Change is just part and parcel of business these days. Fail to change and there is a real risk that you will either become part of another organisation or in the worst case no longer exist.
A specific purpose of coaching is to help facilitate and support change.
Any time you are faced with the need to make change, the first question you are likely to have to answer is why?
It’s really easy to get ahead of yourself and not take the time to get clarity on why change is really necessary.
Change can often be hugely beneficial. At the same time you don’t want to be throwing away things that are working well.
By doing some systematic assessment you focus attention on what is going to bring most benefit.
In any change situation you are looking to move from where you are now to a desired future state.
To make that move you need to know where you are heading. Once you know where you are headed you then need to consider what are key success factors (or the things you must get right).
From that point you can start making plans to move forward.
There are always going to be options open to you. Using brainstorming or facilitated discussion you can establish which option on balance appears best having weighed up the benefits and drawbacks.
Change is rarely plain sailing. By considering the potential barriers up front, you can start to consider how best to manage or deal with these challenges should they materialise.
People at the heart of the organisation are the real drivers of change not leadership teams at the top.
By really listening and involving people throughout you greatly increase your chances of making change and achieving the desired outcomes.
Duncan Brodie of Goals and Achievements works with the NHS in the areas of leadership, change and improvement. Learn more here.