Evolution through Coaching
Strategy. Adapting. Change. Performance.
BRIDGE THE GAP BETWEEN PERFORMANCE AND POTENTIAL
Also see: Why use coaching at work?
1. Create a compelling purpose and vision for the organisation and your "roadmap" to get there.
When you know where you are going, the journey is a lot smoother, less stressful and more effective and efficient. When leaders and team members are involved in creating the vision, they feel more ownership and responsibility towards making it happen.
2. Develop excellent strong purposeful leadership to carry the organisation forward in alignment with the purpose and vision.
The skills and attributes that leaders need for success can be gained and enhanced through coaching and include:
- Positive attitude combined with can-do attitude, optimism and a solution-focused and balanced approach not blind to harsh realities.
- A strong purposeful approach. Drive, resilience, tenacity, discipline, commitment and initiative are all essential to overcome obstacles and recognise and make the most of opportunities.
- Ability to adapt and develop innovative solutions quickly. Innovation, flexibility, creativity, problem solving, and pragmatism. Ability to respond to new and unforeseen challenges in a positive way.
- People management and communication skills.
- Financial management skills.
- Ability to maintain effective relationships – within and without the organisation.
Coaching is a form of active learning, which integrates personal and organisational needs.
It helps leaders see the range of options available to them rather than merely reacting to events, to adapt to new responsibilities, build on strengths, reduce destructive behaviours, enhance teamwork and support organisational change.
3. Increase performance through engaging your staff so they are working in alignment with your purpose and vision.
Engaged people go above and beyond their job descriptions to get things done. They're committed to the organization's success, and they're willing to do what's necessary to reach goals.
Coaching involves getting people to focus on what they're doing and identify their limiting beliefs. It encourages people to work outside of their comfort zone and to reach higher levels of performance. Coaching positions the organisation culturally as a place where people want to work hard for the future not just for today.
Build a people-focused workplace, that recognises your people genuinely are your most important resource. Meet people's expectations. Provide a great work environment. Do all this and you will reach a level of full engagement.
4. First 100 days: Improve success of newly promoted managers and leaders and maximise your investment.
- Are you recruiting a new manager or executive into your organisation?
- Are you promoting an internal member of staff?
- Are they shifting role or inexperienced at this new level?
- Do you want to ensure they are "up and running" as soon as possible?
- Do you want them to introduce change?
- Do you want to maximise your investment in this recruitment or promotion?
Leaders benefit from active support in thinking through the behavioural changes required to ensure they are effective, and are seen to be effective, in the new role; how to form effective relationships at this level and how to navigate a series of highly complex transitions. Without this support, typically 40% - 50% of newly hired or promoted leaders and senior managers leave, fail, or don't meet expectations within the first year on the job.
Coaching is an ideal way to create the "thinking spaces" new leaders need to step back from day to day operational pressures and work out what is important to them and what they need to focus on.
Stress, often caused by poor communication and the resulting conflict, is increasing in the work place. Stress causes a major drain on resources in terms of absenteeism, poor performance, sickness and staff turnover.
The 2007/08 Labour Force Survey (LFS) reported by the HSE (Health and Safety Executive, UK government), estimated that work-related stress, depression or anxiety affected 442 000 people who had worked in the last 12 months, with a corresponding estimated 13.5 million lost working days. Source: http://www.hse.gov.uk/statistics/causdis/stress/index.htm
Change, ranging from small changes in process, change in direction, to re-organising departments and mergers, is a major cause of stress and also conflict. Most people will mention conflict as a consequence of change, although specific personal and organisational consequences of change are hard to pin down.
Coaching is a real-time tool that supports people during periods of stress and change, specifically enabling them to deal with issues at hand, to be clearer about their own thought processes and the impact of their behaviours, to maintain focus and to make better decisions in alignment with the overall (possibly new) goals.
The time for coaching is during the period of change, where you can reap the most benefit from resolving issues and finding positive solutions more effectively and quicker. Many managers seem to regard coaching as training, taking people away from their work "for a day or half day out" at the time they can least afford to lose them. These managers say they don't have time for coaching. Wise managers know that, on the contrary, by supporting people to make the right decisions sooner and with less stress, coaching helps staff create more time to work productively and effectively during a period of change, creating a positive and constructive environment for all.
The cost of stress, poor communication and conflict ranges from bad decisions, to wasted or lost productivity and time lost through poor health. However, the cost of conflict is not listed in company budgets as an expense item! Coaching is ideal to support people to resolve conflict, to raise awareness of different perspectives and find solutions that bring desired results. Using coaching to resolve conflicts at an early stage, or preferably to prevent damaging conflict situations from arising, saves organisations the huge costs of litigation incurred when conflicting parties turn to the courts to have their story heard.
Achieve more, make changes and be more successful:
Contact Aeona today for a no obligation, confidential discussion.
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.