During times of organisational growth or transformation, the changes that are needed, while exciting, can also be challenging. Many teams excel at mastering new skills or adopting new structures, but there are times when individuals struggle to fully embrace the shift. That’s where coaching comes in.
Coaching as part of the organisation development (OD) process
In my work, I typically focus on facilitating and supporting the team as a whole to organise and structure the way they work together. This is often about clarifying roles, ensuring accountability, and fostering a collaborative environment. But sometimes, the best way forward for individuals within a team is to take a step back and focus on them as individuals.
Coaching sessions allow for a more personalised approach. Whether it’s shifting attitudes, tackling resistance, or managing the uncertainty that change brings, coaching provides space and support for individuals to work through their concerns at their own pace. This can often be the key to unlocking the full potential of the team as a whole.
Why coaching?
In organisations going through change, some people may find it harder to adopt new processes, mindsets, or behaviours. It’s completely normal for people to hit blocks, whether due to old habits, uncertainty about the new way of working, or concerns about their role in the evolving organisation.
Coaching offers the personalised support and guidance needed to break through these barriers. It’s less about imparting new skills and more about providing tailored support, helping individuals realign their thinking, shift their mindset, and build confidence in adopting the changes.
How coaching supports the change process
When an organisation is growing rapidly, teams undergo change, especially in areas of leadership, accountability, or new ways of working. This gives rise to the need for:
- mindset shift – the way employees view their roles and responsibilities must evolve as the company grows. Coaching helps people see the bigger picture and feel more comfortable stepping into new, more strategic roles.
- acceptance of change – some people can find it difficult to embrace new ways of working due to a fear of failure, a lack of confidence, or ingrained habits.
- adopting new skills – even with the right training, some people struggle to integrate new skills into their work. Coaching offers the individual attention needed to bridge that gap.
- Increased confidence – coaching helps individuals build their confidence as they adapt to new roles, expectations, and ways of working.
- sustained change – when people understand why change is necessary and are supported through the mental and emotional challenges of that transition, the change becomes more sustainable in the long term.
How we work with coaches
While I’m highly experienced in guiding groups and teams to design effective structures and systems for growth, there are times when a deeper level of support is needed. In these instances, I collaborate with expert coaches who specialise in one-on-one sessions. Together, we provide a well-rounded approach: I work with the team(s) on the structural and team-oriented elements of change, while the coach supports the individual in building resilience, shifting mindset, and overcoming personal barriers to change. This dual approach, we believe, is the essential catalyst for sustained growth and development.
Ready to embrace change?
If you’re ready to support your team through the challenges of change, we’re here to help. Together, we’ll ensure your business is not just structured for growth, but that you and your team members are ready and equipped to thrive in that growth.