Coaching Through Change Video

[Presenter] In business, there's no time to sit still. The constant influx of new tech and ways of working means that change is always around the corner. And just as an organization needs to adapt, so, too, does its people.

But for some, it can feel as if change is happening to them, threatening not only the status quo, but also their career prospects. Coaching your people through change will help to challenge these negative perceptions, and build a more resilient and positive team.

Follow these handy tips and examples to learn how you can coach your team to embrace change.

Not everyone will react the same way to change depending on the size, type and stage of change that they're going through. Even seemingly small changes like adopting new software might upset some people. Others may be enthusiastic at first, but then become frustrated as time goes on.

Change can be scary, and it may take some people more time to come to terms with it than others. Don't get frustrated. Instead, use the change curve   to track their reactions through the stages of shock, anger, acceptance, and, eventually, commitment.

It's easy to feel blindsided by these kinds of situations, particularly by major transformational changes like company buyouts. Explain why change is necessary and emphasize the benefits it will bring. Consider how this news will be received and tailor your messaging to ensure that everyone feels seen and valued.

Now, let's put these lessons into practice. Imagine you've just announced that your organization is adopting a brand-new software platform. You're confident you've delivered the message clearly. However, you notice some team members are annoyed, so you check in with each of them later in the day. Let's see how you could handle one of those conversations:

Coach: So I sensed you might not have been too pleased about the announcement. Do you want to chat about it?

Coachee: I don't know. I guess I'm used to it at this point. Every year there's changes for change's sake. I don't see how some new software's gonna magically fix everything.

Coach: Well, it might not fix everything, but it should help us to work better as a team.

Coachee: That's easy for you to say. You're not the one that's got to learn a new platform on top of your existing workload.

Coach: I get that you've got a lot on at the moment, so maybe I could go over the new software with you or we could look at reducing your workload together. That way, you can get up to speed quicker.

Coachee: Yeah, that could work.

Coach: Is there anything else that's worrying you?

Coachee: I suppose I don't feel like it's been taken into consideration the impact on me, or that my opinion matters, or that I'm being listened to.

Coach: Oh, I'm sorry you feel that way. I guarantee you, no one wants anyone to feel ignored. Moving forward, how can we demonstrate this better? We really value your opinion and we want to make sure everyone's on board with this. What if we set up a weekly check-in to make sure you're okay, and maybe I can arrange for you to come to the next operations meeting to share your insights? How does that sound?

Coachee: Yeah, that would help a lot. That'd be great. Thanks.

[Presenter] It may seem like there's a way to go to resolve this situation, but coaching is a process. Take opportunities to discuss your team members' concerns without pushing an agenda. Open and trustworthy lines of communication are crucial to guiding your people through change.

To learn more about coaching through change, check out the article   that accompanies this video.