marlow, S. L., Benishek, L. E., & Salas, E. (2015). The power of coaching: a meta-analytic investigation. Coaching: An International Journal of Theory, Research and Practice. https://doi.org/10.1080/17521882.2015.1071418
Theeboom, T., Beersma, B., & Van Vianen, A. E. M. (2014). Does coaching work? A meta-analysis on the effects of coaching on individual outcomes in an organizational context. The Journal of Positive Psychology, 9(1), 1-18. https://doi.org/10.1080/17439760.2013.837499
