Organisational change can evoke numerous emotions, and coaching is instrumental in supporting people through change.
Every person involved in a change process has their own mental models that influence their perception of what is occurring and the effect it has on themselves and others. An example of this is someone who has previously experienced change brought-about through means of "Divide and Conquer" may fear that this is the way change occurs elsewhere. Coaching is a means of assisting people to unpack how change is effecting them and consider alternative means of managing their responses. It develops their emotional intelligence, so they are better equiped to manage themselves in a way that leaves them empowered. Jordan, Ashkanasy, Härtel, and Hooper (2002) demonstrated that coaching can improve the effectiveness of low emotional intelligence teams so that their performance is functionally identical to that of high emotional intelligence teams.
Change is a constant in today's work environment. As people let-go of habits, structures, systems and ways of being they go through different phases and emotions. The diagram below outlines the different phases people can move through and the emotions they may experience.
To gain optimal traction through change, leaders need to bring people along with them. This means understanding where people are 'at' and moving them forward in a way that both acknowledges and enables them. Coaching is a vital part of this process.
How are you supporting the people you lead to not only make the change; but to embrace it?