Businesses today face countless challenges both externally and internally. The way they identify these challenges, face them and bring them under control can be the difference between success or failure. While a company cannot control most external challenges, internal challenges can present a company’s opportunity to revitalize, inspire, and stimulate both staff and the organization itself.
If the Fourth Industrial Revolution is synonymous with the Digital Age, you will recognize buzz words or phrases such as “taking the robots out of humans”, “future of work”, “displacement of jobs by automation technologies”, all of which are contributing to a major public concern globally.
As we move into the disruption and uncertainty of the Fourth Industrial Revolution, we apply our PASSION methodology to support our clients through organizational change. Built on the power of coaching conversations and facilitation, it starts with a fundamental shift from a ‘victim’ mindset to one of self-responsibility and empowerment.
The question is: How do companies capture these opportunities and use them to their advantage?
Many organizations have realized that coaching promotes creativity and resilience and can promote a quantum leap in performance. This gives organizations a competitive edge, especially in an environment of continuous change. These companies have identified coaching as a critical leadership and management competency and have included coaching in their management and leadership development. Although it was once used as an intervention with troubled staff, coaching is now part of the standard leadership development.
In some cases, coaching is still geared towards correcting management behavioral problems such as poor communication skills, failure to develop subordinates, or indecisiveness. More often, however, it is used to sharpen the leadership skills of individuals with high potential. Coaching can also help ensure success or decrease the failure rate of newly promoted managers.
As coaches, we work with business leaders to visualize and articulate a change vision, including listening and connecting with diverse personalities. Coaching conversations can be facilitated to create a safe space for respectful candour and staying solutions-focused.
In adopting a systemic approach to organizational change, it is important to engage all organisation levels by surfacing employees’ unheard views and aspirations to coaching operational or functional managers to overcome their own inertia to change so they will play key roles as change agents.
On Being Human
Adopting coaching as a mindset, capability and practice can profoundly impact how we manage ourselves and interact with others.
Clarity and Framing
In the vast ocean of data collected, the clarity to see the forest from the trees, harvest insights, and glean what is most pertinent, considering the complexity of exceptions, dynamic conditions, circumstances, and consequences. Coaching is a valuable tool to help analysts think before acting.
Imagination and Creativity
Beyond advanced techniques and technologies, coaching helps unlock the human ability to imagine and create, drawing inspiration from expanded possibilities from new, unrelated areas.
Aspiration and Will
Finally, coaching enables leaders to act, take self-responsibility, direct resources, rally teams and design actions to build a sustainable future for our children and the continued evolution of humanity.
Link to the article where it originally featured – https://www.linkedin.com/pulse/coaching-digital-age-gauri-kacherikar/