Coaching · Organisations
Organisational coaching
The organisational coaching plays a specific part in supporting change: it lets organisations find within themselves the resources and the answers to the questions they face.
The work is to move them towards greater coherence and alignment between their purpose and their component parts — in reorganisations, mergers, and projects to transform company culture.
This practice requires working at four levels:
- Supporting the executives
- Transforming the management teams
- Changing the organisation’s practices
- Measuring the impact on operational and financial results
It sometimes needs to be complemented by a strategy and process consulting assignment.
The steps:
- Build a diagnosis and possible scenarios, taking in — among other things — political dimensions and power struggles, the ontological dimensions of the collective, herd phenomena and resistance, company culture, and globalisation.
- Draw up a coaching strategy and put it to the client.
- Define the measurement indicators precisely.
- Support collective performance through the right strategies, the right tools, and the right ways of mobilising internal and external resources.
- Where needed, deepen the organisational coaching with specific themes.
- Roll out over time.
- Measure the results.
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