Most importantly, while the focus initially should be on doing this at the corporate level, what is often missed is the employment of a similar process at the individual level to better ascertain how employees will respond to change, what will be the resistance, who will serve as champions, and who will require more focused support to successfully transition through the process. Missing this step is like only maintaining the body of your car versus the interior, for example the spark plugs, the transmission or the tires. Bottom line, no matter how you want to put the customer or stakeholders first, it is the employee and individual that will drive transformational change for your organization. Thus, a readiness assessment needs to be done for all key stakeholders, including all leadership, mid-level management and other employees.
Once you have defined your readiness for change and have devised a preliminary strategy, you must give careful consideration to the change and transition models that will be used. Leadership coaches can advise on best practices used within the industry that are complementary to your change readiness assessment and strategy. Further, skilled coaches can advise on models and tools that focus on both change as a process, including defined timeline driven endpoints and that takes into consideration the people side of change, with consideration towards how people emotionally transition through change initiatives based on human behavior. Think about it this way, the methodology and tools will serve as your navigation system to keep you on course. They can also serve as your ”Doppler Radar” to ensure you are aware of your location at all times, while allowing you to forecast for any incoming storm clouds or precipitation along the way.
Implement measurable ACTION PLAN (e.g. defined 6 month plan)
When employing action, leadership coaches can ensure a focus on both the process of change and the transition process (which is employee based). In order to do this effectively one must give consideration to using effective change and transition models, keeping in mind that change is not necessarily a time-point, but rather a ongoing practice with broader implications. While there are numerous change process models, the most widely recognized in the industry include, Kotter’s Eight Steps of Change and Prosci’s ADKAR Model. While the most common transition models include, Kubler-Ross Stage Model (the Change Curve) and Bridge’s Transition Model. Interestingly, if you were to do a cross-section of the various models and compare, you would find fairly similar elements:
| Change = (Dissatisfaction)(Vision)(First Steps) > Resistance |
Once the appropriate models have been selected and the work has been done the last step is typically the one that is most overlooked and that is periodic post coaching follow-up.
Post Coaching Follow-up
This step is extremely critical. Just as you would go to the doctor for a post follow to reassess if the planed course of action worked (in this case meaning the change initiative is working and a new culture is being embraced), whether there were any symptoms that remained or there are residual effects or sequela (meaning an additional treatment plan is needed), the same is required for any change initiative. The change management process must be extremely reiterative and requires aggressive surveillance. Great leadership coaches understand their value and; thus the value of providing both post coaching and consultation services on retainer at pre-determined time points (e.g. monthly, quarterly, etc.) and will include this as part of a prospective packageoffering. The primary focus is to get teams through the change initiative in a step wise fashion, with an understanding that there will be challenges along the way and that people don’t all transition at the same pace. Some benefits of this type of set up are as follows:
Consider this, research indicates that it takes approximately 30 days to form a new behavior and 60-90 days to break old behaviors and replace new ones. Without proper follow-up coaching support, old behaviors come back and people return to their comfort zones. Coaching can provide this level of support so that new behaviors stick and long term results are maintained.
In closing, while there is much to consider, one thing is certain, things must change. We can’t resist it personally and neither is the corporate sector immune. The question becomes, where will your corporation fall in the great “shake out” that is bound to come at some point? Will you come out on top and continue to thrive or will you fall prey to others who are desperately trying to claim your market share, employees, or customers. Now, imagine the benefits of setting your company up for success through adequate leadership coaching and the potential pitfalls that could be avoided by having a qualified and skilled coach apply proven models; tools and technique designed to accelerate you forward and significantly increase your probability of success.
Imagine building an organization that continues working towards embracing change as an opportunity for making the employee more productive and engaged, processes more efficient for improved quality services or products, and an increase in profitability as a byproduct of happier employees. This is the company that is not perfect, but is working to continuously “get it right” for its employees and for its customers. This is the company that will survive the ages and establish a widely recognized brand and culture. Can’t you just envision your company’s name on the next Forbes America’s Best Employers list? This all leads to an agile work force that is adept and adequately prepared to address the need for change that is inevitable. Consider, contacting a Leadership Coach today for a free consultation.
| About the author: Cinque Parker, PMP, received his MS in Biotechnology and Business Administration and Enterprise from the John Hopkins University. He is currently CEO of Kindling House, an organization that is focused on providing products and services that advance the principles of wellness and assists individuals and corporations in achieving optimal well being and performance. He is currently a Leadership, Performance and Development Coach, specializing in gift and strength based coaching, and is in process of procuring his coaching certification with the Internal Coaching Academy (ICA). He has over 16 years experience in multi-functional and global operations, including 10 years in project management and various levels of coaching. He currently serves on the executive team and is a change agent at a top tier CRO, and he also serves on the executive board for a small start up company dedicated to health performance and fitness. |