WHAT ROLE DOES COACHING PLAY IN THIS?
Companies are currently facing a wide range of challenges: Dealing with the corona pandemic, increasing uncertainty, changing customer needs, digital transformation, etc. Only flexible and adaptable companies can be permanently successful under these new conditions.
WHY DO TRANSFORMATION PROCESSES FAIL?
The handling and design of such change processes is thus increasingly becoming a competitive factor for companies, considering that approx. 70% of all change projects do not achieve the expected goals! According to a study by the management consultancy McKinsey, the reasons for the low success rates of transformation projects often lie in the behavior of management or employees and thus in the corporate / leadership culture. Strategic digital transformation projects of companies, for example, are therefore always cultural, cross-hierarchical development projects.
HOW CAN TRANSFORMATION PROJECTS SUCCEED AND WHAT ROLE DOES COACHING PLAY IN THIS?
Based on our practical experience from various transformation projects, it is not the extent or the "amount" of change that makes those affected "suffer" or enter resistance or flourish, but rather the change or leadership approach in the company.
Companies that build on existing strengths and design the change process in a dialog-oriented way instead of compensating for weaknesses have a significantly higher probability of successfully implementing change projects.
NEW EXPERIENCES LEAD TO NEW IDEAS
It is clear from the explanations given that in a dynamic, volatile and therefore uncertain environment, companies are more agile and employees must continually adapt to new situations and learn new skills. Involving people on this "journey" not only through suitable participation formats in the transformation, but also by offering them appropriate coaching increases the chances of a successful transformation. The respective interlocking of the transformation approach with corresponding individual coaching formats must be designed specifically for each company. The further development of the corporate and leadership culture with a desired change in behavior ranges from executive coaching to scalable, digital coaching across several employee levels. In the coaching process it is also important to (re)discover individual strengths and release potential in order to successfully shape and "process" change and learn or establish new behaviors.
STRENGTH-ORIENTED TRANSFORMATION COACHING: THE CONCLUSION
The fact that change processes can be successful and fun at the same time can be seen if, as briefly outlined, they are designed as a strengths-based, participatory and co-creative process. Employees and relevant stakeholders such as customers, suppliers, etc. are involved right from the start.
If change is to succeed, then a holistic, strength-based and co-creative transformation approach is required, which also includes individual coaching. This coaching can help to overcome any behavioral cultural resistance. This is the only way to ensure and establish sustainable transformation success.
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