Coaching to Success

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Change doesn’t need to be so daunting…

Sometimes it is hard to admit we were wrong when something we have worked hard to create later is not working as well as it should.

Maybe that what we had achieved was not appropriate for the audience we were aiming at or, such as computers no longer fit for purpose. Circumstances in house or the market may have headed down a different path. Whatever the reason, this is where change comes into its own.

I have recently looked at my very wordy web site and although a lot of work went into creating the message initially, I realised that today’s market demands quick gratification and immediate response. With this in mind, I am now working to ‘Change’ the existing layout.

Change Management is not an easy subject to broach as we are often emotionally attached to a situation, circumstance or, for example my web site, something we have poured a lot of energy into.

Thoughts of failure may arise. This can be associated with levels of confidence, or the reluctance to let go. But holding onto something, is not always the wisest thing to do.

There are generally 5 stages to work through to insure a more efficient streamlined and timely change-over. Consider the following when implementing change. Remember, these same areas apply to you as well, even if you are the only person dealing with change:

THE INTRODUCTION

  • Consider the shock this will have on those affected. What will change mean to their otherwise normal behaviour emotionally or to their work pattern?
  • Deliberate the feeling of coping. Will those involved feel capable of managing the situation?
  • Help! What information needs to be given and at what stage(s)? How can you include those who will be affected and insure they have a sense of input? Two-way communication is the key

WHO & HOW WILL IT AFFECT PEOPLE

  • Who will be affected and how do you keep them abreast of the situation insuring they know it will have an impact on them
  • Make the time-frame very clear with no room for ambiguity
  • Clarity that this is not a whimsical adventure that will be soon brushed under the carpet. This will happen and business will change

RESISTANCE

  • Even when the old computer system rarely functions well, we still have familiarity with all the quirky habits. This same sense of attachment applies to whatever needs to be changed. Become aware of how powerful this emotion is.
  • Avoidance (It won’t affect me!) – Excuses as to why it won’t work and continuation on how the old way of doing things did will occur. Frequently check steps towards the end result are made while promoting the positive actions
  • Anxiety could step in here. Be conscious of peoples’ concerns and regularly converse (not electronically) to relay/receive vital information to help the transition
  • Questions of motives and reasons will arise. Reinforce the new positives over the old ways whilst re-stating benefits of the changes

ACCEPTANCE

  • Treat confusion and elements of chaos during the early stages as small hurdles to obtain the bigger rewards
  • Encourage exploration to support change in new ways as positive ideas otherwise not considered in the first place. Gives a sense of involvement, participation in the greater scheme
  • Look for the beginnings of enthusiasm and use these as the fuel to ignite other areas as yet to find the benefits. In larger organisations, use those who embrace change to be the stewards of positive

COMMITMENT

  • Once the positive ways can be seen, fuel any visible increase in energy towards the new way or system
  • Fully support and encourage motivated people to share and help one another
  • Publish or share the positive affirmations
  • Encourage conversations but re-iterate you are looking for reasons for this to work, not excuses why it isn’

This is but a simplistic overview on what to expect when change is to be made. Change is not easy but it need not be painful or too onerous either. Planning, communicating, positive affirmations and finding support are key to the success

Coaching to Success specialise in Change-management so no matter how big or how small the next change you are looking to undergo, contact Neil on 07761 187238 or email neil@coachingtosuccess.co.uk where you’ll be assured a warm welcome to discuss how we can help. You’ll get a better understanding of Neil too by watching our interview video at https://youtu.be/RvCwOL4hPco.

 

 

Just so we’re clear, I’m right!

We all have something that hits us emotionally when someone says something against our own beliefs or values, this is when conflict can start.

I’m no exception to this. Last year a person bought the property behind us with the full knowledge there were trees running all the way along ours and neighbouring properties. His opening comment when he arrived at our door was “I want to come to a compromise regarding the trees”.

No discussion had been held before and no opening gambit concerning tree size was even mentioned, only that he wanted a ‘compromise’ which was possibly not the best way to start a positive relationship with your new neighbours.

