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When dealing with organisational change management there is the requirement to change people’s behaviour and habits: what was working yesterday is very unlikely going to work tomorrow. Very often this requirement to change is met with resistance, which is a common response to change.

Coaching can help with organisational change management as both are processes that relate to alter the state from the current one to the future one. In particular, organisational change management and change coaching have three elements in common:

  1. Performance: they both aim to improve the way things are done. At individual level is via awareness and responsibility. This is reflected in the role the individual plays at company level and ultimately in the organisation performance overall;
  2. Development: coaching helps the individual to develop capabilities, learn new skills and abilities, gaining behaviours that will make him/her more effective in order to support and guide the organisation through the change process; 
  3. Transformation: it is common for individuals and organisations that go through a significant change. Think about a merger or an acquisition. These are significant events in there life of an organisation that require the individual to display a high level of resilience and leadership. 

Ultimately coaching is a change process and if it is implemented correctly by trained professionals can help organisations succeed in acquiring the skills, competencies and behaviours required to be competitive on the market.

Change is not a one off event: it is ongoing. the ability of the change leaders to identify the skills, competencies and behaviours required to be ahead of the competition is a formidable tool. More often than not it cannot be acquired without a specialist intervention. This is where change coaching comes in. 

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