Episode 4: Power of Group Coaching

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Explore the transformative impact of group coaching in healthcare with Grizelda Anguiano and Lillian Liang Emlett. Discover how their energy leadership coaching approach supports healthcare professionals, fostering community and addressing challenges like burnout and leadership. Tune in to learn how group coaching can empower healthcare leaders and improve work-life balance.

Lillian: [00:00:00] Welcome to the Transforming Healthcare Coaching podcast, where we bring you guidance and coaching perspectives so that you can level up in your life and work.

Grizelda: Hi everyone. Thanks so much for joining us today. We’re shaking things up here a bit because if you have been tuning in , you probably know that it’s usually Lillian Emlet, founder and CEO of Transforming Healthcare Coaching, that does this intro, moderation, and event.

And I get to hijack it and have some fun interviewing Lillie. So for those of you who are new, we feature different coaching perspectives focusing on coaching and healthcare, time management, and coaching women leaders.

Again, thank you for being here, and I would like to start by just telling you a little bit about me. My name is Grizelda Anguiano. I’m a mental health pediatrician and certified professional coach, and have grown in my passion to support families while raising neurodiverse children.

Lilly, tell us a [00:01:00] little bit about you and your mission.

Lillian: Thanks, Grizelda and this is super fun just because it’s a little bit different from our usual. So for me, I am an adult intensivist. I am in academics. And so I’ve been a program director for in training and mentoring critical care and emergency medicine physicians for over 15 years now.

And I discovered the power of coaching in my own personal life at the beginning of the pandemic. It was necessary for me to really get the coach so that I could actually get through my divorce and it was such a good investment of my time and energy. It was very transformative that I actually then went back in the middle of the pandemic to become a professional coach.

And in that journey, these last several years, I’ve realized that everyone really needs a coach, especially in healthcare, because we have so many challenges in our industry that it really actually helped me refine and have a better perspective, not just on my divorce in my personal life. [00:02:00] It also helped me get a better perspective of where and what I want to do with my career.

And so here we are in a year later into after I graduated, getting to network with people like yourself other physician coaches, and hopefully together we can all transform healthcare together. 

Grizelda: Absolutely. And, I value your, sharing kind of your past. And we all have that, right? We all have a past. We all have a story. And yes, I too found it very transformative going through the whole coaching process and becoming a coach. So Lilly, tell me more. What about this Transforming Healthcare Coaching company that you’ve started?

Lillian: Yeah, so I think really for me, it’s really about trying to meet a very diverse healthcare force with a large, diverse group of coaches that actually can resonate with them. And as you and I both graduated from the Institute for Professional Excellence in Coaching, and we were trained in energy leadership coaching, which is about awareness of how we show up in the [00:03:00] world.

And through that awareness, we can actually begin to make positive change in what choices we make. To begin to actually, instead of always having life happen to us, we can actually begin to strategically think about how life can happen for us. And so through that awareness and with the partnership of a coach, we are actually able to help walk alongside our clients to be able to meet them where they’re at and help them figure out what it is that they know deep inside should be the next right step and hold them accountable. And so with Transforming Healthcare Coaching, all of our coaches are trained in energy leadership coaching and are all graduates of IPEC.

We all have served in either currently still working in healthcare in some capacity or have left the industry but have had a significant amount of experience either in leadership or practice in healthcare. So really understand from a frontline perspective, what it’s like on the day in, day out to be in healthcare.

And the last population that we also [00:04:00] help is actually healthcare executives. Sometimes it’s really hard. So I don’t think sometimes every day, sometimes it can be really challenging day for people in management. So that means mid-level management of teams division chiefs and actually chairs and even executive c-suite of healthcare systems.

If we empower people at those levels to begin to see what it’s like and actually never really forget what it means to lead groups of people on the frontlines it helps those leaders tap into their true heart and true mission. And through that, we have to hope that then our programs, our policies, our employers are all more in alignment actually.

Because despite the negative news and the negative press we often hear about quiet quitting or what it’s like to be in healthcare and the burnout: that’s one way of seeing our industry. And I also wonder whether there’s a different way of seeing our industry is that there’s actually also a lot of people who are really showing up every day.

With full capacity, full hearts, and [00:05:00] ability to actually make innovation, to dream for things to be better, to make differences at the employee level, the patient level, the managerial level, the data level, there are lots of people out there who are actually able to tap into their own energy leadership and actually make things a different place.

We just need more of that across our entire healthcare system. And that’s what our Transforming Healthcare Coaching is hoping to do. That by partnering at the frontlines and also at the managerial level together, we can hopefully change and make more people able to be the best leaders of their own personal lives as they have a long career in medicine.

