(ARCHIVE) Changes at work? Bring out the coach!

There is nothing more exciting and terrifying than change of any kind. Ironically, people seem to be creatures of habit consistently faced with strong desires and irrefutable needs ato chieve or experience some form of change. There’s simply no running from it!

Those who manage the transition of change in an organizational context have to be highly effective in getting employees to accept and carry the process that leads everyone to that desired state. So, for those implementing this change at work. . . . How are you planning to move forward? Do you have a coach??

No, the winning strategies as implemented by Bill Belichick or Nick Saben probably won’t be ideal help in managing change in your workplace. However, an executive or organizational coach is invaluable to this process. Coaches assist to instruct, train, support, and form partnerships throughout the process of change.

Coaches for an organization or company are often consulted from an external firm or entity. Not hiring a coach?? Maybe you or someone within your workplace setting can channel an executive coach for the big transition These individuals can be consulted or designated internally.

Three very important aspects of a successful coaching engagement must involve: On-going assessments, addressing challenges, & providing support.

ASSESSMENT

• Getting a picture of the current situation

• Obtaining information on the skill levels, leadership styles, and relationship dynamics

• Interviewing key players, reviewing performance appraisals, and observing the environment and professionals involved in the change

• Exploration that involves learning about your industry, current issues, and the present culture

CHALLENGE

• Reviewing external obstacles and internal factors

• Identifying developmental objectives for behavioral actions plans (internal or external “homework”)

• Goals should be realistic and challenging; action plans should seek to improve the effectiveness of leadership

• Coaches should help to strike balance assuring targets aren’t too low or too high; obtaining change requires developing professionals and the organizations vision simultaneously

SUPPORT

• There are various support roles a coach should play:

• Encouragement: finding what type of encouragement works best; effective in motivating when things are discouraging

• Listening: A sounding board for ideas, frustrations, and exploration

• Accountability: Holds you accountable in execution of actions planned; keeping you on tract

• Celebration: Recognizing performance and achievement; reinforcement for further development and growth.

The keys to success in coaching on the field, corner office, or the cubicle lie in the ability to listen well and be an engaged partner in the thought process that guides the change. Executive or organizational coaching can help effectively manage your change and be an asset in creating the path to your new vision.