How to Run Personal Development Groups: A Sport Psychologist's Guide to Success

Cozy and inviting meeting room with modern chairs, a small coffee table, and sunlight streaming through large windows, creating a warm atmosphere ideal for discussions and collaborations.

Personal development groups have transformed how we approach professional growth in sport psychology. As practitioners, we've seen firsthand how positive psychology focuses on using strengths, positive emotions, and personal growth to help people thrive and perform at their best. This approach moves away from the traditional 'medical model' of consultancy and creates better opportunities to develop.

The benefits of personal development groups in counselling training are clear. Research has identified 1147 records across psychology databases that show why we need a solid model for professional development. These groups give trainee counselors a space to build core skills. Group activities help connect theory with real-world practice.

The supervision component makes personal development groups work so well in counselor training. Studies with trainees and supervisors show that good supervision substantially impacts how trainee sport psychology practitioners develop evidence-informed decision-making skills. This matters a lot to trainee counselors who are building their professional identity and confidence.

We'll share our tested approach to running successful development groups based on evidence-informed practices. You'll get practical tools to use right away in your practice, from planning your sessions to handling common challenges.

A group sits in a circle during a team-building workshop, engaging in a collaborative discussion in a well-lit room with natural decor and a whiteboard for brainstorming ideas.

What Are Personal Development Groups in Sport Psychology?

Personal development groups serve as powerful tools that encourage individual growth and team cohesion among athletes in sports psychology. These specialized groups create well-laid-out environments where athletes can explore personal challenges, develop self-awareness, and improve their mental well-being for better sports performance.

Definition and purpose

Personal development groups in sports psychology consist of structured, facilitated sessions that support athletes' comprehensive growth through guided interactions and shared experiences. These groups employ collective wisdom and mutual support, unlike individual consultations. Recent data shows athletes have dramatically increased their participation in such development initiatives since the lockdown periods began ^[1].

The core purpose goes beyond performance improvement to include:

1. Self-reflection and awareness - Safe spaces that let athletes get into their thoughts, emotions, and behaviors

2. Professional identity formation - Support for athletes to manage their personal and professional development during career transitions ^[1]

3. Skill development - Coaching and mentoring approaches that give athletes the ability to reflect on their development experience

4. Mental health promotion - Methods to optimize athlete welfare and well-being that encourage positive mental health ^[1]

Major sporting organizations like the English Institute of Sport (EIS), the Professional Players Federation (PPF), and the Talented Athlete Scholarship Scheme (TASS) actively develop professional standards for Personal Development Practitioners in elite sport ^[1]. This collaborative effort emphasizes the growing recognition of personal development as "fundamentally important to an athlete's life during and after their sporting careers" ^[1].

How they differ from traditional group therapy

Personal development groups for trainee counselors have several key differences from traditional therapy groups, particularly in sports psychology contexts:

Personal development groups in counseling training focus on solution-focused interventions rather than problem-oriented approaches. Personal-Disclosure Mutual-Sharing (PDMS) stands out as a communication-based intervention that promotes both group functioning and individual growth ^[2].

Traditional therapy typically treats psychological disorders or distress. Sports psychology's personal development groups build upon existing strengths instead. PDMS helps group members solve individual or group needs by creating therapeutic conditions like Rogers' person-centered therapy (congruence, unconditional positive regard, and empathy) ^[2].

These groups create more equal relationships than traditional therapy's hierarchical structure. PDMS sessions let participants share information about values, beliefs, and attitudes toward specific themes. This creates opportunities for both communicators and receivers to learn ^[2]. The approach aligns with solution-focused brief therapy's belief that "small steps can lead to big changes" ^[2].

The theoretical foundation marks another significant difference. Traditional group therapy relies on psychodynamic or cognitive-behavioral approaches. Personal development groups in counselor training draw from humanistic and positive psychology traditions. PDMS instructions consider group needs and participants receive them in advance to prepare authentic disclosures ^[2].

Group dynamics play a vital role that sets these groups apart from traditional sports psychology approaches. Researchers note that PDMS "offers sport teams/groups an alternative to traditional sport psychology approaches that often overlook the interpersonal dynamics of groups" ^[2].

