Leadership development rarely follows a straight line. You might be confident when making strategic decisions but struggle with difficult conversations. Perhaps you manage a capable team yet find yourself taking on too much responsibility because delegating feels uncomfortable. These challenges are common, even among experienced professionals.

When deciding how to develop your leadership skills, the format of coaching matters. Some people benefit from dedicated individual attention, while others gain valuable insights by learning alongside colleagues facing similar challenges.

Understanding one on one vs group coaching can help you choose an approach that fits your goals, working style, and professional responsibilities. Ursula Crilly takes a practical, human approach to leadership development, helping professionals build self-awareness, strengthen relationships, and lead effectively without losing themselves under pressure.

What Is One-to-One Coaching?

One-to-one coaching is a personalised development process in which a coach works directly with an individual to explore specific challenges, clarify goals, and identify practical ways forward. Sessions are shaped around the person's circumstances rather than a shared group curriculum.

For a manager, this might mean examining why delegation feels difficult. For a department head, it could involve preparing for a challenging conversation with a senior colleague. A founder might want to understand how their decision-making style affects the team as the business grows.

Individual coaching provides room to examine these situations in detail. You can explore your assumptions, consider different perspectives, and discuss concerns that may feel uncomfortable to raise in front of colleagues.

The focus isn't on telling you how to lead. It's on helping you understand your behaviour and make deliberate choices that reflect your responsibilities and values.

What Is Group Coaching, and How Does It Help?

Group coaching brings several participants together to explore leadership challenges, share perspectives, and learn through facilitated discussion. Participants may come from the same organisation or from different professional backgrounds, depending on the programme.

One of its greatest strengths is the opportunity to learn from other people's experiences. A manager who struggles with giving feedback may discover that colleagues face the same difficulty but approach it differently. Another participant's question might reveal a blind spot they hadn't previously considered.

Group coaching can also help develop listening skills, collaboration, and a stronger understanding of different working styles. When participants feel comfortable speaking openly, the group becomes a space for shared reflection rather than simply a classroom.

However, group discussions cannot always address every individual's circumstances in depth. Participants also need to feel comfortable contributing, and sensitive personal or organisational issues may require a more private setting.

One on One vs Group Coaching: Understanding the Differences

The main difference between one on one vs group coaching is the level of individual attention and the way learning takes place.

Individual coaching centres on your specific goals, experiences, and development needs. It allows the conversation to change direction when an important issue emerges, making it particularly useful for complex leadership challenges, confidential concerns, and significant professional transitions.

Group coaching places greater emphasis on shared learning. Participants benefit from different viewpoints, peer discussion, and opportunities to practise communication in a collaborative setting. It can also help organisations develop a common understanding of leadership expectations across teams.

Neither approach is automatically better.

Imagine an organisation whose managers frequently experience conflict between departments. Group coaching could help them understand one another's priorities and improve collaboration. But if one manager is struggling with self-doubt or a difficult relationship with their own supervisor, individual coaching may offer the privacy and focus needed to explore the issue properly.

The right choice depends on what needs to change, who is involved, and how much personal attention the situation requires.

What Are the Main One on One Coaching Benefits?

The one on one coaching benefits extend beyond having more time with a coach. Individual sessions create opportunities to examine personal habits and workplace challenges with greater depth and flexibility.

One important benefit is self-awareness. Leaders can begin to recognise how their motivations, emotional reactions, and communication preferences influence their decisions. This matters because a behaviour intended to be helpful can sometimes have an unintended effect on colleagues.

Another benefit is focused development. Rather than covering several general leadership topics, sessions can concentrate on a particular challenge, such as setting boundaries, delegating effectively, or addressing underperformance. Progress can then be reviewed against the individual's goals and real workplace experiences.

Confidentiality can also make a difference. Having a dedicated space to discuss uncertainty or mistakes may help leaders explore concerns they would hesitate to share in a group.

Individual coaching can further support sustainable leadership by helping professionals balance accountability with personal well-being. Learning to recognise limits, ask for support, and respond thoughtfully under pressure can be just as important as improving productivity.

These benefits depend on the quality of the coaching relationship and the individual's willingness to apply new insights. Coaching isn't a quick fix, but it can support meaningful development over time.

How Ursula Crilly Supports Leadership Development

With more than 20 years of experience working alongside leaders in demanding environments, including airlines and global organisations, Ursula Crilly understands the realities of leading when expectations are high and pressure is constant.

Her approach combines established leadership frameworks, emotional intelligence, and personal reflection. Rather than treating people as problems to solve, she helps leaders rebuild self-trust, establish healthy boundaries, and understand how they influence the people around them.

For some professionals, individual coaching may be the best starting point. For organisations seeking stronger collaboration across management teams, group-based development may be more appropriate. In certain circumstances, combining both approaches can provide a useful balance of personal reflection and shared learning.

Ultimately, effective leadership isn't about adopting someone else's personality. It's about developing the awareness and confidence to make sound decisions, hold honest conversations, and create a workplace culture built on trust and integrity.

Frequently Asked Questions

1. Is one-to-one coaching better than group coaching?

Neither format is universally better. One-to-one coaching is well suited to personal goals, complex challenges, and confidential discussions. Group coaching is valuable for shared learning, peer perspectives, and improving collaboration. Your objectives should guide the decision.

2. How long does it take to experience the benefits of individual coaching?

Some people gain useful insights during their first sessions, while lasting behavioural changes generally require practice and reflection. Progress depends on the goals involved, the challenges being addressed, and how consistently new approaches are applied at work.

3. Can individual and group coaching be combined?

Yes. Individual sessions can address personal leadership challenges, while group coaching helps participants develop shared skills and learn from one another. Combining the two can support both personal growth and stronger team relationships.