top of page


In an important study conducted in 2016 by the HCI, almost 80 percent of leaders said their organization was in “a constant state of change.” Episodic or ongoing initiatives prove challenging, with an even greater percentage of organizations – 85% – reporting that they were unsuccessful in their change management efforts within the last two years. Change, so present in the modern workplace, also remains a significant challenge to navigate effectively. So, you are an executive and you are busy with driving the organization in a new direction? Maybe you are very busy with all these, simultaneously:

-leadership re-alignment,

- assessments,

-strategy design,

-design infrastructure and plans,

-stakeholder engagement,

-involvement programs,

-changing Vision,

-look to create place for innovation,

-develop the Agents of Change? 

Looks many targets in the same time....Yes. You feel that your team is still struggling with the old patterns of action? You feel that many of the previous tools that brought you succes are not serving the present and future expected succes?

Let's think about how the top leaders were fighting 300 years ago: with a full suit of armour weighed from 20 to 25 kilograms - distributed evenly over the body . The greatest threat remained heat exhaustion from fighting in hot weather as ventilation was poor. In addition, armour was still not capable of stopping such arrows as the bodkin with a long head and no barbs.  Hard times, no?

Maybe you could use this metaphore to ask yourself new questions about the newest tools, 'guns and shields' that you are using in your 'battles' now. The classic are still good, yeah, but most of them are too havy. And between contemporary 'worriors', in the business world, the difference is made by the fine, even invisible tools. Coaching is one of them.

Change initiatives fail for numerous reasons. They include resistance from skeptical, detached and fearful employees, lack of cohesion of the management team, insufficient training, and often, weak comunication. Leaders need to communicate clearly during all stages of change, including planning and implementation.

The Impact of Coaching; this invisible new tool that every change management process needs:

Integrating coaching at every stage of a change initiative, including planning, executing and sustaining, can enhance employee readiness and resilience. Coaching, as defined by the International Coach Federation (ICF), is partnering with someone in a thought-provoking and creative process that inspires them to maximize their personal and professional potential. This partnership puts the coachee in the driver’s seat, because they are the expert in their field. ICF and HCI’s change management research revealed that coaching is one of the most helpful learning activities to ease the challenges of navigating change. While respondents cited training, e-learning and meeting with senior leaders as the learning activities their organizations used most frequently, coaching activities, including one-on-one and group coaching, were rated as the most beneficial for companies in achieving their change management goals.

So, even some old tools looks useful and safe, they can be not used anymore. Their time gone.

So, start any process of change management with asking yourself 3 powerful questions:

What could I change, first, in my mind, in order to win this battle?Which are my main allies?Which are the best 3 tools that will help me to succed?

I wish you great wisdom & insipiration for a victorious 2020!

bottom of page