Athletes become more aware of their thoughts and feelings through this well-laid-out yet flexible approach to personal development. They develop rapport and respect with teammates by creating shared understanding of communicated values and beliefs ^[2].

Why Personal Development Groups Matter for Trainee Counselors

Trainee counselors begin a unique experience that just needs both theoretical knowledge and deep personal growth. Personal development groups become vital companions throughout this transformative process. These groups provide well-laid-out environments where future counselors can explore their inner world alongside peers.

Benefits for self-awareness and emotional growth

Self-awareness is the life-blood of effective counseling practice. The original phase of psychotherapy training brings considerable challenges to trainees' values and worldviews. Personal development groups prove especially valuable during this critical time ^[3]. These groups help trainees explore challenging personal aspects that surface through reflection ^[3]. They help them understand how their different personal and identity aspects affect therapeutic processes with clients.

Research with 88 trainees revealed an interesting pattern: students felt more comfortable in personal development groups when they started training but less comfortable near the end ^[4]. This discomfort often points to growth rather than regression. One study noted how learning about your lack of self-awareness shows increased self-awareness ^[5].

The emotional world inside these groups has many layers:

• Groups create safe spaces to get into thoughts, emotions, and behaviors

• They offer concrete strategies to develop professionally

• They push trainees to question themselves and reflect on their performance ^[3]

• They encourage practice that improves self-awareness ^[3]

Personal development groups can be challenging and uncomfortable, but these experiences ended up contributing to substantial emotional growth. One study showed all participants worked hard to process difficult experiences and drew valuable learning from them ^[3]. Yes, it is true that many participants found challenging experiences in their personal development groups led to exhilaration and emotional growth ^[3].

Connection to professional identity

Counselor identities are different from those in many other professions. They need development of a "therapeutic self"—a unique blend of professional and personal selves ^[6]. Personal development groups help this integration by providing structured environments. Trainees move through conceptual learning, experiential learning, and external evaluation ^[6].

This cyclical process helps trainees shift from seeking external validation to owning responsibility and self-validation ^[6]. This transition shows what Skovholt called the "unfolding practitioner self" ^[6]—maybe the most important task for practitioners in education.

Personal development groups also serve as reflective spaces. Trainees can explore how their thoughts, feelings, and behaviors affect both themselves and their future clients ^[5]. This reflection is a great way to get insight into group processes and relational dynamics that often mirror client-therapist interactions ^[5].

Regular self-reflection through personal development groups creates greater self-awareness ^[3]. This helps trainees better understand their strengths, weaknesses, values, and passions. Such self-knowledge becomes essential when making ethical decisions in practice. It helps recognize when certain issues or client types might trigger personal reactions that need referral to other practitioners ^[5].

The professional identity shaped through personal development groups provides a vital frame of reference. It adds to a sense of professional belonging and uniqueness ^[6]. This identity helps conceptualize lived experience—something trainee counselors need as they guide themselves through the often challenging period of professional development ^[6].

My experience backs up what research shows: trainee counselors who can't look at themselves deeply will struggle to offer quality counseling to clients ^[5]. When we accept ourselves more fully through personal development work, we can offer that same acceptance to those we serve.

Planning Your Group: Structure, Size, and Setting

Personal development groups need careful planning and preparation before anyone walks through the door. The way you set things up at the start will affect the group's success by a lot and shape how trainee counselors develop. My experience running these groups shows that certain ground rules lead to good results.

Ideal group size and duration

Personal development groups in counseling training work best with three to six participants ^[7]. This size lets people share different viewpoints while giving everyone enough time to speak. Groups that are too small might not have enough different perspectives, while bigger ones don't give members enough chances to participate.

Closed groups, where members stay the same throughout, work better than open ones in training settings. The steady membership helps people feel safe and lets them dig deeper into personal issues as trust grows over time. Many counseling programs choose this closed format for their group development work ^[4].

Each interactive cycle takes about ten minutes ^[7]. You might plan two to five cycles per session based on your goals and other activities. Most successful sessions run between 30 and 90 minutes.

The program's length deserves some thought too. Regular meetings over long periods with the same group members boost the chances of real growth and understanding ^[1]. Some programs start with weekend intensives, then move to weekly sessions for deeper work.

