Jun 27

Coaching to Embrace Change

By Valencia Gabay | Uncategorized

I am intrigued by those who facilitate change in their organizations, communities, and in the world at large.  It is inspiring to see shifts in culture that result in positive outcomes for everyone.  But it is not always easy to see the positive associated with change especially when it is unexpected. The energy surrounding resistance to change breeds quickly. This makes it difficult for new visions and fresh perspectives to thrive.  So, how do you support individuals who are reluctant to embrace change that is long overdue? In our book, Group Coaching and Mentoring: A Framework for Fostering Organizational Change, we explore the use of group coaching in transforming the outlook on change.

The Group Coaching and Mentoring framework is employee-focused. It gives those experiencing change a voice in the change process and a chance to evaluate their relationship with change. The design places emphasis on the underpinnings of coaching illustrated through the International Coaching Federation (ICF).  If you are working with individuals who are experiencing change within your organization but are remaining stagnant through the process, do not underestimate the power of coaching!

  • Start by developing communities of practice (CoP) or groups where individuals can be supported by their peers. Relationship building is a critical component to successful coaching.
  • Groups should be led by facilitators who can guide members through new endeavors by encouraging goal setting and promoting forward thinking.
  • Through the power of questioning, have members reflect on their current situation to spur self-awareness and uncover their personal and professional issues surrounding the shift in culture.
  • Going deeper with the questioning, have the group members brainstorm solutions to their problems and develop strategies to break barriers preventing from embracing the change. Hint: group coaching is wonderful for solving problems!
  • Finally, ask the group how they can hold themselves accountable for meeting their new goals. This brings the coaching process full circle.

To know more about the application of group coaching and its role in embracing change, purchase your copy of Group Coaching and Mentoring: A Framework for Fostering Organizational Change.

 

 

Jun 10

Discovering your Relationship with Change

By Valencia Gabay | Uncategorized

 

I am an educator who has worked in both face-to-face and online learning environments in institutions of higher education for almost 20 years. And while I have experience researching, publishing articles and presenting, I am incredibly nervous about writing a blog. This is a new experience for me, but fortunately, I am no stranger to change. In fact, I see change as the driving force behind true success no matter how great or small. In the last two years of my professional career, I researched the effects of change within organizations.  I learned that change is not always championed or appreciated. I also learned that change opens doors to greatness, empowerment, and the truth. It’s hard to believe that one small word like CHANGE, elicits such diverging perspectives.  Here are some famous quotes related to change that push us to foster change in our own lives and the world around us…

“Everyone thinks of changing the world, but no one thinks of changing himself” — Leo Tolstoy 

“Change the way you look at things and the things you look at change.” —Wayne Dyer

“The world as we have created it is a process of our thinking. It cannot be changed without changing our thinking.” —Albert Einstein

 Here are quotes about change that remind us of  how uncomfortable it can be…

“Nothing is so painful to the human mind as a great and sudden change.”  —Mary Wollstonecraft Shelley-Frankenstein 

 “Change has its enemies.”—Robert Kennedy

“I’m not going to change the way I look or the way I feel to conform to anything”—John Lennon

We all can agree that these are some of the great quotes about change—perhaps ones you are most inspired by. But, if you had a chance to write a quote about change, what would you say? How does that quote describe your relationship with change?  For example, I would say, “Change builds courage.”

In efforts to learn more about change and its value to individuals and organizations, I would love to hear from you. Share your personal quote about change!

Valencia

Jun 10

Isolation in the Virtual Workplace

By Shannon Voyles | Uncategorized

As a professional with more than 10 years working in online higher education, I fully understand the struggles that remote or virtual employees face. One of those challenges is isolation. Working remotely, it can be easy to feel isolated and to actually become isolated from one’s peers and managers. Along with that isolation can come feelings of inadequacy, of ‘missing out’, and, eventually, not knowing when and to whom to reach out when needed.

 

All of these can compound and lead to a reduction in productivity, job satisfaction, and ultimately, the company’s bottom line. How are you isolated from your coworkers? If you are a manager, are those you lead isolated? Has that isolation started in impact the department yet?

 

Regardless of the answers to those questions, it isn’t too late to remedy the problem. But first, what is the problem? Are employees getting the same information at the same time? Does the department have an open line of communication from the top down? Do the remote employees know each other and have a way to share ideas and communicate? If the answer to any of those is “no”, that’s a place to start.

 

In Group Coaching and Mentoring: A Framework for Organizational Change, the highlighted department was suffering from everything mentioned thus far, and more. In a systematic approach that involved the entire department, they slowly shifted their culture from one of isolation to one of teamwork, high engagement, and high job satisfaction, among other things.

 

As you think about your current work environment, how can you become more engaged and less isolated? How can you lead your peers or employees out of isolation and into a community of practice?

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