Dealing with change is a constant part of job whether it’s a small business, multinational corporation, non-profit organisation, etc. Changes like navigating a new CEO transition, company-wide technology shift, aligning internal practices to new industry regulations, launching new products, etc. are some of the changes to which the workforce needs to adapt and be proactive. Coaching is one of the most effective to deal with change and align the workforce with the change of any magnitude.
Most of the leader’s report that they were unsuccessful in their change management though change is very prevalent in modern organisations. Resistance from sceptical and fearful employees, insufficient training, poor communication is some of the reasons for unsuccessful change management.
How can coaching help in change management?
Coaching should be integrated at every stage of change management which includes planning, executing, and sustaining. This will help the employees to be ready and resilient towards the change.
Coaching means partnering with an expert in a thought-provoking process which helps the individual to maximise his/her personal and professional potential. This partnership puts the coachee at the driver’s seat because the solution to the problem should come from them as they are the expert in their field. Coaching is one of the powerful and helpful learning activities which ease out the challenge of navigating change.
One-on-one coaching, group coaching was rated as the most crucial for the change management for the company. Senior leaders should adopt coaching techniques to guide the employees during the transition period. Leaders should help the employees to identify and address the potential roadblocks and help them to deal with uncertainty in an effective manner.
Leaders should not tell or micro-manage the employees during the time of transition rather find the solution with them in order to ensure a smooth change process. Companies which adopt strong coaching culture were leaders work with employees, make them find the solution and be confident about it, are more than twice as likely to be high performing organisations. When leaders become coaches or adopt coaching techniques have more confidence in their employees to plan, execute, and sustain the change.
Coaching should be used at all stages so that employees’ issues can be taken care and they can become more confident during the change process. It also helps employees to be more agile. A strong coaching culture is correlated with better and higher performance of the organisation which includes success at larger scale for strategic change.
One-on-one coaching with a professional coach, workgroup coaching with professional coach practitioner, team coaching with professional coach, formal mentoring program, etc are some of the things which help in the smooth change management/ These processes are also better than other L&D activities like classroom learning, e-learning etc.
Coaching during organisational change helps the employees to have emotional, social, and process support. It is important to ensure that communication and transparency between the leaders and employees are constant. Employees should always receive proper change management coaching as this will help in their journey at workplace.
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