If you haven't read Part 1 of this series, I encourage you to do so.
As we continue to debunk change management, here are two key points from Part 1:
- Individual and group coaching is essential for successful change management.
- At the heart of change management is changing behaviors... and I'll add... changing - even slightly shifting - all that precedes behavior change - thinking, feelings, and decisions.
When we look at all that is asked of leaders and managers these days such as change management, talent management, and results management, I like to offer an encouraging thought. Change management is in fact many other managements.
When done strategically, it is also talent management and results management. And therein lies the beauty and tremendous benefit of becoming a skilled strategic leader and coach.
If change is for the good - that is, gets an improved result - it's probably simultaneously cultivating a skill within the "human resources" of your team. Additionally, the intent of change management is to produce better outcomes, which means change management is also simultaneously results management.
This is super encouraging that the thought of "change management' which can seem so daunting, can also be seen so simply while having such a meaningful, important effect.
So, thoughtful strategic planning and execution via skilled coaching is truly effective leadership & management. In distinct leader terms, we call that "the complete leader".
- I have a Change Management Chart - that you can download. It serves as a roadmap to follow.
- If you feel understanding change management & how to successfully execute it is something your leaders could use - book a virtual Lunch & Learn or you can plug this learning burst into your next staff meeting - click here.
- If you or your team need to boost their coaching knowledge and skills - book the virtual Lunch & Learn - Leader As Coach - Using the Self-Persuasion Model - use the link in #2.
Or just email me to schedule a quick chat: firstname.lastname@example.org