With this in mind and memories of historical working ‘disagreements’ I thought I would share my top 6 tips towards conflict resolution:

  1. “What’s it all about?” Clarity is the key. Not always apparent, maybe a constant niggle which can soon develop. It is imperative to establish, through discussions, what the disagreement is and each side’s stance. Usually we only break through the surface and seldom drill down to the core so an arbitrator (someone who is not affected by either party) is a great person to have to ask incisive questions. If they are not available, both parties should write down every little detail that they feel applies.
  2. Find the common objective. Take a pragmatic approach rather than relying on emotion. Just for a while, drop the barriers or defence, as I did with the neighbour, take a breath and both sides discuss what each of them would like to see happen. Search for the commonalities and work from these.
  3. “That won’t work because..” Before you start, establish what the barriers are as these are what need to be worked on/through. What was it that started the conflict and why was it important to take the stance. Once these have been established, then a resolve can be worked towards but they need to be delivered in a logical way rather than emotional. Should there be areas that there is no way to change, discuss methods of getting around the impasse.
  4. Positive discussions. Avoid debating or arguing who is right or wrong. Now it is time to listen, truly listening to each other and coming together to work towards the common objective. This part is probably one of the hardest parts, especially if the dispute has been building. But it is critical to drop the defence and look to positive outcomes.
  5. Yellow brick road. Much like the Wizard of Oz story, work towards the end goal and deal with issues along the way and find solutions. What do both parties need to do to reach the objective? What are the common grounds to work with? Reflect back on what the catalyst was to insure there is purpose behind reaching the objective together.
  6. Own it. Insure that both parties understand what their responsibilities are to reach the agreed goal. From an NLP perspective, it is important to verbalise your own responsibilities rather than being told them. Use your own words and actually saying them out loud, the likelihood of making them work is massively increased. Sentences such as “I agree to take responsibility for…”.

This is much easier when a dispute is in its infancy, however, when items have started to really set root, these steps need to be revisited regularly and often at each stage along the agreed path.

Talking of roots, we did have a tree surgeon come round and lop some off the top and all overhanging branches to their side. Possibly not to the degree they wanted but that was what he wanted – a compromise!

If you are having a dispute where there doesn’t appear to be a reasonable outcome either yourself or members of your team, contact Neil on 07761 187238 or email neil@coachingtosuccess.co.uk, where you will be assured a warm, friendly welcome and discuss what it is you wish to achieve.

First Strategies… Then Capitalise

One thing I noticed in my earlier days of management was that to truly succeed, you need to work ON the business and this requires a strategy.

How is your business? Are you simply working to keep your head above water? Are you drowning in areas that, quite frankly, are avoidable? What plans have you made for tomorrow, next month or a future point? These are all reflective questions I would ask people to look at.

With a strategy model you can formulate a plan to truly promote your great product or service. Lafley & Martin 5-Step Strategy Model has some interesting elements to consider.

  • WINNING ASPIRATION – The organisation’s goal or objective. Not simply about making money but market placement and establishing YOUR aspirations.

In coaching, we use the ‘Rocking Chair’ tool where we ask clients to mentally move away from today and cadge a lift in Dr.Who’s Tardis to drop them at a time in the future so they can envisage on how their business is doing.

Here you can see where you are compared to competition. Do you aspire to be #1 or increase your percentage of market share etc. Be realistic as much as optimistic. Know where you wish to be in a given time. “A dream is but a dream, but a goal is a dream with a deadline!”, set that deadline and imagine what your endeavours now will lead to.

  • WHERE WILL WE PLAY? – Know your market, the players and the customers. As a business coach, I can work 1-2-1 either face-to-face, over the phone or Skype so potentially my clients are global. However, when I run workshops, at the moment I tend to keep them UK bound due to the return on investment. I specialise in ‘Business Coaching’ rather than encompass other areas such as Youth or Retirement so I become a known specialist that helps businesses flourish.

If you sell a product, get to truly know your market rather. You’re your target audience. Is it B2B, B2C, OTC, Local, European, Global? Establish this clearly and focus your energy in a given direction rather than scattergun.

  • HOW WILL WE WIN? – After research comes ‘Strategy’. This is where the most valuable time is spent.

Careful consideration is required here to establish your position in the market and where your competition can challenge you! Look to incorporate your Unique selling Proposition (USP).

Quite simply, your audience requires a good product/service at a fair price. Think about quality and time frame, know what your market requires and create a strategy towards that.

  • CAPABILITIES NEEDED – Your action list. As a coach, I helped one client ascertain his team’s skillset. It became apparent that some were better in certain areas than others. We juggled members around to fit those they were more proficient in and productivity increased resulting from staff being in the optimum place.

