As a Change Practitioner, your clients look to you for answers. (But should you be asking questions instead?)
You carry your “change toolkit” with you every day. It may include methodologies, assessment instruments and interview guides, white papers, research reports, articles, and even videos. You may have one or more certifications.
Despite all this, you have experienced the “finger of blame” pointed at you and/or your change team when a change goes wrong. While it can happen because your counsel was flawed – we all make mistakes – it is also likely that blame comes your way when a sponsor fails to heed your best advice.
The one tool that is missing from most change practitioners’ toolkits, and one that can help you step back from the “finger of blame,” is coaching. When done well, coaching results in your client owning the answer, and knowing that they do.
Claim Your Access to this Change Management Practitioner’s Guide that Helps You:
- Understand the difference between “therapy”, “consulting”, and “coaching” in the change management sphere
- Learn why coaching is more effective than consulting in certain situations
- Develop a Change Management definition of coaching – knowing that coaches have questions, not answers
- Recognize the importance of holding positive intent in your coaching role
- Recognize the consequences of NOT developing your coaching skills
- Recognize opportunities where you CAN exercise coaching skills
- Make use of the Change Management Coaching Quick Reference Sheet included with this guide