Change is inevitable. Whether in one’s personal or professional life we are bound to face dynamic and challenging situations that will compel us to make certain changes to suit our needs. Having a child, getting married, losing a loved one, changing careers, getting promoted or other transitions at work, are all examples of such dynamic situations that require us to make changes. These changes might be trivial or significant, and most often than not, it can get quite intimidating to even begin to comprehend, much rather adjust to changes. It is something that should be done with patience and most of all, with the help and support of friends, family, co-workers or others, who would act as our mentors or coaches. Receiving coaching for change is a great way to help make a healthy and smooth transition.
When it comes to organizational change, employees may find it hard to cope with, if necessary steps are not taken to help them through it. As managers, bosses and leaders, we need to mentor our employees, and help them successfully adapt to organizational change. But coaching for change can be tricky and there is a right way to do that. While preparing employees for organizational change, one should remember that our job as their coach or mentor is to help them, and not push, force or guide them before they feel ready to do so. They need to find their own way, but we must teach them how, by being empathetic, and asking the right questions, or listening when needed.
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As a boss or manager who is playing coach and helping his/her employees in navigating and managing transition at the workplace, your job is not only to assist every teammate who needs you, but also to take a different approach with each person. No two people are alike, and your employees will be very grateful to know you realize that, as you are assisting them. In every corporate coaching framework, there are 3 main key points that prove to work best in supporting employees through change:
Coaching must always be done with compassion. Change can be really tough, so being compassionate with your employees as they struggle to adapt is of utmost importance. It is crucial that you build a professional relationship based on trust, as it will ensure positive results. Express your concern and show genuine interest in what your employees are going through and be sincere in offering potential recommendations. Being a good listener is a huge advantage when helping someone preparing for change.
Sometimes even the bosses need help with transitioning, and coaching leaders through change will allow for them to be better prepared to address sticky situations that may arise as a result of the change. A great way of kicking off the coaching process is to encourage the person to draw out his/her strengths and weaknesses. This will inculcate self-awareness which plays a huge part in transitioning to change of any nature, professional or personal.
Lastly, coaches must look for opportunities to open dialogue about the organizational changes taking place and ask the right questions to understand what impact it has had on their employees. Not every person will be vocal about their issues, and it is important as a coach to spot an opportunity to help them out without waiting for them to ask for help. In a nutshell, corporate coaching involves dealing with compassion, trying various methods to help employees get used to the new transitions at work, while at the same time increasing their potential and inculcating in them self-awareness.
Without this help, it can be very challenging for employees to navigate organizational change (sometimes driving them to quit), affecting the organisation in the long run.
Reference:
“Coaching For Change”, Richard E. Boyatzis, Melvin Smit, Ellen Van Oosten, September–October 2019