What of technology, do the team work with laptops or have they to return to base wasting valuable time? Complaint procedures, route to market, your organisation’s infrastructure all of these require consideration and planning and not simply to be left to chance as you meander forward.

  • MANAGEMENT SYSTEM REQUIRED – Up to know, it has predominantly been management. This area refers to the ‘Leadership’ of people therein.

Dwight D. Eisenhower said “Leadership: The art of getting someone else to do something you want done because they want to do it.” So the key is to have the person who ‘Leads’ to drive the passion of the businesses objectives through those who actually make a difference.

Avoid top heavy, glory seeking and self-promotion management structures. Delegate sensibly and without ‘dumping’. Understand your team’s workload and apply pressure NOT stress (there is a fine line!).

Although extremely simplified to serve this feature, it opens thought processes that time spent creating a workable with focused strategy is valuable. Much like a swan on fast running water, looking beautifully serene on top while paddling away frantically just to stand still. Whereas, with less effort, one which knows its surroundings better will fly to where the same effort put in will cover so much more ground reaping better rewards.

Should you or your organisation be looking to create a strategy bespoke to your business, then contact Neil by emailing neil.nutburn@coachingtosuccess.co.uk or 07761 187238 to discuss how Coaching to Success can help you.

And why not get a feel for the person by checking out our short ‘interview’ video at https://youtu.be/RvCwOL4hPco

Change! Communication is key

Change! Hmm, not something we, as a human race, embrace. I know there will be some who openly state that they encompass it in what they do, my hand is up for that concept… well, as long as it is something I ‘wish’ to change. But how much do you embrace it when it is something unappealing?

Worse still, what happens if this change is forced upon you or if informing others that change will take place knowing the resistance you are likely to receive.

Change isn’t simple like changing a tyre on a car. With this, all you are doing is replacing ‘Old’ with exactly the same but a newer variety. Change affects our mental state of wellbeing, beliefs or values so we have to be careful in our approach.

But do we actually need to change? The simple answer to that is YES! Look at Kodak, Encyclopaedia Britannica or Woolworths and you see what happens to those who don’t embrace change. It is inevitable and those who are at the forefront to change are the ones who lead in business.

Now look at the reason for change. Will it truly improve the effectiveness of the business? If unsure, this ‘clarity’ needs to be established first, and clarity is the key.

I know some who think information is power and best kept close to the chest, then wonder why morale is down, people aren’t being open, conversations are secretive etc. This then comes back to how clear communication is paramount to the success of change needed. The element of the unknown causes anxiety, distrust and barriers the delay of shift.

So how is change communicated? See the following just for a starter…

The Grapevine; Notice Boards; Appraisals; Email/Intranet; Face to face meeting; Briefings; Rallies; Presentations; PR Agency/Dept; Conference calls; Annual report; Internal memo; Letter; Telelphone and many more. Think of these and other means by which the message can and should be relayed. NEVER rely on just one format.

I know someone who sends out all important information via FB Messenger, and no matter how many times I advise him that he should also consider text and email, he still uses just the one media form and wonders why some people don’t get to know about his updates!

Make your message sufficient in content, clear and not dependant on the grapevine. If it affects specific people, directly address them and before they find out from someone else.

Albert Mehrabian, Professor Emeritus of Psychology is known for his publications on the relative importance of verbal and nonverbal messages. This said, 55% is through gesticulation, 38% tonality but only 7% in the words used. Think on this when communicating only through writing.

People read things in the frame of mind that they are in and not necessarily that of the writer so care is needed when using only words as the simple sentence “Standards need to be raised and more focus is required” could be interpreted by a reader as “Are you saying I’m ineffective?”, “Is the company under threat?” or “Are you threatening me?”

To ensure we feel valued and connected, base wording around being:

  • Clear and directional
  • Focused with steps
  • Reassuring to reduce worry/anxiety
  • Motivational

And tie the relevant informer to the relevant party! Well, that includes everyone doesn’t it? Not necessarily, think strategically as to who can relay the message better, for example:

  • Staff to Suppliers
  • Staff to Customers
  • Team Leader/Supervisor to Team
  • Director to Manager
  • Board to Stakeholder…

Some can be more relevant to pass the message on than others. Who would be best to relay the information in your organisation?

