“Mentoring is a brain to pick, an ear to listen, and a push in the right direction.”
– John Crosby
Organizations evolve while responding to the fast-moving external business environment, economies, and technological advancement. This means that processes, systems, and strategies must continuously change to remain competitive. But how do you prepare people for business transformation?”
Change Management Coaching and Mentoring for Business Transformation
The roles of sports coaches are similar to the role of leaders, supervisors, and managers within an organization. In modern successful organizations, leaders play the role of coach and mentor more than the role of commanding and controlling. They aim for business transformation through employee development by removing obstacles, leveraging and developing strengths, and sharing information.
More importantly, these leaders help employees transition through constant change, which comes in many shapes and forms, from continuous improvement initiatives and mergers to technological upgrades and leadership change. Organizations that transition successfully through change realize that every employee, from the executive body to the reception desk, have different job descriptions.
Hence, they need effective Change Management coaching and mentoring as they progress through business transformation. Change occurs on an individual level and involves developing a new mindset and thinking process when performing daily activities. Successful transformation results from several individuals and departments transitioning from their current behavior or strategies to their future ones..
Change Management coaching and mentoring won’t be effective without employee involvement in the change process. By encouraging participation and incentivizing opportunities, you’re paving the way for engagement and ownership. Together with leaders, employees share the desire to be winners and understand the need for business transformation and what’s in it for them.
Coaching and mentoring employees through change encompasses different activities like:
- Explaining why the change is necessary.
- Communicating the benefits of supporting the change.
- Clarifying and quantifying performance expectations.
- Providing training and allocating resources.
- Managing expectations and addressing resistance.
Just like professional athletes, employees need involvement, inspiration, support, and reassurance of their development and performance. Here are three simple steps you can take when coaching and mentoring employees:
1. Communicate the Business Need for Change
Communicate with employees individually the business need for change and give them a vision of the future and the benefits of getting on board. Walk them through the specific role changes and how these roles will impact business transformation. Lastly, keep an open channel at all times to answer questions, address concerns, and collect feedback.
2. Involve Employees in the Business Transformation Process
Allow employees to get on board the change wagon and include them in strategic and operational planning. Foster leadership by allocating responsibility to employees to train other employees.
3. Coach and Mentor Employees Throughout the Change Process
Demonstrate the change you want to see in your employees by providing an environment for sharing, learning, and continuous improvement. More importantly, develop action plans and checkpoints to provide feedback and evaluate performance.
At ProClipse Consulting, we help organizations transform themselves and find their true potential. Change Management coaching and mentoring have become an essential practice in leading organizations. These companies are often the quickest to adjust to evolving consumer behavior and adapt to new technology and business practices.
If you want to do the same and transform your business to prepare it for the future, get in touch today.