And also to make positive effects and change in your local team. Can you imagine having just a better team to work with?

Grizelda: Yes, I’m just smiling from, ear to ear, Lillian. Just thinking about the way, yes, of course, it’s how you’re going to show up at work. But, the domino effect and the transformation that happens .

And how we show up, and how [00:06:00] we really believe and how we show up for anything is how we show up for everything. So imagine the impact in their families and that, just all the relationships. 

Lillian: Yeah.

Grizelda: So just I was wondering what are some common struggles that you’ve been seeing that we share across disciplines or other specialties?

Lillian: I think the greatest struggle is, to some degree, the inflexibility and lack of autonomy of how the healthcare system is structured, whether you’re a surgeon, whether you’re in primary care, whether you’re doing outpatient or inpatient, there’s a huge perception of the lack of being able to control either how the day is structured, how the work is structured, how the team is structured and then, when you are a new graduate looking for jobs, you feel like you’re just pushed into a position where this is just how it is.

This is just how the industry is. And there really isn’t much flexibility, like in terms of just being an employee and very large employers. There is a minority of individuals who are lucky enough to actually [00:07:00] approach healthcare from a more of a direct perspective, a direct entrepreneurial perspective, and that’s also a huge learning curve for I think for most of our graduates entering out into the workforce, which is why the predominance is still these large employers trying to fit everyone and everyone’s family situation, talents into a fixed container of how we, from HR perspective, deal with nurses, physicians, pharmacists, everyone dealing with the same kind of thing, the rigid and inflexibility of how we can craft a long partnership with the assets, which is us, all the talent, right out there.

In healthcare and also how are we going to actually provide a space, a great space. That’s the power of the organization. The healthcare systems hopefully become great spaces, beautiful spaces, healing spaces that you can actually get the right care at the right time for different patients. How can we actually find an intersection that doesn’t feel so rigid with lack of autonomy and [00:08:00] lack of control for what the schedule looks like.

And also how would the access to the care looks like?

Grizelda: Yeah, absolutely. And something that was coming to mind just, with the inflexibility, it clouds our, judgment and then also interferes with our creativity, to be able to create more healing methods or just being able to communicate and listen, definitively, intuitively to our patients.

So you know, now, of course, it’s throughout, but what common challenges are you seeing? I know you focus with women physicians as well. So what common challenges are you seeing there? 

Lillian: And I think there’s been a huge preponderance of women in medicine groups, programs, and coaches, primarily because women have together over the last, I would say, probably close to a decade in terms of really just taking matters in their own hand, after hearing all that data, just in terms of the lack of the pipeline, the lack of promotion and lack of leadership opportunities for women, they actually took back some of the power and actually have been creating all kinds of different organizations, conferences for both the [00:09:00] wellbeing and coaching for women.

And so if you would even just google coaches for women and physcians, you actually can find a several different individuals out there doing that, and that’s probably because the issues with women is the fact that we make up, at least in the medical school side of things, at least 50% in many locations. Those that enter into the physician training programs, and then over time that number dwindles to the point where finally when you’re at the department chair level that number is often the single digits that some disciplines can literally count on their hands.

How many people they can name as like visible leaders, either at their college level , for example, like college of neurosurgery or vascular surgery, like who they can see like visibly in front leading their discipline. And I think it’s mainly because of several factors. And I think this has also been talked about quite a bit in the lay press, in addition to, academic journals, about the fact that women in the western society still also have a lot of genderized roles, where they’re still also doing elder care, child care,[00:10:00] managing the whole household, the schedule, running around doing all the things related to their children’s lives, in terms of sports and volunteerism. So there are just a lot of other intangible, what we call non measured work that many women physicians have. They’re like a two to three person career at all times.

And I think the question is, with many of our younger generations of trainees that are graduating, that culture shift is somewhat different in this current generation is that there is a bit more diversity in terms of genderized roles and partnerships and partnering and fluidity of that.

And so what’s great is the fact that our new lifeblood into healthcare actually are demanding something different from an HR perspective. That they do actually male female transgender will actually, hopefully create some different expectations for all the additional things that some women physicians, some older women physicians have had to deal with. So because of [00:11:00] that hopefully things will change. But it is just the fact that when you’re a mom and also a physician and also a, for example, a manager, a leader or division chief, you’re holding several jobs simultaneously, several full time jobs simultaneously. And it’s a huge challenge for women physicians.

