Sua equipe está recuando durante um programa de coaching. Como você pode lidar efetivamente com a resistência deles?

Hold on: Before you force it, listen closely. Why are they pushing back? Open the door: Give them a safe space to vent, no judgement! Active listening = Superpower! Understanding their concerns can turn resistance into a positive conversation. Now you can adjust the program to fit their needs, and boom! Everyone's on board for coaching success!

I said it many times. Especially when it comes to coaching team - each team member needs his 1-2-1 coaching on the side to recognise their own needs and goals, to make them feel safe, listened and valued, show them the support and that each of them matters. It makes tailored group coaching easier and open discussion helps as well - mostly if team members write down anonymously on piece of paper what issues they have inside their team makes the team to talk about it all together and come up with a solution without any judgement.

People may resist coaching if they do not see the purpose or understand the need for it. This resistance can come from a mindset where individuals assume they are being told they are not doing a good job, instead of realizing that coaching offers them the opportunity for potential growth and improvement. Embracing coaching as a tool for personal and professional development can help individuals shift their perspective from one of critique to one of opportunity for advancement.

When I first noticed resistance in my team during a coaching program, my immediate reaction was to address it head-on. However, I quickly learned the importance of listening first. By giving team members a platform to express their concerns, I showed them that their opinions mattered. This not only helped me understand their perspective but also built a foundation of trust. Example: During a coaching session, a team member voiced frustration about the new processes. By listening and asking open-ended questions, I uncovered underlying fears about job security and change. This allowed me to address their concerns more effectively.

A implementação de um programa de coaching em uma equipe pode ser uma tarefa desafiadora, especialmente quando os membros da equipe demonstram resistência. Essa resistência pode se manifestar de várias formas, como falta de engajamento, ceticismo ou até mesmo oposição direta às novas abordagens sugeridas. Para lidar efetivamente com essa situação, é crucial adotar estratégias que promovam a aceitação e o envolvimento dos membros da equipe. A seguir, apresentamos algumas estratégias práticas para lidar com a resistência durante um programa de coaching. Lidar com a resistência de uma equipe durante um programa de coaching requer paciência, empatia e comunicação eficaz.

Resistance often stems from a lack of understanding about the benefits of the coaching program. It’s crucial to communicate the value and relevance of the program to the team. Example: I organized a meeting to explain the goals of the coaching program and how it would benefit both the team and the organization. I shared success stories and data to illustrate the positive impact coaching had on other teams. This helped shift their mindset from skepticism to curiosity.

One of the biggest lesson I learned from my years in pharma, features mean nothing, benefits is where it at. Rarely does a person care about what medicine that take, where is shiny blue or comes in a snazzy red wrapper. What they care about are the benefits.... - How can this help me? - How will this make my live, better, easier, freer? Its always benefits, never features. Thats how yo communitcate the true value of anything.

Facing pushback from your team during coaching? Let's bridge the gap! Communicate the value proposition clearly. Connect the program's goals directly to their daily tasks and long-term career aspirations. Explain how the acquired skills and knowledge will translate into improved performance, increased job satisfaction, and professional growth. By demonstrating how coaching aligns with their goals, you foster buy-in and encourage active participation. Remember, a well-understood program with a clear personal benefit becomes an investment, not a chore, for your team.

You should take the time to listen to their concerns and acknowledge their perspectives. Explain how the coaching program aligns with their individual goals and the team's overall objectives. Share success stories and tangible examples of how coaching has positively impacted other individuals and organizations. Highlight the potential for personal and professional growth, improved communication, and enhanced team dynamics. Emphasize that the coaching program is an investment in their development and well-being. Be transparent about the process and expectations, and involve the team in shaping the program to address their specific needs. By actively engaging them and seeking their input, you create a sense of ownership and buy-in.

A "one-size-fits-all" method might not resonate with everyone. Consider customizing the program to their learning styles, preferences, and specific role-based challenges. Offer flexible delivery options - one-on-one sessions, group workshops, or self-guided learning - to cater to diverse preferences. Tailoring the experience demonstrates your attentiveness to their needs and commitment to their individual success. This fosters buy-in and transforms a program from a rigid structure into a valuable development opportunity for your team.

Every team is different, and a one-size-fits-all approach rarely works. Customizing the coaching program to fit the specific needs and dynamics of your team can significantly reduce resistance. Example: I tailored the coaching sessions to address the unique challenges faced by my team. For example, if communication was a major issue, I focused more on communication skills and strategies. This made the sessions more relevant and engaging for everyone involved.

Trust is the cornerstone of any successful coaching relationship. Without trust, resistance is inevitable. Example: To build trust, I made sure to be transparent about the coaching process and my expectations. I also ensured consistency in my actions and followed through on my commitments. This consistency helped establish credibility and trust over time.

Building trust in new relationships is essential. As a leader, being genuine and adopting an authentic leadership style is crucial. Demonstrate your commitment to your team by showing how you can help them grow. Emphasize that coaching is for their development and is an investment from your side. This approach not only fosters trust but also encourages a culture of continuous improvement and mutual respect.

Ongoing support is essential to help team members navigate the changes introduced by the coaching program. Providing resources and being available for additional guidance can make a big difference. Example: I created a support system where team members could reach out with questions or concerns at any time. This included setting up regular check-ins and providing access to additional resources such as reading materials, workshops, and one-on-one sessions.

Change and uncertainty is always daunting. Always start by - sharing the vision of change or ideas 💡 1. Encourage open forum discussion and feedback - listen to your coachee’s concerns and apprehensions. Acknowledge their fears 2. Share the benefit and value of the change - unless your coachees don’t understand the value that could be gained from the change, it’s hard to embrace the new normal 3. Be patient with the journey of your coachees - each to their own and pace when adapting to the change. Persevere with them in their journey 4. Provide support - material for your coachees to understand and embrace the change 5. Celebrate every small win until you reach the goal

Acknowledging and celebrating progress, no matter how small, can boost morale and reduce resistance. Example: I implemented a system to track and celebrate small wins. Whether it was a successful application of a new skill or improved team collaboration, recognizing these achievements helped reinforce the benefits of the coaching program. Here’s What Else to Consider Engage Key Influencers: Identify and engage key influencers within the team who can help advocate for the coaching program. Their support can sway others and reduce resistance. Encourage Open Dialogue: Foster an environment where open dialogue is encouraged. This helps address concerns promptly and prevents them from escalating.

Acknowledging progress not only reduces resistance but also reinforces a growth mindset within the team. When team members see their efforts being recognized, it validates their hard work and encourages continuous improvement. This positive reinforcement can create a ripple effect, leading to higher engagement and a more collaborative environment. Celebrating milestones also helps in identifying what strategies are working, allowing for more targeted and effective coaching interventions.