Coaching the Employees through Strategic Change

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Today’s world is changing with a fast pace and, due to this; it became important for organizations to change their policies to develop new talent. Organizations should remember that coaching through change is one of the best ways to increase the productivity.

In this article, we will discuss how organizations enhance the performance of their employees by providing coaching through change. Change management is one of the key tools to get support from all the people who are affected by the change.

Why is Coaching Important?

Coaching is a vital process of any organization and results in successful change management. The coaching plan defines how the organization supports their managers during the change and how they will interact with the employees. The main aim of coaching is enabling the managers to sponsor the change, support the employees during change and help the employees in the changed environment.

Coaching through change provides venue for one-one interaction between people in group meetings. The environment allows employees to ask questions and receive the desired clarification about the change. It can be said as a great opportunity to get the feedback from the employees about the change and related efforts.

Change is inevitable for ever business, but the success and failure depend on how the change is executed. A change in business mean, the process, strategies, technology etc has to change. Most of the people consider change lightly and don’t take any initiative. It is the duty of managers to take the lead and motivate others to accept the change.

How Coaching can Bring Change?

Every organization is experiencing some kind of change which helps them stay ahead of others. Whatever is the reason, one should understand that change is a part of life for the people in organizations. Companies that transition through successful modes of change realize that such change is linked to all the employees who perform their duties and responsibilities differently. Remember that change occurs in one person at a time and it is only successful individuals who understand this change.

Coaching employees through the change process comprises of different activities, which include – why the change is essential, communicating positives as well as negatives for supporting the change, including their ideas and so on. Organizations should ensure that both the employee as well as the coach gets benefited from this process. Both of them should have proper understanding of each other’s critical behaviors and expectations. Employees need to be involved, supported and inspired, to make sure that they are performing towards the desired goals. You should make the employees an important part of your winning team and help the organization succeed in their goals. Below are some steps that one should consider when coaching the employees –

Step 1 – Communicate the need for change

Organizations should share the needs of business at individual level. The employees should be explained of the benefits they are going to receive as a result of the change. It is better, if the employees are changed to specific roles. One should always maintain a 2-way communication, so that the employees can ask questions and share their ideas.

Step 2 – Include employees in the process

Organizations should consider employees as a part of the change process. For these, you need to include the employees in the process of planning and designing. Engage the employees in the process of evaluation and give them the responsibility to train others.

Step 3 – Coach and mentor the employees

You should inspire the employees to achieve their complete potential by removing obstacles. Develop action plans that help the employee transition through the change easily. Provide necessary feedback on their performance and celebrate their success.

Dealing with the changing management is a daunting task, and it can affect a lot of things, such as – organizational structure, technology, processes and many more. As a coach, your role is to play a vital role before, during and after the transition. Whatever is the method of coaching they adopt, one should ensure that right messages reach mid-level leaders.

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How to Talk About the Change?

It is difficult for employees to accept the technical and operation aspects of change. Employees go through an emotional phase and it is difficult for managers to understand their emotional state and feelings when considering different aspects of change. Though managers talk to them constantly, change is always treated as an emotional situation for managers as well as the employees. Emotional state leads to resistance, and therefore, the manager’s confidence level should be checked by asking a few questions such as –

  • What are your feelings and ideals about this change?
  • Do you have any questions about this change?
  • What are the challenges?
  • What are your past experiences to deal with change? And so on.

Organizations should first coach the managers, which help them to talk about the change with the employees. Managers should be familiar with how their team will accept the change, which include – change in different processes, structural change, workload, staff transitions and so on.

If the organization is brining change in the technology they use, the employees should be trained accordingly to catch the speed. Though there are numerous factors to consider at the time of organizational change, one should remember the takeaways, such as – conveying the change in a positive way, providing coaching to comfortable levels, staying prepared and accept the challenges, and listening at different levels.

Remember that when the company needs change, employees respond best to emotional strategies.


The bottom line is – Organizations should utilize the way of coaching their employees by bringing necessary changes in the structure, policies, process and technology. The most common approach to coach the employees through change is hiring external coaches. This seems to be logically correct and is of key importance. Organizations are facing tremendous pressure to be more efficient. Fr change to be effective and achieve goals, one should make the transition to take place in a timely manner. Time is very precious and managers who are under pressure work hard to deliver results as soon as possible.

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