Grizelda: Absolutely. It was just thinking about that I could definitely identify with all the changing roles. I’m curious, Lilly, why do women seek out a coach and these situations and how maybe you would, see it differently with what we can call an old school physician or kind of the new ones.

Lillian: Yeah, so I think what the reason why so many women physicians end up getting a coach is primarily because they realize for promotion into the next level of their leadership. They need an like a secret ally, like on their side to be able to be the best version of themselves. And so for many chairs or division [00:12:00] chiefs, I have seen that, they are much more overt and willing to explain that they actually have had a coach for many years, in order to do those small micro skills in the back end that takes for any of us really,

to be become a better version of ourselves. The professional development for oneself is not something that anyone is going to take the time or energy to do except for yourself, right? And so I think for women, they’ve realized they’ve needed to do this in order to get promoted. And then once people have started to speak more openly about these things, you realize that, oh, you need to start actually well before you become promoted into the division chief or chair, you need to actually have started years ago when you were just leading a moderate size team or moderate size research program or service line. What women have found in their careers when they work with a coach is that they sequentially work through some of the emotions related to the guilt or other [00:13:00] identities roles and they have in terms of motherhood or partnership.

So in terms of what time you give to your other relationships in your personal life are often foundational, if something is not right in one part of your whole wheel of life, then it will bleed into other aspects. And so it’s no wonder that if you’re having a lot of challenges with the emotional regulation of, for example, elder care, child care, your marriage or your partnership that it would lead into the energy then you can then devote towards other aspects, whether it be your health, your sleep, taking care, and then also of others of your team. And then that then leads into getting results so that you can actually eventually get that promotion that you want. And then of course, the other thing we work on quite a bit with our women clients is time, time is actually a fixed and finite commodity. And to figure out how can you make more out of all the limited time that we are given time and money are the two things, right? Everybody always talks about in terms of the resistance, but we really work a lot about time hacking, time efficiency, time [00:14:00] presence.

A lot of times when you start to realize, are we actually even present the time they were actually using? Given, are we double dipping in some way? Can we double dip in some way? So these are all opportunities and things that we do work on pretty early with my women clients who are in leadership because they’re looking for time for themselves and also looking for time with their families.

And part of it’s honestly a mind mindset game. It’s there. If you look for it, it’s just, the question is you need someone to actually walk with you. To almost change your sunglasses so that you can see things differently. Your life is pretty amazing. The question is, what might you tweak for a 1 percent change and test it out in a certain week as you work with a coach to see whether it works or not.

And then over time, that 1 percent every week becomes, oh, a quarter, a month, a whole year. And then a year later, you can’t imagine anything else different.

Grizelda: Absolutely. I was just, what came to mind for me right now is just the power of visioning . If I think back [00:15:00] to say, wow, if I had gone through coaching years ago , imagine where I could have been . But now it’s okay. Let’s work forward toward the future. So I wanted to hear a little bit about the group coaching program that you developed .

Can you tell me about that?

Lillian: Yeah, so I think what’s amazing about women in general is that for some people, the private one on one is definitely the way to go, it’s just that it’s for flexibility and for privacy that many people I know choose the VIP sort of one on one coaching experience.

However, for many others introverts and extroverts, I’ll dispell that myth right away, that many introverts actually do benefit also from a group experience. Primarily because you realize you’re not alone and because you’re being held accountable to up to 10 other women that you realize, I can do this and it’s just the power of so many people supporting you and coming around you that if you’re willing to be slightly vulnerable in a group setting on zoom, that actually the [00:16:00] benefits are actually in some ways even more powerful than the one on one. So what I love about the group coaching is the fact that we journey together, all of us. And every time we go through any kind of group experience I actually have to admit I learn as well, just in terms of how to better support, how to hear different perspectives. And what’s amazing is that even when you work one on one with a client, you only ask questions to unfold one person’s perspective and can only challenge to some degree.

When you have a group setting, you actually can see how each person becomes a, different version and can see more things. And the whole group is actually tasked with how might we see things differently? What could be a different way? So now you’ve got 10 other people brainstorming with you.

So it’s actually pretty amazing to actually undergo the power of a group coaching program as well.

Grizelda: Yes, I can only imagine. I’ll have to take a look and take advantage of that myself. I’ve been hearing a theme as far as just, when things are inflexible and when we have different hats as, parents and [00:17:00] spouses or partners and, all these kind of stuff. As far as accountability, what are you seeing, when you’re meeting your clients and why coaching plays a part in that? 

Lillian: Yeah. So I don’t know if you’ve ever heard of Gretchen Rubin and some of her four tendencies work initially. I want to say maybe it’s eight, nine years ago at this point.

