alyssa
Uploaded by
6 SLIDES
245 VUES
70LIKES

Coaching Through Change: Utilizing the Change Curve for Effective Transition Support

DESCRIPTION

This coaching framework leverages the Change Curve model to guide individuals and teams through periods of change. It explores emotional responses such as shock, fear, anger, and confidence as clients progress. By identifying their current phase on the Change Curve, coaches can provide tailored support and reassurance. Techniques like deep listening, effective questioning, and profiling are employed to foster understanding and collaboration. This approach is essential for leaders managing change, helping them navigate challenges and achieve successful outcomes.

1 / 6

Télécharger la présentation

Coaching Through Change: Utilizing the Change Curve for Effective Transition Support

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Coaching using the Change Curve Louise Parry

  2. Information/ Communication Emotional support Guidance/ Direction

  3. Key uses of the Change Curve in Coaching • Helping to dealing with change: • Supporting individual through change; helping to come to terms with change; identify where they are on the change curve & use of tool to support transition through (transition coaching) • Supporting individual or team understand where their team members or others are on the change curve/how others are dealing with change (transition/team coaching) • Helping an individual lead or manage a business and/or others through change (Leadership/Executive coaching)

  4. Coaching through Phases 1-2 Typical feelings/responses Coaching interventions Deep listening Open/cornerstone & QAQA questioning techniques Transactional analysis– Adult:Adult; Parent:Child explain model to help individual understand feelings Supporting individual to identify where they think they are on the change curve Guidance/reassurance - understand type to ensure effective communication (MBTI) Helping to deal with anger • Shock • Fear • Crying • “I’m fine” • Initial relief • “They’ll change their minds when they see sense.” • “I’ll be fine” • “This won’t / can’t last.” • “I can keep going as I was

  5. Coaching through Phases 3-4 Typical Feelings/Responses Coaching interventions Clarifying end goal Listening; giving space for individual to express feelings Adult:Adult Seek commitment to options/way forward Effective questioning QAQA Use of additional tools such as profiling to give client feedback Ensuring future focus’ & bigger picture (cornerstone questioning) Information on the change curve model • Anger • Bitterness • Betrayal • Fear • Worry • Scepticism • Suspicion • Exaggeration of stories • Self-doubt • Feeling down and depressed • Disruptive activity • Drop in performance levels

  6. Coaching through Phases 5-7 Typical feelings/responses Coaching interventions Focus on building confidence Reflect on progress; ensure review/reframe and build on previous coaching sessions Exploring the level of will to undertake options agreed Review and check understanding Continued coaching to build on successes achieved and to ensure don’t return to earlier stage(s) Supporting over final obstacles – signposting Career coaching/direction & guidance • Insecure • Fear of others being better • Unsure • Accepting it but not liking it. • Putting up barriers. • Getting there • Starting to see the benefits come through • Growing in confidence • Forward thinking • Making the change work

More Related