Research Paper: Coaching for Sustained Change in Organizations

Kotter’s 8-step success process (1995)

McKinsey’s survey on successful transformations (2010) – new OD priorities and focus areas

Predominate

coaching practices used to-date

Future approach, examples of new coaching areas to be added to the existing ones

1. ‘aim for the heart’, not only to people’s head
2. make real progress every day

1. Earliest employees’ engagement is a key success factor;
2. Identifying mind-sets that would need to change

1. shared goals
2. mutual trust

1. clear & focused
2. flexible
3. provide real guidelines

1.  clear definition of targets, roles and structure of the transformation
2. accentuate the positive

1.  in hourly activities
2. 2-way comms
3. Leaders got to ‘walk the talk’

1. specific, clearly defined initiatives
2. all staff members are able to participate in shaping change initiatives
3. strong leadership

1. removing interfering internal structures
2. realigning appraisals and incentives
3. efficient information mgmt. systems

1. collaboration is enabled throughout the organisation
2. frontline employees take initiative to drive the Change
3. right info is available at the right time

1. carefully planned
2. visible
3. building pressure to perform

1. small scale initiatives for the roll-out of the change
2. organisation is engaged and energised
3. continuous capabilities building

1. keeping urgency high
2. adding more projects

1. culture change comes last, not first
2. proof that new ways are better
3. reinforce new norms & values with rewards

1. culture change needs to be identified and address from the very beginning
2. developing capacity for continuous improvement