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Chapter 9: Coaching for Change - A Summary of the Key Stages


At the start of this resource it was stated that coaching for change is about creating a process of learning that supports each individual's capacity to grow and that personal growth should equate with organizational growth. The corporate effect of individual transformation of performance should be enhanced organization performance, but this will only occur if the individual identifies with the overall goals of the organization.

If you find yourself with an opportunity to become a business partner in a transformation process there are some key steps that you can undertake to make a successful contribution:

  1. Embrace the opportunity.

  2. Recognize that the going will get tough.

  3. Develop a strong network to support you both in and out of work.

  4. Work in partnership with the business and any external partners involved in the process.

  5. Use the experience as a learning opportunity; keep a log of the progress; identify the issues and solutions.

  6. If you are involved in designing the people development, map it as a journey; clearly identify the start point; the end point and the stages in between.

  7. Use tools and techniques to identify the overall objectives, the current strengths and development opportunities.

  8. Where appropriate, network with other organizations experiencing the same issues to identify best practice.

  9. Internally, encourage the learning and sharing as different parts of the business go through the process.

  10. Use it as a real opportunity to transform the learning and development products and services.

  11. Be creative; think laterally; do not think 'What have we done before?' but instead 'What could we do differently?'

  12. Involve the CEO, the board, line managers in the opportunity to create a coaching culture.

  13. Identify the stars, the sponsors, the people who will make it happen.

  14. As different parts of the process are completed, review the learning, learn from mistakes and celebrate the successes.

Introducing coaching is an important step for any organization. However it is not simply the introduction that is important. What is much more critical is sustaining it, nourishing it and taking the commitment seriously.

Coaching in itself is just a word, but behind that word lies the very real opportunity for leaders to share wisdom and knowledge and create a culture that values the contribution of each and every employee.

Managers who coach have the opportunity to inspire, excite and develop teams of motivated employees.

Individuals who are coached and who coach their colleagues have the opportunity to embark on a voyage of self-discovery where they are able to fulfil their real potential.

The organizations of the future need to recognize the importance of retaining talent, of helping people to create a work/life balance and of tailoring learning to the needs of the individual.

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