“ The only constant in life is change “
Héraclite
Guiding the transformation of a leader, like the phoenix emerging in a new form, is fundamental.
Succeeding in a transformation isn’t an easy task in a V.U.C.A. world. Individual coaching, individual supervision (executive reflection), group coaching, and training are essential tools to support leaders; facilitating a cultural shift without the leader courageously addressing challenging personalities would be in vain…
Therefore, become strategic to ignite a fresh momentum in your organization with these powerful transformational tools!
- Individual coaching is an effective tool to support the leader in their transformation journey. I observe that many leaders are currently doubting their ability to lead the numerous changes they need to initiate. Being accompanied by a coach provides them with a space to step back and the time to thoroughly analyze their strengths, identify barriers to transformation, and develop strategies to overcome them.
- Individual supervision (executive reflection) is increasingly being embraced by my clients. Indeed, after an intensive phase of transformation, many leaders require long-term support that can encompass various themes such as gaining perspective or creating a reflective space about their leadership. I even observe that an increasing number of them use this space to fortify their resilience against multiple challenges, both internal and external, as well as to reflect on their ethics.
- Collective coaching is once again becoming a key element of collective performance after the Covid years and the widespread adoption of remote work. The need to be together, to take the time to reconnect, to articulate the experienced situations, and then to create action plans to enhance collective performance is becoming essential once more. I regularly support Executive Committees or Management Boards of rapidly growing or crisis-ridden companies who are seeking to strengthen their teams around key values such as self-care, team care, ownership, and commitment.
- Leadership development in the form of a guided journey entails revisiting the fundamentals and bolstering one’s soft skills on the brink of new challenges. To achieve this, enhancing crucial competencies in the VUCA era such as change management, decision-making, effective communication, and complexity management becomes strategic.
Here are a few key areas I have identified:
Creating an Inspiring Vision: To succeed in any change process, it’s crucial to establish an inspiring vision of what you aim to achieve. This vision must be communicated clearly to all your team members and aligned with the company’s long-term goals. It should foster buy-in and motivation within the team by providing a clear direction to follow in order to attain the desired outcomes.
Engaging your team members: Actively involving them in the change process, re-energizing them, aiding in self-care for themselves and their teams, tactfully and intelligently managing challenging situations will enhance their commitment and motivation to contribute to the success of the change.
Communicating with Impact: Effective communication and active listening are crucial to guiding change. It’s essential to communicate clearly and consistently with your employees, clients, and suppliers to keep them informed about the progress of the change process and address their questions or concerns. Transparent and positive communication fosters trust, engagement, and alignment among stakeholders. It also helps dispel misunderstandings and overcome potential obstacles or resistance.
“ Transformation isn’t a future event. It’s a present day activity.”
Jillian Michaels
Value success and provide continuous feedback: Recognizing and offering positive feedback is crucial, even if we don’t share the same culture as Americans! Sustaining motivation, encouraging others, being adept at continuous feedback is a significant skill expected from managers and increasingly from leaders as well. Celebrating successes reinforces the culture of change and eases the acceptance of improvement feedback. Similarly, dare to seek feedback from your managers or peers!
- Identify toxic personalities for the company culture and investigate to offer a solution such as intensive coaching, mobility, or departure from the organization. People resign due to a faulty manager, so it’s important to send the positive message that you dare to address individual cases, especially if these individuals are high performers. It’s an excellent investment to have a team assess the issue through a 360° assessment or targeted interviews to identify the personality type (is it a paranoid person, a narcissistic manipulator?) and find appropriate solutions. Be cautious not to merely relocate the problem, as this doesn’t resolve the situation, as demonstrated by the highly unsuccessful strategy of Catholic institutions concerning pedophile priests!
By combining these various approaches, first by addressing the situation and then by guiding transformations, the leader can establish their personal legacy and achieve the changes they aim to lead. And you, what is your approach to accelerate your own transformation and that of your business?
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