Choosing a safe and confidential environment

Trainee counselors' development groups must have both physical and psychological safety. Members need a private space where they feel secure sharing vulnerable thoughts and feelings. This means you need:

• A private room without interruptions or outside observers

• Comfortable seating arranged in a circle to promote equality

• Adequate soundproofing to ensure confidentiality

• Neutral territory where no participant feels disadvantaged

Psychological safety needs strong confidentiality rules. These groups involve personal sharing, so strict privacy boundaries protect everyone. Anyone who facilitates or observes these groups—researchers, transcribers, or supervisors—should stay away from the participants' formal assessment or training evaluation ^[4].

The space should support the non-directive approach of counselor training development groups, offering "opportunities for reflection on interactions and other important learning of counselor skills and processes" ^[4]. This reflective environment lets participants explore personal issues with others who seek similar understanding ^[1].

Setting clear goals and expectations

Good development groups in counseling need clear goals and expectations. Tell members right away that these groups offer chances to reflect on interactions and learn from important experiences ^[4]. Make it clear that while these groups might feel like therapy, they focus on professional growth rather than treatment.

Be realistic about participation. Active involvement helps learning, but forcing people to share raises ethical issues. Some experts believe that making trainees join therapy-like sessions to pass a course goes against basic counseling ethics ^[4]. You should balance encouraging participation with respecting personal boundaries.

Write down and talk about ground rules when you first meet. These usually cover confidentiality limits, attendance rules, how to handle absences, and ways to deal with group conflicts. Setting these boundaries early creates a predictable, safe space for vulnerable discussions.

Finally, explain how evaluation works if the group is part of a training program. Development groups for trainee counselors often blend educational experience with personal growth. Clear communication about how participation affects program assessment helps members handle this dual purpose.

8 Key Tools for Running Effective Personal Development Groups

Sport psychologists can transform regular group sessions into powerful tools that drive personal growth with the right tools. These proven techniques help build self-awareness, emotional intelligence, and professional development when used properly.

1. Strengths-based profiling

Strengths-based approaches highlight people's abilities and positive traits instead of weaknesses. This method looks at personal strengths and the social networks around a person. We create a more comprehensive practice that supports overall wellbeing by focusing on what people do well. This approach builds resilience and helps trainee counselors spot their natural talents and learned skills to build genuine self-confidence.

2. Gratitude journaling

Gratitude journaling lets participants write down things they feel thankful for. Research shows this practice helps people become more optimistic and satisfied with life. The best results come from writing entries twice daily - once after waking up and again before bed, taking about 10 minutes total. This timing helps the subconscious mind focus on desired outcomes. Good entries should be specific, personal, and varied. They should focus on unexpected positive events that create stronger feelings of gratitude.

3. Reflective storytelling

Group members can process their key experiences in a supportive space through storytelling. This technique helps participants express their professional experience, challenges, and lessons learned. Reflective practice has become a valuable tool to boost development and effectiveness among sport psychology practitioners. UK-based training and accreditation programs now include it as a standard feature. These stories show how group reflection helps develop practical skills.

4. Role-playing and scenario work

Role-playing helps practice communication skills, resolve conflicts, and understand different views. Trainee counselors can practice challenging scenarios safely in personal development groups to build confidence and empathy. Role-play affects emotions, thoughts, and behaviors that can turn negative feelings into positive ones. People become more engaged when acting out scenes from their lives compared to just talking about them.

5. Group feedback circles

Regular feedback exchanges give everyone a chance to learn from their peers. These circles create psychological safety by setting clear rules for giving and receiving feedback. Participants learn to balance honest feedback with sensitivity - a vital skill for future counseling work. The method focuses on specific behaviors rather than general comments, which models professional communication.

6. Guided visualization

Mental imagery techniques help boost motivation, confidence, and performance. Visualization helps understand problems and shape personality in therapy settings. Trainee counselors get a safe space to explore scenes, images, or experiences. Image frameworks offer "deep level schemas or experiential gestalts that cognitively restructure the individual's perception of self and self in relation to the environment."

