Coaching Change During Tough Economic Times

[Meridith Elliott Powell]

Morning,
Thinking that the person who showed me how to use this sight is now regretting it - as I am on it all the time!!
I was leading a workshop last week on team building and leadership. I was with bankers and CPA's.. naturally I had lots of questions about "leading" C's. I had one leader having quite a bit of difficulty coaching two C's.. both (off the chart) CS's... the firm is under (and will continue to be given the economy) extreme change .. obviously CSs having a lot of trouble going through this.. they have been through our training before - so they are aware of their challenges.. The question is "how to coach a CS?" The firm does not (again given economy) the luxury of moving slowly right now..

Would love thoughts on this.. as well what is your advice to leaders looking to hire during these highly transitional times? I am really watching these two associates struggle (I have been asked to do one-on-one coaching with them and their leader - who is a high DI - of course right?) and am wondering the best way to do this.

thanks
Meridith

[Guy Harris]

Hi Meredith,

I really like your activity on the site. Your questions and comments are what we hoped for when we created it!

With regard to coaching a C/S style person in times of change: people with this style may, as you indicated, have some challenges in a rapidly changing environment. The discomfort caused by having to make decisions with incomplete or changing information can cause significant stress. In the face of it, they might withdraw.

Since they already understand the DISC model, you might help them by asking them to describe their potential blindspots and the implications of those blindspots in a changing environment. As they talk about their own blindspots, people often (not always) come to realize that the discomfort they feel is normal. Once they realize it is normal, they are often more willing to confront it rather than withdraw from it.

When they see the need for rapid change for themselves rather than having it imposed externally, they will often take the steps necessary to move quickly.

I hope this helps.

Guy

[Meridith Elliott Powell]

Guy - this is great.. thanks so much.... I have one other question (of course).... when you are helping teams hire.. leaders hire new employees.. if they are heavy cs.. and they have a lot of change coming.. would you advise they look for other style blends?

[Dave Weimar]

As Guy so rightly points out, once a person is reminded of their blindspots they may not only understand their discomfort but may well seek out the advice and help of those who fill those areas.

[Meridith Elliott Powell]

Dave - thank you!! same question to you I just posed to Guy... thanks!! (this helps me out a lot)

[Dave Weimar]

Not necessarily look for another blend. The key to me is in setting the expectation for the new employee. Be up front and blunt about the environmentthey will face. If they choose to stay then you have buy in by the new hire and have the expectation for their cooperation and productivity even in the turbulent times.

[Meridith Elliott Powell]

Thanks Dave!!!

[Guy Harris]

Sorry Meredith. I missed your follow-up question.

Dave's reply is right on. As long as people go into the role with a clear understanding of what to expect, I wouldn't necessarily change hiring practices for what might be a shorter term situation. (Assuming I understand the situation clearly.)

Thanks for your engagement with the community.

Guy

[Meridith Elliott Powell]

Thanks Guy... I am as well going to do a team profile for this client - so we can get a visual of his team - and see if we need some balance..

Hope all is going well with you and that you have a wonderful holiday season!!
Meridith

[Jim Carty]

Hi Meridith,

To add to what Guy has suggested, you may consider walking some of the leadership through the Role Assessment process. This will do a couple of things for you and the organization:

1. The corporate leadership will have a clearer image of the responsibilities of the position in question. With this information, they will be better able to identify potential areas of struggle for new hires as well as any current team members who are having difficulty with the speed of change.

2. For yourself, the insights you gain through the assessment process will assist as you continue to coach both leadership and any new hires. You will have a clear picture of what is most important to the organization for each role assessed. As you work with the company, your understanding of what they expect from each role can give you tools to gain genuine results quicker by focusing on fewer issues.

Hope this helps.

- JMC

[Meridith Elliott Powell]

Jim,
Thank you! This is a great idea... I have a session coming up with the leadership and the team in early January. I am going to use this...thanks so much... I will let you know how it goes...

Again, thanks - valubable input
Meridith

[Shirley Voorhees]

Meridith:

Glad you are enjoying this site!

Just a quick thought about the C/S's you were asking about. One thing the leader may do to is to give as much advance warning as possible when there is an upcoming change. I know that is not always possible but any advance warning for a C/S is better than none. Also, if C is their primary trait, helping them to see the logic of the necessary changes may also serve to quell their anxiety.

These are anxious times for everyone but I think even more so for those who have a lot of C & S.

Shirley Voorhees

[Meridith Elliott Powell]

Shirley,
Thank you.... especially for the "C" addition of explaining the logic... I have a client right now - tourism business - whose business has really fallen off.. he has had to make a lot of changes.. he has three long time C/S' working for him... they are really struggling with the feeling that this is unfair etc.. I am going to go back in and really look more closely at these profiles (as he is getting ready to deliver another big change)... and will truly approach it from the logic as well..
thank you for the advice!
Meridith