And when you do the Rubin tendencies test online it tells you what, are you like, a people pleaser? Are you a rebel? And I actually am a rebel and I am not willing to even be accountable to myself. And so when I took that assessment , I realized, oh, this makes a little bit more sense.

And when I realized what a coach could do in terms of accountability, that was a game changer.

 We always try to figure out with the client, what’s the one thing you’re going to do and how can I support you in being accountable to yourself? For some people, it’s actually very easy to be accountable to themselves when they say it.

They do it. They’re actually excellent. The rebels are actually a minority. So for those of you out there listening who think that, oh yeah, that’s totally me as well. You should go out and do your own assessment. [00:18:00] And actually it’s a minority of people out there who can’t even keep a promise to themselves.

More commonly people are things like people pleasers where you’re just, serving and caring for so many people. There’s just not enough time left in the day. And so for me, I realized a really important aspect of the coaching relationship actually is that accountability of how can I be of service to you so that you can show up to yourself?

And through that, you get really proud of the fact that you know what? I did do it. I actually did do exactly what I said, and I accomplished that this week. And it’s only through those small wins when you actually realize it’s like you get addicted to doing the right thing, best thing and being proud of it rather than “should-ing” and making a list and not completing your list.

It’s not like that at all. It really is about just thinking about how great it is that I actually did the one thing I thought I was going to do and we set our goals low enough that we actually can accomplish it, right- that’s one thing. And then two, it’s really brainstorming, where [00:19:00] might you have an issue, a temptation, the inability to complete it, and really working those through before it even happens.

So just so you guys mentioned visioning, it’s visioning in a different way, it’s visioning for a strategy to make sure you don’t get in your own way, or your life doesn’t get in your own way within the very short interval period.

Grizelda: Yes, we can definitely get in our own way. I just wanted to find out because we’re coming to the end, Lillian, and it’s been so awesome talking to you and being on the other side and hijacking, this event.

But how can people find out more about your group coaching programs? 

Lillian: Yeah, so really the easiest way is to email hello@transforminghealthcarecoaching.com. All of the group programs that I will run in different cohorts will always be highly curated. I always require a 15 minute discovery call just to make sure this is the right match.

Because actually some people think that the group coaching program is the right fit for them. And actually, perhaps for what they want to achieve a one on one actually might be better. And also, we might actually [00:20:00] have someone on our team that would be highly perfect for what they’re looking for.

So that’s the reason why they are currently very highly curated groups. 

Grizelda: Perfect. Anything else that’s coming up for you that you think would be a little pearl or something that we can go with? 

Lillian: Yeah, thanks Grizelda, for that last little opportunity. I would just say that it’s never too late to invest in you. So always just think about the fact that, right now, today might not be the time even maybe even this week might not be the time just the fact that you’re even willing to listen or think about the possibility of coaching is great.

Stay involved and tomorrow might be the right time. Just always keep your mind open, keep staying, listening in terms of where coaching in healthcare, the industry specifically is going. Th ere is continued tons of growth. So just sometime you will be able to invest in yourself.

It will be the best thing you ever do.

Grizelda: Absolutely. We are worth it. 

Lillian: Yeah, thank you so much Grizelda for interviewing me. It’s fun to have a conversation so to be on the other end. [00:21:00]

Thank you so much for listening to the Transforming Healthcare Coaching Podcast. If you found this episode interesting or useful, please share this with your friends and colleagues in healthcare, and we will love it if you hit subscribe so that you never miss an episode. Leave us a review on wherever you are listening to us.

It means a lot to us and we actually read every comment. Also, we want to help with the topics and problems that you want us to talk about. Email us with suggestions, feedback, and praise at podcast @ transforminghealthcarecoaching. com. If you want deeper support for your life and work as a healthcare clinician and leader, head over to transforminghealthcarecoaching.

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You deserve more than just getting through the day. You deserve a life filled with purpose, peace, and satisfaction. Let’s embark on this transformative journey together, and unlock the door to a life where you feel empowered, valued, and fulfilled every single day.At the core, our hosts believe in the transformative power of coaching to elevate healthcare professionals’ lives.


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Our hosts, a diverse team of energy leadership coaches, share a common foundation: each has been intricately involved in the healthcare industry, either currently working or having worked in various capacities. This shared experience in healthcare provides a deep understanding of the challenges and triumphs you face daily, making our guidance not just theoretical but grounded in real-life experiences.
At the core, our hosts believe in the transformative power of coaching to elevate healthcare professionals’ lives.

At the core, our hosts believe in the transformative power of coaching to elevate healthcare professionals’ lives.

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