Change can be a difficult time not only for employees, but also for senior leaders. You may need to coach leaders through change, so do not assume that high-ranking employees are adept at change simply because of their position within the organization. You want to take the time to assess how each leader directly involved with the change perceives it and what their personal level of resistance may be. It’s also important to identify any negativity they might have so that it does not spread to other leaders or employees in the organization.
With that in mind, here are some tips for coaching your senior leaders successfully through a process of organizational transformation:
1. Understand each leader's perception of change and level of resistance.
To coach leaders through change, get an understanding each leader’s perception of change management, ask questions such as:
What will the new changes mean for you and your team?
How do these changes affect your group’s contribution to the organization?
Do you think we need this change?
Does you have any reservations about moving forward with this project?
After you understand a leader’s perception of the organizational change taking place, you can coach that individual according to their personal level of resistance. For example, if a leader has low resistance and is comfortable with the change, you may only need to ensure them of the change process going forward. If a leader has high resistance and is uncomfortable with change, you may need to emphasize the potential benefits of the transformation and provide more support and reassurance. You can deploy activates typically used to combat resistance.
2. Ask questions about the leader’s experience with previous changes
When you understand a leader’s experience with previous change initiatives, you can coach them according to that experience. For example, if a leader has had negative experiences with change in the past, you may want to help them by emphasizing the potential benefits and ROI associated with the transformation. Conversely, if a leader has successfully navigated through previous changes, you may want to tap into their knowledge and provide only support as they ask for it.
3. Provide feedback on the leader’s strengths and vulnerabilities
It is important to give timely feedback on the leader’s strengths and vulnerabilities, because this will help develop coping strategies. For example, if a leader is struggling with aspects of the change management process and doesn’t have experience dealing with changes in your organization, you may want to give them more time or provide extra support as they learn how to navigate through these processes. Remember that people go through and adapt to change differently, including senior management.
4. Create an action plan with measurable milestones
By creating an action plan with measurable milestones, you can help leaders visualize and track their progress. This will also keep them knowledgeable about project deadlines and achieving specific goals. It can also help to show them any existing documentation. If leaders see documentation such as stakeholder analyses or change impact summaries, they are more likely to grasp the magnitude of the change and support it.
5. Create a support system for the leader
To create a support system, you can assign team members to work with leaders on change management. This will provide them with extra assistance when they need it most and help build relationships with each other. This is almost like a mini change agent network for senior staff. Additionally, if your organization is in flux or currently undergoing significant changes , be mindful of change fatigue.
Change fatigue can be harmful to the project’s goals because it can lead to decreased productivity, cynicism, and even sabotage. If you notice that leaders are struggling with change fatigue, be sure to provide extra support. Keep in mind that it is perfectly ok to remove employees from the change process, even senior management, when they are having detrimental effects on its progress.
6. Provide resources to coach leaders through the change process
To provide resources, you can share relevant information with senior leaders. This will help them feel more prepared before the changes take place and ensure that they have all of the knowledge needed to move forward successfully. For example, if a leader is worried about adjusting their team’s workflow after implementing new processes or tools, assure them they will be given the support necessary to make it work.
7. Seek out opportunities to coach senior leaders through change management
Seeking out these opportunities can be a great way for you and your team to learn how other teams are coping with the changes. You can also help other leaders who may need extra assistance, while developing additional leadership skills in them at the same time.
8. Team up with leaders from other departments who have had success
If leaders need additional coaching or persuasion, it can be beneficial for them to connect with other leaders who have already been through the change management process. This will help them build relationships and develop a support system that will help them through the transformation.
For example, if an executive needs extra coaching on managing their team’s workload during the change management process, they may benefit from speaking with leaders who have already successfully navigated similar changes in your organization. This could be as simple as inviting other leaders to lunch or similar opportunities that can lead to meaningful discussions.
9. Show appreciation for leaders who are successfully navigating change
It is important to show appreciation to the leaders who have already been successful in your organization. This will help them know that they’re making an impact and motivate them as they push through the challenges of the transformation. You can also let other teams or departments know about their success, which can be beneficial and create momentum for the change activities to come.
10. Create social bonding opportunities
Social opportunities can be a great way to build relationships within your organization. This will help them have more empathy for each other and work better together as the change process evolves. You can also use these activities to support their wellbeing, which is often overlooked during times of significant change. By creating social events or team building opportunities, you can help reduce the chances of burnout or increased resistance. Remember, you apply similar tactics for senior staff as you do for lower-ranking employees.
So when you are coaching senior leaders through change management, the key is understanding their perceptions and developing a solid strategy. Remember to foster a sense of confidence by assuring them that they have the skills needed for success. You may also want to help them identify their strengths and weaknesses so that they can work on those areas in order to become more effective at leading the organization into its next phase.
To know how best to coach your executive team, first take some time to evaluate what has been successful in the past, as well as any challenges or barriers you’ve faced and conquered. This will give you insights about which techniques might be most appropriate for this situation and others to come as you navigate through change.
Are you struggling with how to effectively lead an executive team through transformation? Change Adaptive connects you with the change management consulting firms to help you influence them and bring success to your initiative and organization.