7. Values clarification exercises

Values clarification helps people identify what matters most to them and create meaningful priority lists. This process clarifies hidden priorities that might affect therapeutic relationships. Trainee counselors find this particularly useful as it shapes treatment goals and ethical decisions. People usually start by picking from complete lists of common values, then narrow down their choices to find core "super values" that guide their work.

8. Best possible self activity

Research strongly supports this future-focused visualization exercise. People picture themselves at a specific future point after achieving important goals and becoming their best selves. The activity increases positive emotions, happiness, optimism, hope, and coping abilities while raising positive future expectations. Detailed visualizations work best when they identify character strengths needed to achieve the imagined future.

Facilitating Group Sessions: Techniques and Best Practices

Effective facilitation is essential for personal development groups in counseling training. Becoming skilled at this requires a delicate balance of technique, awareness, and adaptability throughout each session.

Balancing structure and flexibility

Personal development groups need both clear structure and planned flexibility. Structure creates safety, focus, and a form for the group's energy to pour into ^[8]. Room for adjustment allows responsiveness to participants' informational and emotional needs ^[9].

My facilitation style starts with direct guidance to provide clear direction—especially in new group meetings ^[10]. The approach changes toward a more suggestive or consultative style as the group builds cohesion ^[10]. This change reflects the natural progress of group interactions.

Clear expectations and deadlines eliminate ambiguity without becoming rigid ^[2]. Building in room for adjustment works better than negotiating each extension. This means giving options to participants who can't meet deadlines that are two weeks old ^[2]. Such an approach helps those who might not feel at ease asking for help ^[2].

Encouraging participation without pressure

The belief that the environment is safe for interpersonal risk-taking creates psychological safety—the foundation for meaningful participation ^[11]. Members often withdraw mentally or physically if they fear judgment or ridicule ^[11].

These strategies encourage participation without coercion:

• Break out into smaller groups to involve shy members ^[9]

• Ask "safe" questions to draw out quieter individuals after initial debate ^[10]

• Balance group work with different communication styles ^[10]

• Verify different opinions and points of view ^[12]

People's comfort with group participation varies naturally ^[13]. Interactive training sessions can feel intimidating to some participants ^[13]. Creating opportunities for everyone to contribute meaningfully shows an understanding of diverse backgrounds ^[14].

The group can establish shared expectations around participation by creating a learning agreement early on. Questions like "What will help our learning?" and "How can we actively work together?" let participants express their priorities while building group consensus ^[14].

Managing emotional disclosures

Emotional disclosures create both opportunities and challenges within personal development groups for trainee counselors. Many participants feel exposed when making personal disclosures—they often experience vulnerability, shame, rejection, or abandonment ^[11].

The facilitator's response to disclosures shapes the group experience significantly. Participants report negative experiences when they receive inadequate support after revealing personally significant material ^[11]. Challenge remains central to personal development processes and can be productive in a supportive environment ^[11].

These strategies help manage emotional sharing effectively:

Full debriefing through discussion works best with an objective, external facilitator independent of the training course ^[11]. Personal journaling can supplement group debriefing ^[11]. Support systems must exist for participants who experience intense emotions they feel unprepared to handle ^[15].

Regular checks on the group's emotional temperature throughout sessions help greatly ^[14]. This awareness helps adjust activities to prevent emotional overwhelm or disengagement.

Note that psychological safety doesn't mean avoiding difficult conversations. It creates conditions where challenge and growth happen without psychological harm. Research shows that participants often turn initially devastating experiences into valuable learning—though this integration takes substantial time ^[11].

Integrating Supervision and Reflective Practice

Supervision and reflective practice are the life-blood of continuous improvement in running personal development groups. My experience as a sport psychologist has taught me that these elements aren't optional extras. They are vital components that lift group facilitation from adequate to truly transformative.

Role of supervision in group facilitation

Reflective supervision gives an explanation of the deeper psychological and systemic dynamics in coaching relationships ^[16]. Personal development groups in counseling training need supervision to create a structured space where facilitators process their experiences, challenges, and reactions. This professional relationship helps maintain ethical standards as you guide complex group interactions.

