All organizations must change and innovate to keep up with the competitive and global market. In fact,
77% of leaders and HR practitioners say that their organization is constantly changing and evolving.
While change management is challenging, the number of failed change initiatives is overwhelming. One
report claims that 85% of organizations have had unsuccessful change initiatives within the last two years.
Yet, change initiatives are not doomed to fail. Many organizations successfully implement changes, with leaders embracing their roles and empowering their employees to thrive amid change.
One of the ways they do this is by building a coaching culture and encouraging both coaching and mentorship during organizational change. Leaders must deal with organizational change by facilitating people, supporting them through their problems, and urging development so the organization can achieve its goals.
The Importance of Coaching and Mentoring in Change Management
Whether change initiatives are relatively minor or on a larger scale, they cannot be successful unless those involved embrace it and adjust their behavior and performance accordingly. One of the biggest hurdles organizations have to overcome is employee resistance to change.
Coaching and mentoring are an integral part of this. Coaching employees not only helps them better adjust to change, but promotes resilience, improves communication, and helps them overcome any resistance to the change initiatives put forward.
Additionally, research shows the positive impact of coaching and mentoring in change management initiatives. Coaching in particular promotes the development of self-efficacy, which, in turn, allows employees to perform tasks more effectively.
Coaching and Mentoring in Organizations
Both coaching and mentorship are essential to organizational growth and talent development. In addition to engaging employees, coaching and mentorship programs have a positive effect on career growth, employee retention, and success at change. It’s because of this that 71% of Fortune 500 companies offer their employees mentorship opportunities and 61% of organizations with strong coaching cultures are also high-performing organizations.
In fact, high-performing organizations are the ones more likely to include learning and development activities in their change management agendas.
It’s especially important to note that coaching-related activities are rated as some of the most helpful during transition and for change management.
Coaching and Change Management
Whether using internal coaches by training managers to coach employees or using professional external coaches, coaching is a great tool to help boost performance and aid in developing competencies. Companies who invest in coaching see a sevenfold return on their investment.
Coaching is especially important in times of change since it helps employees modify their behaviors and actions accordingly while also helping them develop valuable skills. Thus, coaching provides support, encourages employees to achieve goals, and promotes “sustainable organizational change.”
Mentoring and Change Management
Mentoring is another vital method of learning and allows individuals to grow and flourish within the company. Whether it’s embracing a new role, taking on more responsibility, or simply developing skills, mentorship is an excellent source of growth and support.
While coaching focuses on developing specific skills and is often session-based, mentoring is a more long-term program that focuses on overall career growth, developing leadership skills, and the transfer of knowledge.
Different types of mentorship roles are suited to different individuals. Some embrace a sponsor-style model where senior employees mentor proteges, while others use a non-directive model in which mentors act as role models and sounding boards. Yet others use a combination of both types.
Mentorship programs are especially valuable since they use existing employees as resources to help other employees in their development. In doing so, they save companies cost and time while providing value, increasing employee satisfaction, and increasing retention. In fact, according to research by Deloitte, employee retention is 25% higher for those who partake in company-sponsored mentoring.
Best Practices for Coaching and Mentoring During Organizational Change
Invest in Leadership Development
Coaching during change isn’t just for employees – it’s also for management. Leadership development is essential since it is leaders who guide employees. Management coaching is invaluable since coaching those in charge to lead agile cultures “is correlated with respondents’ greater confidence in employees.
abilities to plan and execute change.” By investing in leaders and training leaders on using coaching skills, organizations can scale employee access to this kind of learning. In one survey, 60% of respondents stated that coaching was undertaken for the purpose of aiding leadership development.
Develop a Coaching Culture
According to a report by Human Capital Institute (HCI) and International Coach Federation (ICF), a five-year study of organizations pointed towards six criteria for building a coaching culture. These include the following:
- Employees valuing coaching
- Senior executives valuing coaching
- Managers and leaders or internal coaches having accredited coaching-specific training
- Using all three types of coaching (internal coaches, external coaches, and managers and leaders as coaches)
- Coaching is mentioned in the budget as a dedicated line item
- All employees have equal opportunity to coaching from professionals
In addition to these steps, it’s important for organizations to continue to support ongoing leadership development and coaching. This should not be a one-time push but a part of the company’s mission and culture.
Aid Leaders With Coaching Skills Training and Application
In addition to providing leaders and managers with coaching skills training, organizations should reinforce this by encouraging the application of this newfound skillset. It is also recommended that managers understand the nuances involved in using these skills, including focusing on body language, tone, etc.
Tailor Coaching Activities to Your Employees and Organization
Coaching isn’t just something an organization should integrate into its change management initiatives. This should be woven into every stage of the initiative in a manner that meets the company’s goals and needs and should be tailored to both the company and its employees.
Summary and Conclusion
In order for organizational change to be effective, the individuals carrying out the change must fully embrace it instead of resisting it. Often, this requires changing behavior and improved skills, both of which can benefit from coaching and mentorship programs within organizations. By supporting the individuals within an organization via coaching, leaders and managers can ensure effective change and lasting results.