Change is in the air. As complexity increases, managing change and innovation becomes increasingly difficult. The ability to project future outcomes has moved from an environment of manageable risk to rising degrees of uncertainty. The speed at which information is transformed into actionable knowledge is not keeping pace with changes in the business environment. These changes can affect anything from organization structure to process, technology, and people.
Potential objectives for the coaching process are:
- Energize leaders for the change for them to maximize their impact
- Engage leaders to decide on effective interventions to support and prepare for impending changes
- Empower leaders to take action and manage the organization through changes
Developing change management skills
Coaching is a vital part of successfully managing change and innovation. Learning is change, and change is learning. Coaching facilitates both. Coaching can alleviate many of the reasons for resistance and build support for the change throughout the organization. Coaching for change is focused on impacting the organization, with a view to accelerate the implementation of change.
Selection of possible tools, models and methods:
- LIFO® Life Orientations Assessment to identify behavioral and communicative preferences
- Change transition curve
- Resistance to change
- Stakeholder needs analysis
- Change impact analysis