Virtual Coaching to Improve Group Relationships


2 1. photo   william j rothwell
2 2. photo   cho hyun park
Assistant Professor of Organizational Learning and Performance, Idaho State University
Webinar Recording Details



The global pandemic, caused by Covid-19, has forced many people to work from home. In fact, of all U.S. workers, 56 percent could do all or some of their work from home. According to Global Workplace Analytics (, it is estimated that:
  • 5 million employees (3.6% of the U.S. employee workforce) currently work-at-home half-time or more
  • Regular work-at-home has grown 173% since 2005, 11% faster than the rest of the workforce (which grew 15%) and nearly 47x faster than the self-employed population
  • 43% of employees work remotely with some frequency
  • 62% of employees say they could work remotely
  • Studies repeatedly show desks in central offices are vacant an estimated 50-60% of the time
  • 80% of employees want to work from home at least some of the time
  • 35% of employees would change jobs for the opportunity to work remotely full time (47% of Millennials and 31% of boomers); 37% would do so to work remotely some of the time (50% of Millennials and 33% of Boomers)
  • Flexibility is one of the highest-ranked benefits by Millennials
Yet few managers have been given training on how to manage work-from-home employees, and fewer still have been given special training on how to encourage group dynamics and group interaction among virtual work groups or work teams. As nearly everyone knows, working from home is not the same as working from a central office, and it requires new management approaches and new ways for workers to work together to achieve results.
Virtual group coaching is the term used to describe efforts by executives, managers, team leaders, or employees to encourage group dynamics in virtual work settings. It is a specialized term used to describe a way of reinventing so-called process consultation, which is a change effort designed to facilitate improvements in group dynamics among residential (work-from-a-central-office) employee groups.
Upon completion of this session, participants will be able to:
  • Define virtual group coaching
  • Describe the characteristics of highly productive virtual groups
  • Summarize how to facilitate more effective interaction among work-from-home employee groups
  • Discuss a model that can guide implementation of a virtual group coaching effort
  • Evaluate how well a small group or team is working together and identify ways to intervene to improve group interaction to get more effective work results from a team

About William J. Rothwell, Ph.D.

William J. Rothwell, Ph.D., SPHR, SHRM-SCP, CPLP Fellow is a Professor of Learning and Performance in the Workforce Education and Development program, Department of Learning and Performance Systems, at The Pennsylvania State University, University Park campus. He is also President of his own consulting firms-Rothwell & Associates, Inc. and Rothwell & Associates, LLC. At Penn State University he heads up a top-ranked graduate program in organization development/change. He has authored, co-authored, edited, or co-edited 300 books, book chapters, and articles-including 127 books in 7 languages. Before arriving at Penn State in 1993, he had nearly 20 years of work experience as a Training Director and HR professional in government and in a multinational business. As a consultant he has worked with over 50 multinational corporations including Motorola, General Motors, Ford, and many others. He has traveled extensively and has visited China 83 times and Singapore 32 times-among many other international travels. He had 20 years of full-time work experience in HR in both government and business before becoming a professor 28 years ago. In 1997 he and his wife founded a small business-a personal care home for the elderly that employed 27 workers. That company was sold in 2017.

His most recent books include Virtual Coaching to Improve Group Relationships: Process Consultation Reimagined (CRC/Productivity Press, 2021); Increasing Learning and Development’s Impact Through Accreditation (Palgrave, 2020); Adult Learning Basics, 2nd ed. (ATD Press, 2020);  Workforce Development: Guidelines for Community College Professionals (Rowman-Littlefield, 2020); Human Resource Essentials for Small Business and Startups (Society for Human Resource Management, 2020).

About Cho Hyun Park, Ph.D.

Cho Hyun Park, Ph.D. is an Assistant Professor of Organizational Learning and Performance at Idaho State University. She received her Ph.D. degree, with an emphasis on Human Resource Development (HRD) and Organization Development (OD), in Workforce Education and Development from the Pennsylvania State University and M.Ed. degree in HRD from the University of Minnesota. She has about 15 years of experience as an HRD/OD consultant at Samsung. Her expertise and research interests include organization development and change, organizational learning, workplace learning and performance, innovation in learning, and leadership/followership.

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