Evolution through Coaching
Strategy. Adapting. Change. Performance.
I expect you are familiar with the saying "a problem shared is a problem halved". It works because talking about your problems makes them seem less overwhelming, and new ways forward occur to you. It is even more effective when you share with your coach, when a problem is more easily turned into a goal with options and solutions and you will find new ways forward - changing problems into success.
Success for Dr Sue Mitchell of Aeona Coaching, is all about supporting her clients to succeed. Success for her clients comes in many forms, including
- a new Chief Executive discovering what legacy she wants as a leader now she's reached the top of her career and how she will do this;
- a start-up business owner clarifying how he will set up his business and satisfy his clients;
- a director achieving a successful succession plan and exit strategy;
- a manager regaining her self-confidence and achieving a permanent promotion;
- a team leader brought in at the last minute changing team members' attitude from hostility to engagement.
In this last example, Jenny wanted coaching to help her be successful in her new post. She had been brought in to lead the team at a late stage, as it was not seen to be working well to date and she had been successful at leading her team in systems. She was four days into the job and recognised the team she had taken on was a little hostile. Morale was low, she discovered the change in leader came as a shock to team members who had not been informed and she was very much out of her comfort zone. She could see that her style was different to the previous team leader's style and it wasn't working. She needed to find a new strategy that would work for her and quickly! She had "no time to mess up. No practise time."
Our coaching conversations started around identifying what she wanted to achieve – engage her team and recognise how to approach the situation to inspire the team to deliver their best. Together we explored how she could do this in a way that she felt she could achieve and that would still be true to her own values. She was concerned to find a way forward that she could sustain and where she felt in control of the process. Her solution included three important components that contributed to her success to remove resistance, raise morale and encourage the team members to pull together.
- Change the way she communicates with the team.
- Be more visible.
- Be more available to listen to team members.
She set up some informal meetings where part of the agenda was a section called "over to you" where team members could raise issues, questions, concerns and new ideas. She instigated an open door policy and was out on the shop floor more often where team members could see and talk with her. They could see she was listening and responding to their needs. She realised they wanted "more ownership of their jobs" and gave it to them, which encouraged them to be more involved. Team members no longer "hid away" but came forward.
Jenny said "I enjoyed working with Sue very much. Her support, challenge and stimulation through the coaching process helped me break down my insecurities and grow my confidence." Jenny said this had a big part to play in her successful implementation of a new strategy that she had developed herself but which she found stretching.
This article was written for the MELCC magazine.
"Whether you believe you can do a thing or not, you are right." Henry Ford
If you want to achieve more, make changes in your life and be more successful,
Contact Aeona today for a no obligation chat about our group coaching, 1:1 coaching or training.
Tel: 0845 6436 084
Mobile: 07809 672859
Evolution: (noun) A gradual development. An exercise carried out in accordance with a procedure or plan.
Evolution through Coaching: Improved performance and desired changes achieved using a strategy to adapt people's attitudes, behaviours and actions.