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Coaching, An Indisputable Tool to Manage Change 

Coaching- Change Management

CHANGE MANAGEMENT

The accelerated entry of technology, the interaction of multi-generations and the socio-economic changes of Puerto Rico today, promote some variables of change to which every organization, no matter its size, is exposed. If we go deeper into Puerto Rico, the variables are sharpened by a reality of the bankruptcy of the central government for the past 10 or more years, the Promesa law and the creation and established management of the Fiscal Control Board, the deterioration of primary values, the manifest risk that we see in citizen security, and the notable change of priorities and our highly politicized environment after the effect of the hurricanes of 2017.

This reality joins what organizations promote today, which is a proactive, goal-oriented  management that sustains continuous feedback with your teams, and establishes a link with your strong leadership between the firm’s talent and strategic objectives, promoting a consistency between commitment, career development and high performance.

Change management or change management presents some precepts to comply with:

  1. Have a clear vision of the change strategy, explaining where we are going and why.
  2. Align the perception of the workforce.
  3. Engage- link the mind and heart of the workforce.
  4. Provide the tools and resources needed.
  5. Maximize return on value.

The use of “One on One” coaching in each phase of a change management:

Planning, Execution, and Monitoring impacts favorably being considered, the most useful learning to alleviate the challenge represents confronting change.

It is proven by the prevalent thinking of studies and surveys carried out both by the ICF and by psychologists and the academy, that “One on One” Coaching is the key immediate result tool to successfully achieve change management Leadership is one of the critical factors that impacts the failure or success of a change management initiative. The use of collaborative activities and initiatives such as Coaching is the trend, people respond and support a task or responsibility when they feel they are involved in their creation and the coaching session it offers them to enter into that perspective and take ownership of its execution and performance. You have to go into the HUMAN condition and nature to achieve results tangible.

Furthermore, great leaders maximize the emotional intelligence of their teams thus confirming the importance of emotional intelligence in managing change. The working force must be seen as agile, adept and diligent. HOW is communicated is more important in constantly changing companies, than the ONE who communicates.

Communicating with empathy is critical and supports effective transformation since in sessions of coaching we offer the opportunity for them to discover, maximize their strengths and help each other with the implications that change means for them and their work teams. When we develop self-knowledge in people, it translates into greater commitment, inspiration and empowerment to render a better finished job.

In my experience as a Human Resources professional, being attentive and involved in the company’s strategy gives me the clear and transparent perspective of concluding that it is a fertile area that has not been potentiated.

The main objective of Change Management Coaching is to achieve the adoption of the change by management and with firm and progressive steps achieve the same effect on their peers and members of the workforce.

The objective of Change Management Coaching is based on four main imperatives:

– THE REALITY – Be clear on emotions and thoughts before the change.

– VISION – Recreate vision, connect personal and professional goals with the expected change.

– ALTERNATIVES – What are the routes of action and plans to implement, speculate, calibrate, confirm.

– ACTION – What action, or actions, are required and what commitment is required to obtain compliance dates and tasks performed.

If we notice, this scheme models similar steps as the 11 competencies of the ICF within its four key categories.

Agreement – Trust – Communication and Learning.

CONCLUSION

With a potential clientele that represents the leadership, and top and middle management of companies in the country, being my main focus and priority the leaders of Human Resources and high potentials, outstanding talent that requires retention and investment sustained.

Our work philosophy will be based on continuous learning, an opportunity to empower my limiting beliefs, and to contribute with official and ethical coaching tools for individual and collective well-being that makes a difference in Puerto Rico.

Reconnect the coachee. with its individuality by linking its execution and performance to the values ​​that distinguish it. Promote a unique and differentiating lifestyle.

 

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