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In the first of a three-part series on change management, we addressed how to deal with resistance to change.
Many of our global clients experienced positive organizational and operational shifts in 2012.
Today’s major change efforts in organizations require that site leadership teams communicate the business case for change, engage employees, create awareness, foster understanding and generate organization-wide support for a company’s projects and cultural transformational initiatives. Part of this new heightened awareness comes from the realization that sending people to change management training isn’t enough. To give your coaching program the greatest chance of success, do your homework to see what needs to happen so that the leadership team approves of the program and moves forward.
Coaches allow coachees to go through a process of self-discovery and own their action plans. Coaches provide recognition when coachees make progress and help problem solve when there isn’t progress.
The four elements of the GROW model, as outlined in Table 1, expand the awareness regarding a situation and determine the concrete action(s) that will help coachees enhance their interpersonal interactions and communication effectiveness with their teams and direct reports. In any change management environment where coaching is a strategy and a technique, strong facilitation skills are a necessary part of the tool kit that coaches will use frequently. Reflective listening watches for the feelings behind what is said and identifies those feelings so the coachee can confirm that the coach understood the meaning. The open-ended question: This type of question begins with what, why, where, when, or how and can’t be answered yes or no. The direct question: Direct questions help get more information from coachees who have already responded. Make coaching an integral part of your change management process, develop coaching skills, cascade the process from managers to their direct reports and harvest the benefits of more engaged and effective leadership and management, and a more engaged and effective employee workforce. The Sinclair Group Coaching for Success program provides our global clients with a workable platform to train leaders how to coach. Slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising.
GOAL• Establish the Goal:• First, with your team member, you must define and agree the GOAL or outcome to be achieved.
REALITY• Examine the REALITY:• Ask your team member to describe the REALITY of the situation under discussion.
OPTIONS• Explore the OPTIONS:• Once you and your team member have explored the REALITY, its time to explore what OPTIONS are possible. Visual questions are a means of helping the coachee increase their self-awareness by responding to a specific question with the help of a picture. Many coaches pursue coach training so they can serve as a coach within their current organization, but after completing their training they are not sure how to introduce their new capabilities to the organization. This series of four articles is based on a Mission Coaches Network teleconference with guest speaker Ruth Maxwell.
12 awful fitness coaching techniques that could be hurting your clients.Plus ways to turn awful coaching into awesome coaching. That if we can “convince” people of the awfulness of their current lifestyle—that what they eat, how they move (or don’t), and what they look like is all wrong—they’ll finally get the memo, and change. Unfortunately, because it’s so ingrained, many coaches have already been schooled in this method.
Try these awfulness-based methods, and you’ll probably end up with clients who are more anxious, stressed and overwhelmed than ever.
But because we’ve been conditioned to think that workouts need to be scary do-or-die situations, this style can almost feel too easy.

You’ll probably think that some of these awesomeness-based techniques are woo-woo or “too touchy-feely”.
If you’re a fan of awfulness-based coaching, ask yourself how well it’s working for you to always feel like you have to “motivate” sluggish clients. If you’d like to take your coaching to the next level—and develop into the best possible trainer and fitness professional—consider working with us.
Our next Precision Nutrition Level 1 Certification group kicks off shortly and is designed to teach fitness, strength, nutrition, and health professionals how to be awesome coaches and help clients get in the best shape of their lives. Since we only take a limited number of students, and since the program sells out every time, I strongly recommend you add your name to our presale list below.
If you're interested in the Precision Nutrition Level 1 Certification, we strongly recommend you join the presale list below.We'll send you more info about the program, and give you the chance to register 24 hours before everyone else. Here we show how to align organizational change management and coaching, a critical driver in successful change programs. Because of this, companies now focus more on finding efficient ways to increase profits, lower costs, improve processes and enhance alignment between project initiatives and the management of change. What is required, in addition to change management training, is the development of an ongoing coaching program.
It’s useful for coaches to think about this framework for managing the coaching process and ensuring that they stay on track, especially when they start coaching. The following question types prove helpful in encouraging coachees to engage fully during coaching sessions. For example, “Jill, was there anything in the action plan we developed together last time that you’re not confident about?” “Okay, that’s good to hear.
For example, “Marvin, yesterday in the meeting when the team was discussing the accident, I observed you not involving several people from the third shift in the discussion. Fostering a coaching environment under the right organizational climate to make it successful is like watering your garden.
Help your team member generate as many good OPTIONS as possible, and discuss these.• By all means, offer your own suggestions. As Marriage Coaches we regularly prescribe them for couples struggling with emotional and physical intimacy. The couple to be coached is satisfied with their understanding of the process, and they think it might be helpful. You can be a good trainer and still have adopted at least one or two of these tactics without even realizing it.
If pursuing a universal mathematical standard of perfection was good enough for the ancient Greeks, it’s good enough for you. Just like you should speak louder and slower at someone who doesn’t understand English, you should make yelling part of your repertoire. If clients don’t do well, make a frowny face and let them know you are taking away your love and acceptance. Look for evidence that clients are building skills and doing the daily actions that truly matter.
You’ll get such good results you might have trouble finding the time to schedule all your clients. Because it’s friendly and accommodating—and most importantly because it supports a steady, step-by-step process towards skill development—it feels magical. You’ll probably think that focusing “too much” on what’s already working, or client strengths, may be “ignoring problems”.
Next time you’re with a client, try swapping out one of the awfulness-based techniques for an awesome one.

How does your client respond to the “awesome” technique compared to the “awfulness-based” one? We also explore the process of creating the right climate for organizational coaching and a coaching model. Align coaching program objectives with organizational values or behaviors that you want coachees to model. Develop a coaching resource guide, coaching action planning workbook and coaching tool kit to share with the coachee. If you don’t water it, feed it with care and harvest it when it blooms fully, the plants will never reach their full potential. Working with key leadership teams as part of our operational improvement practice, we empower leaders and managers through a change management-structured journey and teach coaching skills that support and foster project sustainability. Remember that silence is valuable thinking time: You dont always have to fill silence with the next question. Because, when your go-to fitness coaching techniques kill progress, it’s time to try some different methods. Whether it’s an 82-year-old grandparent or an 18-year-old gridiron god, it’s all the same client.
Marathon sets of burpees, verbal abuse, or humiliation in front of the popular kids… as the Spanish Inquisitors knew, the choices for pain are endless.
Instead, focus on helping your client exceed their own limits, and become their “best self”.
They receive feedback on how they interact with others and learn how to apply critical organizational behavior techniques. These invaluable resources to the coachees also provide a support system for them to use with their direct reports. Table 2 outlines how body language through simple gestures can affect how the coachee perceives the coach.
What about a teacher or coach who believed in you, encouraged you, and involved you in your own progress? 17-19   Reader Survey Complete our one-minute reader survey and you could win John Kotter’s "Leading Change". Without it, defensiveness may occur and people will view the coaching process as a witch hunt to find out what people are doing wrong and coach them into doing it right.
This would include a questionnaire on which coachees rate themselves using this scale: 1 = always, 2 = frequently, 3 = sometimes, 4 = occasionally and 5 = never. If clients please you, shower them with adoration, but make sure it’s clear: you could be displeased again at any moment.
Shift their focus to getting that reward instead of mastering the skills or understanding the process they need to get there. People learn and perform best when they have a fire under their ass, especially if that fire is a raging napalm inferno full of angry flaming killer bees.
Call out victories, successes, and progress wherever you see them, no matter how small those things are.

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