Posts Tagged ‘teach’

desire1Change management is coaching. Coaching is teaching. Teaching is helping someone learn. Learning to learn is change management.

Round and round we go. A bit circular. A bit abstract. If everything is everything, then nothing is everything. Oh boy, getting a little deep there. We won’t go there. Maybe some place a little lighter.

Reminds me of a scene from the Tom Hanks movie “Volunteers”:

Chung Mee: Opium is my business. The bridge mean more traffic. More traffic mean more money. More money mean more power.
Lawrence Bourne III: Yeah, well, before I commit any of that to memory, would there be anything in this for me?
Chung Mee: Speed is important in business. Time is money.
Lawrence Bourne III: You said opium was money.
Chung Mee: Money is Money.
Lawrence Bourne III: Well then, what is time again?

But seriously, isn’t change management at its heart essentially targeted coaching? Obviously I think the answer is yes. Perhaps coaching of a manager or a management team or a project team or an operations team.

Let’s try another round about.

Change requires coaching. Coaching requires motivation. Motivation requires desires. Desires are emotions. Emotions spur change.

I’m getting dizzy. Yet we keep ending up in the same place. Change. Change requires learning and learning requires desire.

Desire. What is desire? A dictionary tells me it’s a strong feeling of wanting to have something or wishing for something to happen.  Sounds good to me.

The trick in change management is finding out what that something is. Because that something is different for almost everyone.

In the process engineering world I know we almost always think that something is a number. A throughput number or a quality number. In the sales world I’m sure it’s often number of units sold or percentage of quotas met. It is not a number.

Our basic desires don’t speak in numbers. They speak in emotions: love, respect, recognition, pride, fulfillment, and so on. Find out what emotional desire they want to fill. That is the most important step.

Then and only then do you begin to ask how to achieve that. That’s when numbers come into play. That’s when data is important. Data helps us make decisions. Decisions that drive us toward our desired something.

I ran across some wonderful YouTube videos form Mike Lally on coaching. Does a much better job than I could at explaining the role of emotion in coaching.  How to Coach with Emotional Intelligence. Check him out. He has a good website as well.

I’ll leave you with this. Find your desire.

 

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Change One Person at a Time

light2We like to talk about process change. We like to talk about cultural change. About organizational change. We like to talk about big picture change.

But change is fundamentally about people changing. In fact it is about one person changing at a time. Because change is, at the end of the day, well, personal.

And we don’t like to change. It’s hard. It’s hard even for those who embrace change.

We know that to help change along we need to talk about the benefits. We need to talk about how the need for change isn’t anyone’s fault. It’s just a need, a constant need. We know about good goals and good communication.

But what about me? This is about my personal relationship with change not some need or goal or mission statement. It’s about me. The individual.

I always like to tell people that you change the world one interaction at a time, one choice at a time. You hold the door for someone carrying a bag. You smile at a stranger. You buy local. One interaction at a time.

It’s the same for business change. You change the organization one person at a time. One interaction with that person at a time.

It’s like being a guidance counselor. You talk to individuals about their needs, about how they react to change. Each person’s relationship with change will be different. Some will be nervous. Some will be afraid. Some will be resistant. Some will be bitter. Some will be cynical. Some will be all for it.

Find out. Find out for each person. What are their concerns. What are their needs.

Their needs may have nothing specific to do with the given project. Assuage their fears. Help them understand process. Get them engaged and remove the unknown. Or other behavioral options that might be called for.

Bring them enlightenment.  Don’t be the light. Give them the light.

Help the person with change and you help everyone and everything. And yes, it takes time. It’s time well spent.  Teach people to change and they will change the world.