Leading Change is Complex!
If you’re leading change, you and your team need to be at your best - and we can help.
Our Change Management Team Acceleration offerings supplement Change Management efforts.
In our experience, leaders navigate and lead change more effectively and successfully when:
They are better at asking the right questions
They understand and manage themselves and their tendencies, triggers, strengths, values, and more
They can both create effective environments that are supportive and enable constructive conflict
They have a range of skills, awareness, and flexibility to meet the moment
At Movich Consulting, we love helping teams and leaders be at their best, so they can better navigate the challenges that managing change will throw at them
Why Coaching in Change Management?
When leading change, the Change Management process is important to help tell you what to do. The skills and work we focus on helps you give you and your team more range in how to be with people experiencing change.
When dealing with change, you are not only navigating the complex reworking of processes, technology, infrastructure, and people management – you are frequently dealing with strong, entrenched reactions in stakeholders, in the change team, and even in yourself.
And when strong emotions and reactions go up, effective behavior and decision-making goes down.
We work with teams to build better skills to meet strong reactions – to have the capability to not only respond logically and with your key messages, but also to facilitate a meaningful, empathic conversation. We help people and teams develop better skills and awareness to be at their best, so that they function better and avoid getting sucked into strong, entrenched thought patterns alongside stakeholders.
How We Help Your Change Team
360s & Leadership Assessments: If key members of your team don’t understand their own triggers, strengths, and weaknesses, they won’t lead as effectively, especially when things get challenging – which they will when leading change. 360s and Leadership Assessments allow them to have better awareness of how they operate and impact others, enabling them to lead themselves and others more effectively. Our go-to tools include: Leadership Circle Profile 360; Hogan Personality Inventory; Hogan Development Survey; Hogan Motives, Values, Preferences Inventory; EQ-i 2.0 and EQ 360 Assessments.
1-on-1 Coaching: For key members of your team, 1-on-1 Coaching allows them to clarify thinking, get perspective, and authentically leverage their strengths and tendencies so they better avoid derailers and lead more powerfully, more sustainably. Tailored sessions also introduce and explore change-related skills and topics, such as Coach-like Skills, Resilience, Powerful Questions, Levels of Listening, Values, Reactive to Creative, and more.
Team Coaching: For your teams that are driving change, Team Coaching provides a structured, facilitated process to strengthen their cohesion, resilience, and capacity for constructive conflict. We work on areas such as Co-Creating the Team Relationship to set expectations; Strengthening the Team’s Foundation to align on purpose, values, and operating values; Creating a Team Issues List to ensure issues continue to be aired and addressed; Reactive to Creative to help teams recognize and shift limiting behaviors; and Resilience to identify and recover from setbacks.
Engagement Skills Workshops: These focused workshops, for those involved in change at all levels, equips individuals with coach-like skills grounded in neuroscience to more effectively navigate, adapt to, and drive change. These skills and concepts help teams and individuals engage more meaningfully with stakeholders, leading to less resistance, better feedback, and more capacity for navigating change in the future.
Helping Change Management Teams
Our offerings supplement Change Management efforts. If you’re leading important change, you need to be at your best, so you can guide your team and organization with clarity and empathy. Our work can help you and your team develop and support:
Deeper Self-Awareness – help understand tendencies, strengths, weaknesses, and impact on others, to lead more intentionally through change
Additional Engagement Skills – develop additional skills (grounded in neuroscience and human adult development) to improve interactions, involvement, and people dynamics
Stronger Resilience – help yourself, your team, and your stakeholders better process uncertainty, explore new perspectives, and build confidence in the change journey
Difficult Conversation – navigate high-stakes discussions with clarity and empathy, and better avoiding reactive pitfalls that can derail such discussions
Strengthen Team Foundation – help teams reset and strengthen their Foundation, Structure, and Engagement factors to create a strong base for collaboration and navigating change
Constructive Conflict – better enable productive outcomes even in tense moments by fostering better awareness of dynamics, mindsets, and use of open dialogue and listening
Group Dynamic Awareness – increase awareness of team behaviors, interactions, and energy to better nurture an effective, resilient environment
Co-Creating Expectations – work collaboratively with teams and stakeholders to surface issues, set “rules of the road”, and create clear, shared expectations and accountability
Facilitating Meaningful Conversations – engage in productive dialogues to hear concerns, clarify objectives, and align expectations
Sustaining Change – help individuals reinforce new behaviors and mindsets, making change stick in the long run
Want to read more about the intersection of Change Management and Coaching? We encourage you to visit the Association for Change Management Professionals and International Coaching Federation’s Joint Taskforce on the Power at the Intersection of Coaching and Change.