It is impossible for one leader no matter how persuasive, driven, or visionary he or she is to mandate a change in an organization. Success is inclined to teamwork. Therefore, there must be a high-functioning relationship between employees in an organization. In this way, there is the capacity and willingness for execution among all members of the firm: this also necessitates the need for an organizational change coach. Unlike traditional coaching, which mainly focused on performance improvement, the primary objective of organizational change coaching is to bring the whole firm to work as a team.
The Role of Coaches towards Organizational Change
A coach liaises with both the leaders and the team but in the shadows to ensure the achievement of the strategic objectives (Wagstaff, 2016).
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A coach also plots the way forward. He or she provides a blueprint for the whole journey by identifying their strengths and the critical barriers (Wagstaff, 2016).
A coach is also present to create some momentum, energy, and motivation in the team to accomplish their objectives (Wagstaff, 2016).
Last but not least, the coach gets the leaders to open their eyes and face up with reality, enabling them to come up with counter-attack plans against the impending barriers (Wagstaff, 2016).
The ideal job of an organizational change coach is to ensure there is a good rapport among everyone in the firm. Also, organizational change creates an environment of professionalism hence increasing efficiency and productivity (Wagstaff, 2016). The coach should be highly knowledgeable and must have worked in large functional organizations; this is to ascertain he or she has experience with the multiplex of various roles, responsibilities, and functions. Moreover, the coach must be well versed with the complexities and intricacies of organizations thus can be of help in times of crisis. All this tells you that the communication skills of the coach must be at the absolute peak.
Conclusively, hiring an organizational coach might be a massive investment for a firm. However, it can cost the business more than what is allocated for the position. Despite the high cost of hiring and training a coach, organization must employ at least one coach.
Reference
Wagstaff, C. R. (2016). Coaching through organizational change: the influence of leadership succession events. In The Psychology of Sports Coaching (pp. 68-83). Routledge.
