Allover realizing and sharing wins supports reframing the perspective and changing the inner-self e.g. from doubts, fears and anxiousness to confidence, trust and happiness
What the coaching process will achieve:
Step Seven: Build on Change
Kotter says: Many change projects fail because victory is declared too early. Real change runs deep. Quick wins are only the beginning of what needs to be done to achieve long-term change. Launching one new product using a new system is great. But if you can launch 10 products, that means the new system is working. To reach that 10th success, you need to keep looking for improvements. Each success provides an opportunity to build on what went right and identify what you can improve.
What you can do:
Coaching is: Building of self-awareness of current thoughts and behaviors, an outlook of how that will be different in the new normal and a plan for implementation in a sustainable way. The key driver of this is self-awareness is learning of what an individual wants to be or to behave or does not want to be or behave. Coaching will request the individual to take accountability and will follow through the whole coaching process on tracking and confronting with the action plan, the next steps in manifesting the change.
What the coaching process will achieve:
Step Eight: Anchor the Changes in Corporate Culture
Kotter says: Finally, to make any change stick, it should become part of the core of your organization. Your corporate culture often determines what gets done, so the values behind your vision must show in day-to-day work. Make continuous efforts to ensure that the change is seen in every aspect of your organization. This will help give that change a solid place in your organization’s culture. It’s also important that your company’s leaders continue to support the change. This includes existing staff and new leaders who are brought in. If you lose the support of these people, you might end up back where you started.
What you can do:
Coaching is: Establishing a life-long change which survives risks for backslides and ensures a better self, higher success and satisfaction for the individual. It is crucial in the coaching process to highlight the wins continuously and in their complex environment to ensure that the individual can incorporate the transformation into daily life. Finding and using supporting resources, like family, friends or colleagues and partners who are attentive and remind the individual about the goal and/or congratulate for the achievements will help the individual to incorporate the change into his behavior and personality.
What the coaching process will achieve:
The missing piece
In a later publication Kotter says:
The central challenge in all eight steps is changing people`s behavior. Changing behavior is less a matter of giving people analysis to influence their thoughts than helping them to see a truth to influence their feelings. (Kotter & Cohen, 2012).
Unfortunately Kotter does not introduce Coaching as a method to achieve this.
Baek-Kyoo however examined the influence of executive coaching on business change management (Baek-Kyoo, 2005). The figure below demonstrates the outcome of his research.
My paper compares Kotter`s 8 steps plus his insight into the peoples` feelings during change and what coaching is. It could be shown that coaching provides the tools for individual change in a similar way Kotter describes how an organizational change should be approached.
The proposition from this is that coaching will strongly decrease the risk of failure in business change management. The individual affected by business change, the change leader, his team and even the whole staff can be supported by a coaching process keeping Kotter`s 8 steps in focus. Individuals will obtain a better level of self-awareness; they will know and be able to manage the factors that influence their thoughts and feelings about the change, their role in it and their own growth. This is what makes business changes successful, so coaching must be an integral part in all of the eight steps to lead change.
As coaching is more and more applied nowadays in business environments, it should be possible to qualitatively and quantitatively analyze this and to find proof for the conclusion of this paper.
Literature:
Baek-Kyoo, J. (2005). Executive Coaching: A Conceptual Framework From an Integrative Review of Practice and Research. Vol. 4, No. 4: Human Resource Development Review.
Beyer, C. (2015). Everything is Personal: Changing the Beliefs That Block Our Inner Happiness and Peace of Mind. LifeRichPublishing.
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Bono de, E. (2007). How to Have Creative Ideas: 62 excercises to develop the mind. Vermilion.
Burnes, B. (2004). Managing Change: A Strategic Approach to Organisational Dynamics. 4th edn: Harlow Prentice Hall.
Emmons, R., & McCullough, M. (No. 2. Vol. 84 2003). Counting Blessings Versus Burdens: An Experimental Investigation of. Journal of Personality and Social Psychology, S. 377-389.
Heath, C. a., & Griffith, K. (2013). Decisive: How to make better choices in life and work. Audiobook: Random Hous Audio.
icoachacademy. (2015). Power Tools, Reframing Perspectives. : icoachacademy.
International Coach Federation, I. (2015). Core Competencies. Coaching is: Creation of success by the individual. Here it is true as well, that a quick win or better each and every win will contribute to the change and growth, it will help to reduce resistance and increase the energy level. It is about breaking the.
Kotter, J. (1996). Leading Change. Harvard Business School Press.
Kotter, J., & Cohen, D. (2012). The Heart of Change: Real-Life Stories of How People Change Their Organizations. 1 edition: Harvard Business Review Press.
mindtools.com. (2015). Coaching to Develop Self-Awareness. http://www.mindtools.com/pages/article/coaching-self-awareness.htm.
mindtools.com. (2015). The Planning Cycle.
Moran, J. a. (2001). Leading organizational change. 6(2), pp. 111-118: Career Development International.
Roberts, L., Spreitzer, G., Dutton, J., Quinn, R., & Heaphy, E. B. (2004). How to Play to Your Strengths. HARVARD BUSINESS SCHOOL PUBLISHING CORPORATION.
Rogers, J. (2008). Coaching Skills, A Handbook 2nd ed. Open University Press.