365 Coaching Limited

		Managing and leading transition

W e l c o m e

Print this article The Change Journey These days organisations and their people are on a more or less constant journey of change, and wherever you are it’s unlikely to be comfortable all of the time. Indeed, identifying just where you are can be a challenge! The organisations and leaders that will emerge as real winners in today’s turbulent global economy are those who recognise that:

•	Change is a process which needs to be managed from concept to successful execution
•	It is not always possible to anticipate what will happen on the journey
•	It is no longer acceptable to “do” change to people or your organisation
•	Just letting it happen, or bringing in change consultants to manage change for you is not a sustainable response

We aim to take able people and organisations on a journey of growth to make them capable in terms of their understanding of change and remarkable in their response to it:
•	Awareness
•	Belief
•	Learning
•	Evolution

Based on small groups, using a mix of consultant input, and the experience and energy of the group. Formal input to identify key stages and tools in the process of looking for the next career will be reinforced by practical work. Participants will be given opportunities to work with each other in pairs/triads during each workshop with the aim of helping them work in this way between meetings.

What?
Executive Coaching is
•	The focused application of skills and wisdom that deliver performance improvement through robust support and challenge
•	Collaborative and practically focussed
•	Empathetic and individually concentrated

Why?
To support and accelerate the participant’s capability to
•	Improve performance or behaviour
•	Maximise potential
•	Develop skills
•	Achieve personal fulfilment

How?
Structured conversations over an agreed period of time using a range of reflective processes and tools to address agreed goals – typically up to twelve sessions of between two to three hours duration over a six month period

When?
Individuals, teams and organisations face challenges; especially during times of transition and change. This includes:
•	New roles, ranging from a new job in a new organisation; an international transfer; or leading a new function
•	Preparing for, and responding to, the consequences of merger and acquisition
•	Delivering and leading organisational change
•	Leading, sponsoring and managing complex projects
•	Individual potential is not being realised

The Benefits?
The opportunity to review yourself, your choices and needs in a safe environment. The process provides focus and support and constructive challenge. The self awareness participants’ gain is a major benefit:

	Potential minus Interference equals Performance

Our own perceptions – and awareness – of “interference” can significantly detract from the achievement of our full potential. We work with leaders and teams to help them:
•	Become aware of what they need to do
•	Begin to contemplate what this requires
•	Prepare to take action
•	Engage in new behaviours
•	Maintain consistency in their approach
•	Manage potential relapse – ensuring stickability through ongoing support and feedback

Key Stages?
•	Identify the opportunity
•	Review purpose and what “success” will look like
•	Meet with the participant - Initial scoping meeting
•	Initiate programme – the key element in the process - Acknowledge time for reflection - Tools may include 360 feedback, psychometrics, role play, and using a journal to enhance focus
•	Plan and give feedback to sponsor
•	Manage effective completion and closure

Who?
Stuart McAdam has managed and led change as a consultant, Executive Board Member for HR, and as an executive coach. At 365 Coaching he works with a group of experienced colleagues from a variety of backgrounds who share the common goal of helping our clients achieve their full personal and corporate potential.

Underpinning this is a range of processes and tools which can include the following:

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