What makes Coaching Circles really flourish

I was writing a proposal last week and wanted to share with the group what I offered as the ideal conditions that can help coaching circles achieve their purpose and generate value for participants and their organizations.

1. Time commitment– Dedicating quality time to collaborate with peers on a regular basis
2. Tackling real issues– Bringing to the group challenges and dilemmas that are personal and complex…those that are at the edge of their capacities and comfort zone
3. Being truly open– Caring more about seeing blind spots and acknowledging insecurities and shortcomings rather than defending one’s personal value or decisions
4. Willingness to experiment– Creating time-limited manageable experiments with new behaviors and initiatives in order to test beliefs, assumptions and foregone conclusions
5. Team spirit– Cultivating mutual trust and respect as part of a shared commitment to helping each other grow and get better
6. High level sponsor– This person can help to enroll executives by underlying the value and potential impacts of the initiative

I realize that some individuals and groups may need a bit of time to practice working, learning and collaborating in this way. This is of course where the facilitator-coach plays a key role, i.e. in preparing the ground for such engagement and in creating the conditions and practice field for the coaching circle to grow into a truly supportive community.

What has been your experience in setting up the groups and teams you lead for success? Do any other elements or ideal conditions come to mind?