Good supervision supports facilitators in several ways. It develops critical reflection abilities that let group leaders look at their approaches objectively. The process boosts emotional containment—the ability to hold and process difficult emotions that emerge in groups without becoming overwhelmed. Supervision also strengthens recognition skills that help facilitators make better decisions during challenging group situations ^[16].

Regular supervision creates a safe space for facilitators to process workplace pressures and prevents burnout. It boosts confidence and job satisfaction by confirming positive practice areas while easing stress and anxiety ^[17]. Facilitators should discuss new techniques in supervision before using them in personal development groups for trainee counselors. This allows valuable feedback and refinement.

Many facilitators find group supervision particularly helpful. This format creates opportunities to build critical professional skills like peer feedback and public speaking ^[5]. Group supervision also expands training experiences by offering mentoring opportunities that individual supervision cannot provide ^[5].

Using reflective journals and peer feedback

Reflective practice journals are powerful tools that document and process experiences from personal development groups in counselor training. These journals help learning progression, self-criticism, and the development of values like quality care, respect for diverse beliefs, and responsibility ^[18].

Reflective journals offer these benefits:

• Creating bidirectional communication between facilitator and participants

• Detecting and addressing difficulties in real-time

• Preserving confidentiality while learning about participants' experiences

• Developing higher-order thinking abilities including reflection and critical thinking ^[19]

Journals work best when entries focus on specific prompts related to group experiences. They become windows into participants' learning processes and help facilitators understand if participants meet intended outcomes ^[19]. Most importantly, journals build stronger facilitator-participant relationships and track personal progress over time.

Peer feedback stands as another crucial element of reflective practice in personal development groups counseling. Well-structured peer feedback reduces isolation among participants while boosting self-awareness and professional validation ^[5]. Group members need clear guidelines to provide constructive feedback—focusing on strengths, observations about the case, suggestions to improve, and recommended directions ^[5].

These benefits make a strong case for including both supervision and reflective practice as standard components in facilitating personal development groups for trainee counselors. This integration helps facilitators maintain their wellbeing while they refine their approach and maximize participant growth.

Common Challenges and How to Handle Them

Personal development groups challenge even seasoned facilitators. A good grasp of common obstacles helps prevent disruptions and keeps participants growing.

Dealing with resistance or silence

Silence in groups often reveals deeper issues that need careful handling. Participant resistance isn't just a roadblock. It shows protective behaviors that helped people cope in the past ^[20]. This resistance signals that participants process unconscious material needed to build real relationships.

To handle silence better:

• Pay attention to your feelings as a facilitator—boredom or irritation points to hidden resistance ^[20]

• Try "activation phenomenon" methods like quick check-ins where everyone speaks at the start ^[3]

• Let participants pair up before group sharing to ease anxiety ^[3]

• Address resistance without judgment and explore its meaning ^[20]

Navigating group conflict

Healthy relationships naturally lead to conflict. Godward points out that personal development groups see conflicts between students or between tutors and students ^[21]. The solution isn't to avoid conflict but to tackle it right away.

These strategies help manage conflict:

Meet face-to-face in neutral places to keep communication open ^[22]. Listen with empathy to each person's view and focus on issues rather than people ^[22]. Find what everyone agrees and disagrees on before making a plan ^[22]. Take decisive action once you find a solution ^[22].

Maintaining boundaries

Clear boundaries build trust in therapeutic relationships because clients know what to expect ^[23]. Facilitators must keep professional relationships appropriate throughout the development process.

Key boundary issues include:

• Avoiding dual relationships that risk more harm than good ^[6]

• Not accepting gifts, especially expensive ones or money ^[6]

• Setting clear rules about contact between sessions ^[6]

• Keeping social media boundaries by not following clients ^[6]

Blurred boundaries require facilitators to tell clients about possible harm, act quickly to prevent more issues, and discuss it in supervision ^[23]. Regular supervision protects ethical practice while facilitating these challenging groups.

Evaluating Group Impact and Participant Growth

Personal development groups need structured ways to evaluate their success. Good assessment methods prove our work's value and show us where we can do better.

Qualitative and quantitative feedback methods

The best evaluation combines numbers with personal stories to get a complete picture of how groups affect people. Personal feedback tells us what participants think and feel - things numbers can't show ^[24]. When we do deep interviews, people can share their experiences and thoughts. This creates an open dialog that leads to better stories ^[25].

