Change Management & Coaching

 

 

As the transformation goes, the need for knowledge switches from market expertise to company expertise. The Change Enabler switches from consulting to coaching, moving from the following stances: teacher, mentor, facilitator and finally coach.

 

In this category of posts, find out the Kotter-Lewin combined change management model with its 3 phases and 8 steps. Learn about social influence to support change. Understand how the posture of the agile coach needs to adapt to the transformation context.

 

Discover what is coaching and what are the coach competencies! Learn about the competencies and tools to support change management that can apply at team or enterprise level, in agile or other fields: the International Coaching Federation coach competencies, how to build a trust relationship, active listening and feedback, the GROW model and the powerful questions

 

What is change management? What are the phases for an effective change?

Check out the 3 phases and 8 steps of change management inspired from John Kotter and Kurt Lewin for an effective transformation! Understand the key success factors in change. Dig out the 3 phases, unfreeze, change and refreeze combined with the 8 steps, build sense of urgency, guiding coalition, vision then share the vision, impulse change, market quick wins, accelerate change, anchor change and build continuous improvement.

 

What is influence? What is the difference with manipulation?

See how social influence is different from psychological manipulation! Dig out the influence model with its 5 dimensions: Purpose, Mastery, Autonomy, Social and Organizational Reinforcement. This influence model is inspired from Dan Pink‘s motivation factors and the book the influencer from Joseph Grenny.

 

What is an agile coach? What are the differences with a consultant?

Find out here the differences between coach, either agile or enterprise, and consultant! Understand how to make the best of coaching and consulting. Dig out the changes in stance, mindset and competence over a transformation: teacher, mentor, facilitator and finally coach.

 

What is “Training from the back of the room”?

What are the main principles of “training from the back of the room“? What is a brain-friendly training environment? What are the 4 Cs: Connections, Concepts, Concrete Practice and Conclusions?

 

What is coaching? What are the coach’s competencies?

Explore the coaching skills coming from the International Coaching Federation (ICF)! Set the frame (ethical guidelines and coaching agreement), Co-create the relationship (trust and intimacy, coach presence), Communicate effectively (active listening, powerful questions, direct communication), Facilitate learning and results (awareness, actions, goals, progress and accountability).

 

What are the 3 core coaching tools to support an agile transformation?

Discover the trust equation and how to build a trust relationship, how to listen actively and how to deliver an effective feedback! Understand for active listening how to grant attention, withhold your judgment, reflect with the person, dig the topic and at last share your ideas. Learn for feedback, how to observe facts, evaluate the effect on the person providing the feedback and suggest improvement.

 

What are the GROW Coaching Model and the Powerful questions?

Review about the 4 steps of the GROW model: Goal, Reality, Options and Wrap Up! Learn about the powerful questions and how to make them effective and solution focused!

 

How to use metaphors in coaching?

What is the meaning and definition of Metaphor? Why and how to use metaphors in coaching? What is Clean Language and what are the 12 essential questions in Clean Language? How does the Speed Boat workshop from Innovation Games use metaphor?

 

What is Solution Focus Coaching? How to apply it?

Where does Solution Focus Coaching come from? What is the overall approach? What are the Principles? What are the process and the steps in Solution Focus? How does Solution Focus change coachee’s viewing and doing? What are the main tools?

 

What are the delegated roles in meeting?

What are the principles and benefits of the delegated roles in meeting? Discover the facilitator, the time-keeper, the decision-maker, the scribe and the meta.

Open Space Technology (OST) by Harrison Owen

Open Space Technology (OST) is an approach to organize and run large group working sessions with as initial input a theme. Surely, there is no detailed agenda as participants will start the workshop by defining issues they are eager to work on. Then, the large group will split in sub-groups over the sessions planned for each issue and self-organize to think about them.

The World Café by Juanita Brown and David Isaacs

The world café, invented in 1995 by Juanita Brown and David Isaacs, is a large audience workshop organized as a conversation process between small groups. It is based on 7 principles: set the frame, create a safe & comfortable space, explore questions that matter, encourage everyone’s contribution, cross-pollinate & connect ideas, listen together for patterns & insights, and at last, harvest & share collective discoveries.

Solution Focus Coaching

Where does Solution Focus Coaching come from? What is the overall approach? What are the Principles? What are the process and the steps in Solution Focus? How does Solution Focus change coachee’s viewing and doing? What are the main tools? Find out in this post!

The Change Model

Find out here the 3 phases and 8 steps of change management inspired from John Kotter and Kurt Lewin for an effective transformation! Understand the key success factors in change. Dig out the 3 phases, unfreeze, change and refreeze combined with the 8 steps, build sense of urgency, guiding coalition, vision then share the vision, impulse change, market quick wins, accelerate change, anchor change and build continuous improvement.

Building trust, active listening and constructive feedback: 3 core tools in coaching

Trust, Feedback and Listening. Find out about the trust equation and how to build a trust relationship, how to listen actively and how to deliver an effective feedback! Understand for active listening how to grant attention, withhold your judgment, reflect with the person, dig the topic and at last share your ideas. Learn for feedback, how to observe facts, evaluate the effect on the person providing the feedback and suggest improvement.

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