“There are no such things as wrong turns, Only paths we never knew we were supposed to take.” Proverb
“Change is the only constant” goes the refrain. There would be little need for coaching, training, mentoring, counselling or any development if people were happy to stay the same as they are now.
Being coached by someone is all about being empowered, equipped and enabled to change. Coaching empowers people to find new jobs, work through transitions, enhance performance, build better relationships, make wise decisions, transform organisations and reach new spiritual levels. Coaching is about establishing a vision of the future and reaching goals. When coaching is successful, it’s about bringing and maintaining change.
But coaching is more. We also help people determine what needs to stay the same in times of constant flux. We encourage our clients to stake out their core values, established strengths, basic beliefs, ethical principles and lasting relationships that remain firm and provide an anchor to their lives.
Coaches are both change agents and constant agents. Coaches help people see what needs to change and what needs to remain constant.
Let’s start by recognising the obvious: change is difficult. Going on a journey with people through change can be challenging and exhausting. Bringing sustainable change is even harder. Most people resist change even when they see the need and believe it can occur.
The owner of the first hotel I managed was just 40 when he suffered a heart attack. His lifestyle, booze, food and a lack of regular exercise were contributory factors but prior to the heart attack, there were no significant symptoms. Life was good, then BAM! He was on the floor in agony. He survived. His doctor told him bluntly that he had to change his diet, give up alcohol, smoking and take up regular exercise. Change or die! A stark choice. And one that many people face. Initially, my boss came out of hospital ready and eager to take this advice seriously and changed everything that was harming his health. It wasn’t easy for him, but he stuck with it and now enjoys a slim, healthy life retired and sailing around the Mediterranean.
Yet, in the US alone, some 90% of heart bypass patients can’t change their lifestyles, even at the risk of dying. It’s not surprising then that changing people’s behaviour in business is a challenge.
People respond to change typically in four different ways depending on their personalities and past experiences:
– Innovators – who value change and often try to make it happen.
– Embracers – who thrive on change and accept it with enthusiasm, sometimes without thinking too much about it.
– Acceptors – who initially resist change but eventually go along with it because there is no alternative.
– Resisters – who may not even notice the change, deliberately ignore it or be so overwhelmed that they push it out of their awareness. Some even deny any need for change and refuse to budge an inch.
People usually lean towards one of these responses. There’s some excellent news, though: simply because you are reading this, you are likely to be an innovator or embracer. If you are reading this reluctantly, you’re an acceptor. And those who aren’t reading this well, they’re the resisters (but, of course, they won’t know that because they didn’t read it!).
Tagged as: neuroscience.
I help people unlock their talent, unstuck their potential and unleash their own (and their team's) performance through behavioural neuroscience based coaching and mentoring. Most whip smart independent contributors, technical specialists and managers get frustrated trying to be heard and understood by their business leaders and they lack enough time and inclination to develop the skills they need to move into management and leadership positions. Proven systems. A personal coach and mentor. I combine time-tested systems, behavioural neuroscience and psychology research and practical tools with the accountability and guidance of a 1:1 coach and mentor to UnLock your Talent, UnStuck Your Potential and UnLeash Your Performance.
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