Group discussions help people share feedback together and show different points of view about common challenges ^[25]. Note-takers should write down everything mentioned in these sessions. They can compare notes later to make complete lists ^[26].

Numbers give us clear insights through:

• Satisfaction scores and knowledge retention rates ^[27]

• Numerical ratings (such as 'must have,' 'nice to have,' or 'not needed') ^[26]

• Performance metrics that track specific outcomes

Research with basketball players showed a strong positive link (r = 0.967, p < 0.05) between personal development and performance ^[28]. This verified that structured personal development programs work well.

Tracking personal development over time

Long-term assessment helps us understand real growth. Researchers in one study talked to each trainee seven times during a two-year group experience. These 38 interviews showed how people developed ^[4]. Five main themes emerged: endings/loss, rivalry/envy/jealousy, having needs met, anger, and sexuality ^[4].

Looking at content gives us another great way to track changes. Researchers can calculate how trainee counselors' descriptions of group processes change ^[29]. One group's negative comments dropped from 27% to 5%, while positive comments grew from 27% to 37% ^[29].

Regular checks should include ongoing evaluations to support and guide people - a method that makes coaches more effective ^[30]. These evaluations help fulfill educational goals by connecting schools with personal development as part of learning ^[30].

Conclusion

Personal development groups are a great way to get growth benefits in sport psychology practice and counselor training programs. This piece explores detailed strategies that create effective group settings where you can develop self-awareness, professional identity, and core skills.

The success of these groups depends on careful planning of structure, size, and setting. Groups with three to six participants who meet regularly produce the best developmental outcomes. A psychologically safe environment lets participants be authentic without judgment or pressure.

You can adapt eight practical tools to your specific context - from strengths-based profiling to best possible self activities. These tools need skilled facilitation that balances structure with flexibility while handling emotional disclosures properly.

Your facilitation will face challenges. Resistance, silence, and conflict are normal parts of development rather than roadblocks. Your response to these challenges substantially affects group outcomes. Supervision and reflective practice will help you facilitate effectively.

Understanding real impact requires proper evaluation. A mix of qualitative and quantitative assessment methods tracks participant growth and shows the value of your work. This approach helps you improve your facilitation methods continuously.

Note that running personal development groups needs patience, presence, and practice. Facilitating these life-changing spaces brings amazing rewards. You get to watch people develop deeper self-understanding, stronger professional identities, and better connection abilities. When you apply these approaches in your practice, trust the process and stay mindful of individual needs and group dynamics.

Facilitating personal development groups changes both participants and facilitators. Each group becomes a chance for mutual growth. This makes the work one of the most meaningful contributions we can make as sport psychology professionals.

Key Takeaways

Running effective personal development groups requires strategic planning, skilled facilitation, and ongoing evaluation to maximize participant growth and professional development.

• Optimal group structure: Keep groups small (3-6 participants) in confidential settings with clear goals to foster psychological safety and meaningful participation.

• Balance structure with flexibility: Provide clear direction initially, then adapt your facilitation style as group cohesion develops to meet evolving needs.

• Use evidence-based tools: Implement strengths-based profiling, gratitude journaling, reflective storytelling, and guided visualization to promote self-awareness and growth.

• Manage challenges proactively: Address resistance, silence, and conflict as normal developmental processes rather than obstacles to avoid.

• Integrate supervision and reflection: Regular supervision and reflective journaling are essential for maintaining ethical standards and preventing facilitator burnout.

• Evaluate systematically: Combine qualitative feedback methods with quantitative measures to track participant development and validate group impact over time.

Personal development groups transform both participants and facilitators through structured environments that promote authentic self-exploration, professional identity formation, and enhanced interpersonal skills essential for effective counseling practice.

FAQs

Q1. What are the key components of sports psychology? Sports psychology focuses on five core components known as the 5 C's: Commitment, Communication, Concentration, Control, and Confidence. These elements form the foundation for enhancing athletic performance and mental well-being in sports.

Q2. How can personal development groups benefit trainee counselors? Personal development groups provide trainee counselors with opportunities for self-reflection, emotional growth, and professional identity formation. They offer a safe space to explore personal challenges, develop self-awareness, and enhance interpersonal skills crucial for effective counseling practice.

