Coaching for change
This workshop explores the impact of change and transition on yourself as a coach and how you work more effectively with clients dealing with change. We use the Bridges’ model.
William Bridges’ model of managing transitions draws a distinction between ‘change’ and ‘transition’. In his view change happens to things and processes when they start or stop; go faster or slower; or when they are reorganised. The Bridges’ model has a more positive and hopeful cast than the Kubler-Ross grief model, which tends to encourage us to see change as a tragedy to be overcome and accepted and which was designed to deal with terminal illness.
Learning objectives
- The myths and realities of change
- The impact of your changing environment on the coaching you provide
- The influences which act on individuals in times of significant change and what they mean in terms of coaching strategies that need to be employed
- How to deal with strong emotions while remaining professionally detached
- The advantages of coaching from a state of compassion rather than empathy
Audience
Format
Workshop outline
1 Introduction and welcome
- Your objectives:
- Understanding the expertise in the room
- How can we make the day work best for you?
2 The change process and implications for coaching
- The Kubler-Ross curve and Bridges’ model of transitions
- Implications for us as coaches
- Implications of change for our clients
- Identifying where clients are in the change process and appropriate coaching interventions
3 Dealing with strong emotions
- Sympathy, compassion and empathy
- Defining and maintaining boundaries
- Dealing with the expression of strong emotions during a coaching session
- Moving clients into a resourceful state within a session
4 Skills practice
- Coaching sessions to apply learning
5 Learning review
- Practical applications and personal action plan
For a no-obligation discussion about running this workshop for your organisation please just give us a call on 01582 463461.