Coaching Individuals and Teams in Successful Change Interventions Part 2/7 3

The Management of Change

Change takes place in the minds of the organisation’s executives first – (i.e. business vision, mission statements and strategic thinking). As a result, change implementation depends on the flexibility of the organisation and its people, their ability to operate in an agile environment, stopping one thing and starting another in response to internal and external events.

Managing Change requires linking the execution of a well thought out business strategic plan to the required deliverables of proposed change interventions, through communication to stakeholders and partners, integration of multidiscipline teams and the management of individuals.

Experience shows that this tends to be a fragmented exercise in organisations with no consistent operating model for managing change across the enterprise.

Change initiatives must have a business imperative, otherwise why would the change be incepted. When considering change, the business must take into account strategic business objectives that have been targeted as necessary to move the business from its current state to a desired future state.

In a highly competitive environment, there is no second place: losers quickly get picked off by their competitors or lose competitive advantage to alternative products or services.


The role of the change coach, for managers engaging in innovation, leadership and change, can be seen as fourfold:


• Challenging thinking and perspectives

• Educating team players

• Supporting change initiatives

• Developing change appropriate skills


Next – Part 3/7 Change as a Competitive Advantage


Coaching Individuals and Teams in Successful Change Interventions Part 3/7

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3 thoughts on “Coaching Individuals and Teams in Successful Change Interventions Part 2/7

  • Thokozani Moyo

    A very interesting article indeed. Change is indeed uncomfortable and hence a need to address employees and employers as well on how to handle change. More often it is fear of the unknown, fear of being found wanting in the new way of doing things. Change management courses thus become important in the workplace.

  • Lawrence Ngorora

    Themba’s comment highlighted for me the complexity of managing change in business. I would like to admit that I do not have hands-on business experience in managing change even though I have experience leading workshops on team leadership development, all I have is theory-based. Starting with the framing of Human Capital and rates of return as applied in education, through sociology challenges of structure versus agency and the influence of globalisation as technology versus impact of colonialism as part of globalisation, these are issues that I am assuming impact business and have hidden consequences in particular those who have had to fight a struggle for  independence. In particular how does the eons of propaganda machinery used to sabotage the very same system or person who was enemy number one now become saviour by offering employment and change seems as if it is implying looking favourably towards making a profit for the organisation. The simple idea of a person gets an education, steps into labour market produces a profit ignoring the impacts of the nuances that neccesitate the change requires some reflection I think. I am sure our various dispositions make us see change in different perspectives. Coaching and leadership development definitely help if one knows where to start to influence and it sees to me some changes are on the surface rather than trangenerational. I like the phrase “in response to internal and external events'” because to me these events are not synchronised to require a unified or organised response but chaotic when they occur hence adding more complexity. Perhaps my systemic view is blinding me in seeing the parts making up the system, I am keen to read on what innovative ways go into ‘challenging thinking and perspectives’ that have really worked for you Hugh Allen! Thank You   

  • Themba Phiri

    Thank you for this article.  The modern world is faced with rapid change which can render any business obsolete if it doesn’t adapt to it. What I have observed is that most businesses do not have a strategy yo manage change. When they want to introduce changes it comes as a surprise to employees who respond by resisting any proposals even if they realise the necessity.  I hope your articles will continue to give more light and help me to deveop the right strategy for my business.