Q3. What is the ideal size for a personal development group? The optimal size for a personal development group is typically between 3 to 6 participants. This range allows for diverse perspectives while ensuring each member receives adequate attention and speaking time.

Q4. How can facilitators manage resistance in personal development groups? Facilitators can address resistance by acknowledging it without judgment, using techniques like brief check-ins to encourage participation, and exploring the underlying reasons for resistance. It's important to view resistance as a normal part of the growth process rather than an obstacle.

Q5. Why is evaluation important in personal development groups? Evaluation helps measure the effectiveness of personal development groups, validate their impact, and guide continuous improvement. Using both qualitative and quantitative feedback methods allows facilitators to track participant growth over time and refine their approach for maximum benefit.

Initial Meeting, Assessment & Follow-up

180

Book Now

References

[1] - https://gestaltcentre.org.uk/course/personal-development-groups/[2] - https://cte.alliant.edu/resources-for-teaching/course-design/balancing-structure-and-flexibility/[3] - https://www.athleteassessments.com/quiet-athletes-sport-coaching/[4] - https://www.researchgate.net/publication/238318923_Personal_development_groups_in_the_training_of_counsellors_and_therapists_A_review_of_the_research[5] - https://pmc.ncbi.nlm.nih.gov/articles/PMC5118257/[6] - https://counsellingtutor.com/boundaries-in-counseling/[7] - https://www.just-fly-sports.com/large-group-training-structure-and-activities-track-and-field-jumps/[8] - https://groupworksdeck.org/patterns/Balance_Structure_and_Flexibility[9] - https://pmc.ncbi.nlm.nih.gov/articles/PMC9233715/[10] - https://www.ksl-training.co.uk/free-resources/facilitation-techniques/tips-for-facilitating-groups/[11] - https://onlinelibrary.wiley.com/doi/full/10.1002/capr.12419[12] - https://www.sessionlab.com/blog/facilitation-skills/[13] - https://www.england.nhs.uk/improvement-hub/wp-content/uploads/sites/44/2017/11/Facilitator-Toolkit.pdf[14] - https://education.gov.scot/professional-learning/leading-professional-learning/planning-facilitating-and-evaluating-professional-learning/facilitating-professional-learning/[15] - https://pmc.ncbi.nlm.nih.gov/articles/PMC7728796/[16] - https://www.aoec.com/knowledge-bank/the-power-of-reflective-supervision-in-coaching-leadership/[17] - https://www.hcpc-uk.org/standards/meeting-our-standards/supervision-leadership-and-culture/supervision/the-benefits-and-outcomes-of-effective-supervision/[18] - https://pmc.ncbi.nlm.nih.gov/articles/PMC8394420/[19] - https://www.researchgate.net/publication/372350059_Reflective_Journals_A_tool_for_Self-Reflection_Self-Awareness_and_Professional_Development[20] - https://www.oliverdrakefordtherapy.com/post/resistance-in-group-therapy[21] - https://www.taylorfrancis.com/chapters/edit/10.4324/9781351066143-9/conflict-difficulties-personal-development-groups-jayne-godward[22] - https://professional.dce.harvard.edu/blog/preventing-and-managing-team-conflict/[23] - https://www.bacp.co.uk/media/18188/gpia-110-fs-boundaries-within-the-clg-profs-update-2023.pdf[24] - https://chisellabs.com/blog/how-to-gather-and-analyze-qualitative-feedback/[25] - https://insight7.io/best-way-to-evaluate-leadership-training-impact-using-qualitative-feedback/[26] - https://www.gov.uk/guidance/focus-group-study-qualitative-studies[27] - https://elmlearning.com/blog/feedback-for-training/[28] - https://www.researchgate.net/publication/389800505_Personal_development_and_athletic_success_exploring_the_link_and_predictors_of_performance_among_basketball_players[29] - https://onlinelibrary.wiley.com/doi/full/10.1002/capr.12633[30] - https://www.tandfonline.com/doi/full/10.1080/00336297.2024.2407140

Initial Meeting, Assessment & Follow-up

180

Book Now