COACHING TO SUPPORT THE CHANGE PROCESS

The change may be driven by a number of factors, for example:

• change of CEO/board members;

• feedback or criticism from stakeholders;

• business results;

• acquisition or merger;

• environmental issues;

• restructuring;

• career progression;

• team or personal goals or targets;

• the need to adopt a more corporate social responsibility.

At a strategic level coaching can help to prepare people before and after a significant organizational change. With ongoing individual or team change a mature and thoughtful coach can develop enduring relationships, which can help sustain personal change. Using training with coaching support can increase the impact of the intervention: training can communicate and illustrate; coaching can support the action and implementation; taken together the process can inspire and motivate. As highlighted in Chapter 1 there are a number of key stages in the process of transformation, and coaching has a role to play at each stage. Coaching can also support the individuals involved in the process. So many individuals have received more negative than positive feedback in their careers. Encourage individuals to build their self-esteem and acceptance of praise for achievements through setting SMART goals and then celebrating success.