Often resistance to change is just the lack of clarity.
Taking the time to be clear on what the goal or end of the process will look like and defining with clarity what is expected can be enough to move people and yourself into action.
Occasionally I create a Team-Building program agenda that is good enough to share. Below is the Day-1 ‘Kick-off’ program to 4 months of work I will be doing with an IT Leadership Team. The kick-off is meant to be fun and informative, plus allow me to determine specific areas and strengths that I can offer to the Directors over the next 4 months in coaching and consulting meetings.
Solution-Focused – executive, management and team coaching is all about pragmatic applications.
In preparation for a kick-off meeting, beginning almost 24 months of work, with a new organization I used the SOLVED method to determine how to make the meeting better.
In other words…with the right organizational circumstances where a person who is competent in their role with leadership accountability, people progress together; the progression together touches the deep-seated value for social cohesion.
Continually I see ideas hap-hazardly put into organizational practice and managerial-leadership ONLY making matters worse. Leading to Executives, Human Resources and team leaders grasping at the ‘Next Thing’ in order to cut the down on the felt mounting bureaucracy and dis-trust within the organization and team.
Sometimes coaching is forced on an employee by their manager because they are having a tough time with a new position or their existing manager just does not know what to-do, and many other reasons.
Okay, when that happens what do you do as an executive coach?
Any manager has the ability to make work a joy or miserable. If your manager is great perhaps you are on a project team and that project manager has the ability to make you feel great and want to do more or make you want to stop everything and do as little as possible.
This is an important concept in the world of organization development, teams, and managerial-leadership…Understanding how different people view rules and managements role in the rules informs our work ethic and idea of control over our work.
Leadership is being competent in doing your work. Leadership is establishing a team that follows the vision and work enthusiastically and cooperatively.
If you are NOT COMPETENT in your work…no-one will see you as a ‘good-leader’. This happens wherever you may fall in the managerial hierarchy.
We think that “deep” responses come from “deep” questions, not true. Responses can be at the proper depth that the person answering the question feels is necessary, it has very little to do with the question.