Using Corporate Coaching To Implement Successful Change
Corporate coaching is based on the premise of behavioral change in the workplace. It is the responsibility of the corporate coach to change the level and the standard of both personal and professional skill levels. Additionally, it involves effectively changing the attitudes, beliefs, motivation, thinking, and values of individuals and groups within the corporation. Therefore, the employee derives greater satisfaction from their levels of performance and continue to perform better in the process.
Coaching relates to the behavior of people within the corporation, specifically how they act and what they say, and is considered fundamental when it comes to affecting positive changes within the organization. Since behavioral change is considered a part of Psychology - the study of behavior, cognition, and emotion - the process of change that results through effective corporate coaching is therefore psychological in nature. It is also imperative that corporate coaches help individuals change certain aspects of their behavior and enhance their working performance levels.
Additionally, corporate coaches are oftentimes referred to as "change agents" since their primary responsibility is conducting the change effort in the workplace. There are 6 key elements or steps involved in the change process:
The Transitional Period - this period involves a psychological process wherein people have to come to the terms of this new learning period such as behavior, organizational situations, and skill levels. This Transitional Period also signifies the end of where the corporation has been as well as where it is going.
There is a "Neutral Zone" wherein little momentum occurs - it is a psychological period that is considerably slower than the physical action of learning how to execute the change successfully. In so many words, the employee needs the time to change inwardly, which happens slower than the outward change.
The New Beginning - this is part 3 of the initial change process and involves a type of re-orientation to change. These 3 parts then are the Ending or Transitional Period, the Neutral Zone, and the New Beginning. The biggest mistake made is within the order of performing these initial 3 stages. Some coaches start with the New Beginning, never finishing the older stages first.
Establishing the needs of the corporation - this needs to be established if the coach has any hope of moving forward with the coaching and change process. Typically, the employee encounters the following emotions during the initial stages of the process:
Anxiety
Apathy
Confusion
Denial
Fear
Isolation
Skepticism
Uncertainty
These are critical issues that the corporate coach will normally have to address in the beginning of the coaching process.
Management has a psychological contract with their employees -coaches need to spend time with executives, leaders, and managers as well since they will be the people who are following through after the coach’s job is finished.
Consider the Corporate Coach as the one responsible for building the bridge across the Neutral Zone - if the Transitional Period is unsuccessful, then effective change has no hope of occurring. The coach must help "coachees" succeed in their development and achieve sustainable results.
Your Ultimate Success is your company`s one stop for coaching, behavioral and values assessments, team building, job benchmarking, and indoor/outdoor experiential learning/team building. To learn more about our site, please visit us at www.corporatecoachinginc.com
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