September 1, 2009 – PersonnelToday.com – Surrey, UK
Five top tips on using coaching in times of change:
Use coaching to support those who are leading the change first. “They are the ones who need to hold their focus during times of chaos, which always exists at the apex of change,” says Katherine Tulpa, chair of the Association for Coaching.
If you recruit an external coach, make sure they have a business background and understand your environment. “Coaching that does not look to business strategy is merely a message,” says François Moscovici, partner in White Water Strategies, a leadership consultancy that offers coaching.
Make sure that HR is operating as a business partner. “Work alongside the organisation in meeting change programmes,” says Annette Capper, HR director at TDG.
Use coaching methodologies (such as the GROW model) thoroughly. “They must cover the process, not merely spell it out,” says CIPD learning and development adviser John McGurk.
Be clear what success looks like. “Get agreement on where shifts need to occur that would indicate that a change has been successful,” says Tulpa. Gillian Ince, head of training, Europe, at Claire’s Accessories, adds: “Climate surveys are also a good measure, as is labour turnover.”
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