CHAPTER 3 – COACHING IN DIFFERENT CULTURE
Here are some general rules which highlight the significant, unavoidable differences in coaching conversations between the East and the West. Be open and non-judgmental.
CHAPTER 4 – CONCLUSION
Coaching during change management provides a venue for one-on-one and group meetings between employees and the people they trust the most, their immediate supervisors. This environment allows employees to ask questions and receive clarifications about the change and to comment on their specific worries and concerns about the change. It is also an opportunity to gather feedbacks from employees about the change and the change management efforts. Effective coaching can alleviate many of the reasons for resistance, engage heads, hearts and hands to enable people to bring their best brains to work and build support for the change throughout the organization.
Coaching is an effective means to create desire, knowledge, ability and reinforcement within employees. Having employees that desire to participate and support the change, have the knowledge on how to change, have the ability to implement required skills and behaviors for the change, and receive the reinforcement to sustain the change are invaluable to the success of an organization going through its change.
A crucial implication of the change face of leadership is that collaboration is right at the core of how work gets done and of how leaders need to lead. With more sophisticated kinds of collaboration needed, the ability to have effective conversations across a wide range of situations offers leaders, teams, and organizations a distinct advantage.
BIBLIOGRAPHY
“Seven Strategic Actions To Deal With Change And Uncertainty In Business And Life From Your Strategic Thinking Business Coach” By: J. Glenn Ebersole, Jr., Chief Executive of J. G. Ebersole Associates and The Renaissance Group ™
“Emotional Intelligence” by Daniel Goleman
“People Dynamics Learning” by Melinda Sinclair & Dorothy Greenaway
“Cropley Communication” by Adrian Cropley
Prosci's 2012 edition of Best Practices in Change Management