John P. Kotter developed 8 steps for successful change, these being

  1. Increase urgency – this helps motivate and move people
  2. Build the guiding team – the people who see things are driven through
  3. Get the vision right – Back to clear communication and strategy
  4. Communicate for buy-in – Make it clear and people start to but into the idea
  5. Empower action – Support rather than micromanage
  6. Create short-term wins – Keeping the momentum going
  7. Don’t let up – Change ideas, adapt but keep focused on the end goal.
  8. Make change stick – Avoid the pull of ‘tradition’. Ensure new and winning behaviour continues.

Change encompasses so much from communication, concept, behaviours, values, planning, strategy, the emotion journey of those affected, resilience and engagement just to mention.

If it was easy, we would have done it ages ago but change isn’t as simple as the tyre, it is so much more complex and clear communication is essential in the development.

If you are in the process of considering change, call Neil on  07761 187238 or email neil@coachingtosuccess.co.uk who, with tools and techniques, can assure you of a smoother and probably quicker transition so all benefit.

Do you associate with these business struggles…

I am no different than any other company in areas of a coaching/mentoring that I offer to that of other businesses when it comes to struggling. However, I recognise what they are and do something about it and would like to share some with you.

So in this feature we cover recognisable areas whether you head an organisation or work within one and come up with methods by which to address them.

On the Verge – All too often we work, work, work all hours possible. Warning! We are NOT robots and you will burn out. Do not be a martyr to the cause, look to see what can seriously be delegated. Learn to let go.

Using your head – Oh I have been there. I know best and it will take too long to explain to others as it’s all in my head. As well as this, tasks get done when you remember them (poor time management). Look to create your own protocols and procedures for consistency in what you do. If you have a team, insure they too follow the procedures which helps keep track of any element through its life cycle.

Fear of failure – Things seem alright, why rock the boat? Why take unnecessary chances for fear of potential failure as opposed to moving with your desire for success. This is a mind-set area not based on fact. Work with a positive ‘I chose to make the best of an un known rather than fearing it’. Try it a few times and see what positive affirmations can give you and your business.

Marketing ROI – What IS your Return On Investment? Be honest with yourself. Don’t know! Well I would strongly recommend assessing the time and money outlaid on marketing. Too many organisations rely on you simply throwing money at them without really giving what you expect. Look, monitor, re-evaluate.

Research – Do you really know the market you are aiming at? If your target market seems unclear, rather than attempting to sell to all, look at the Psychographics (personality, values, opinions, attitudes, interests, and lifestyles) of the Demographics (quantifiable characteristics of a given population) of your target market.

Constantly doing the same task – Look to see how repetitive tasks can be formalised with little input to create the overall masterpiece. This can be anything from quoting to copying and pasting messages. Look to formalise it. Use Mail Merge for creating a standard letter or quote with information extracted from a spread sheet. Copying and pasting cannot only be time consuming but is inherently open to mistakes (as I have found out to my cost historically!). Think Time Management.

Go it alone – Politically this is a bit of a hot subject at the moment, however, in business, I look to Aristotle’s wise words, “The sum of the total is greater than the sum of its parts”. Look to share your knowledge base and gain knowledge from others. Networking or Mind dump groups are great to accomplish this.

Stationary Skill-Set – To be blunt, it is a vicious market out there. If you stand still, not only will you miss the train but others will catch it! Never stop learning or looking forward to new ways. For those of you old enough to remember, look at Encyclopaedia Britannica or Kodak for examples of companies who thought the modern digital era would not affect them. Keep up with or ahead of the game. Look at every aspect from software enhanced presentations to innovative ways of pushing forward using time saving elements that will have a positive effect on everyone within the organisation.

Although some may appear obvious, we can easily get caught in the day-to-day running of the business. Step back occasionally, view what is going on. Treat yourself to regular reviews and learn to develop ways to get around what sometimes appear insurmountable problems that when broken down, can be manageable chunks.

Coaching to Success specialise in addressing ‘clarity’, you could say we demystify the foggy screen of your business’ windscreen. Should you or members of your team be looking to gain some direction in the organisation, first contact Neil either by mail at neil.nutburn@coachingtosuccess.co.uk or direct via phone 07761 187238. Our business is Your success, let us help you move on to turn Struggles into challenges and challenges into positive rewards.