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Transforming managers and leaders: coaching for change
The ability to manage and adapt to change is frequently cited as the single most important challenge facing managers and leaders. In her article published by Training Zone (February, 2006), Aparna Uberoy explores some of the reasons why many development initiatives seem to deliver only partial success.
Getting managers to step up a gear and take action to change is particularly challenging. After all, changing habits of a lifetime isn't easy and personal development objectives can appear rather like New Year's resolutions:
- All fired up at the start but tend to peter out by February
- Usually address a known 'weakness'
- Typically the person has made several failed attempts in the past
- Rely solely on will power and good intent
- Reviewed once a year.
Aparna outlines how one-to-one coaching, using a 'head, heart and hands' approach can be used to deliver long-term, sustainable change. Psychological techniques in particular can greatly amplify the benefits here, helping managers to:
- Make a personal connection to the organisation's goals and objectives
- Pinpoint motivators and de-motivators during change
- Step outside of current situations and view challenges with greater objectivity and insight
- Learn to replace ineffective behaviours with successful ones
- Develop a plan for ongoing support, feedback and skills training to make changes last.
