Why Is It Critical for Leaders and Managers to Be Successful at Organizational Change? Answer: Because It’s Their Job
Significant business development occurs, for example, when a business changes its overall strategy for success, adds or removes a major section or practice, and/or wants to change the very nature by which it operates. It also occurs when a business or organization evolves through various life cycles, just like people must successfully evolve through life cycles. For businesses to develop, they often must undergo a significant change at various points in their development. That’s why the topic of business development has become widespread in communications about organizations, leadership and management.
“I make it clear to my clients from the outset that I don’t give advice and I don’t provide answers to their problems. When I explain that part of my role is to motivate them to be more self-reliant and resourceful so that they find their own solutions, they are greatly encouraged. You see some just don’t believe they have it in them to find the answers for themselves so it creates a real buzz when I tell them that it’s achievable. It’s all about self-empowerment.” – Peter
Leaders, managers, and business owners continually make efforts to accomplish successful and significant change — it’s inherent in their jobs. Some are very good at this effort (probably more than we realize), while others continually struggle and fail. That’s often the difference between people who thrive in their roles and those that get shuttled around from job to job, ultimately settling into a role where they’re frustrated and ineffective. There are many schools with educational programs about organizational development, business, leadership and management. Unfortunately, there still are not enough schools with programs that know how to analyze organizations effectively, identify critically important priorities to address (such as systemic problems or exciting visions for change) and then undertake successful and significant change to address those priorities.
Coaching for Organizational Change (COC) fills the gap by which schools and programs fail to address. COC helps leaders implement their strategic plans and provide the organizational development tools that help to build a strong foundation and leadership capacity. COC can help transform conflict into connection, restores personal and organizational resilience, helps retain talent and improves the bottom line. COC helps leaders develop skills for productive meetings that engage people’s hearts and minds, resulting in better performance, forward movement for your business and greater employee satisfaction.
“Even if you think you know all the answers based on your own experience what worked for you might not work for someone else. There are too many variables. Besides, when you start imposing your advice, knowledge, opinions and beliefs, you are doing your client a disservice. You are taking away their power. Remember that it’s your client’s journey, not yours. Focus on building their confidence and self-belief so that they can be truly self-reliant. This way, your client finds their own solutions.” – Shelley
If your business needs help to address chronic issues, then Coaching for Organizational Change is the right avenue to take and choice to make.
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