The power of the coaching process provides clarity, accelerates development, engages people into their future, defines and aligns behaviors and actions. It’s the actions that produce the new results and the new acquired outcomes. Change the behavior, you change the results. Coaching is all about organizational results.
The coach approach is used in organizations for stimulating change or transformation. And we’re talking groups of a 100, 1,500, maybe even 10,000 or more. Now, just to be really clear, we’re not talking about one-to-one coaching for each of those 10,000 people. It’s about utilizing the five steps that coaching brings to the table to influence and change the entire organization. You’re going to want to use the coach approach for situations like significant changes and strategies and corporate direction, reorganizations, and restructuring, when you’re the new leader, during mergers and acquisitions, or when a company’s performance is not what it used to be. Remember, the power of the coaching process, it provides clarity, accelerates development, it engages people into their future, it defines and aligns behaviors and actions, and it’s the actions that produce the new results and the new acquired outcomes. It will do the same thing as one-to-one coaching, but it’s focused on the entire organization.
Implementing a coaching approach changes,
transforms and aligns organizations.
For successful companies, this is their competitive edge. It changes company culture.
Successful organizations use coaching beyond the one-to-one and into the one-to-many. Implementing a coaching approach to changing and transforming and aligning organizations is very, very doable, and for successful companies, is their competitive edge. It changes company culture. Think of company culture as an informal set of behaviors and traditions that we no longer question but we all just use blindly. The coach approach is brilliant in unearthing these hidden behaviors and allowing the group to decide what is working and which behaviors are not working. And remember the food chain. It’s the behaviors we have that culminate in a set of actions, and it’s those actions that drive results. Change the behavior, you change the results. Coaching is all about organizational results.
Managing a Big Change in a Large Organization.
Sofia is a veteran in the field of medical devices. She has spent a lot of time leading different verticals within a leading multinational corporation for the last 29 years. As part of the finance domain which reported to her, she oversaw a large successful change process within the unit. She has now been promoted to head a different vertical from the business. In this conversation she reflects on her learnings, and what she would advise anyone who is attempting to make big change happen in large organizations.