Your team member is resistant to new coaching techniques. How can you help them overcome their struggles?
Encountering resistance to new coaching methods can be challenging, but with the right approach, you can guide your team member towards acceptance and growth. To facilitate this transition:
- Demonstrate the value: Show tangible examples of how the new techniques have improved outcomes in similar scenarios.
- Involve them in the process: Encourage their input on integrating new methods with existing practices.
- Provide support and patience: Offer additional training sessions and be open to addressing concerns as they adapt to changes.
What strategies have you found effective when introducing new coaching techniques?
Your team member is resistant to new coaching techniques. How can you help them overcome their struggles?
Encountering resistance to new coaching methods can be challenging, but with the right approach, you can guide your team member towards acceptance and growth. To facilitate this transition:
- Demonstrate the value: Show tangible examples of how the new techniques have improved outcomes in similar scenarios.
- Involve them in the process: Encourage their input on integrating new methods with existing practices.
- Provide support and patience: Offer additional training sessions and be open to addressing concerns as they adapt to changes.
What strategies have you found effective when introducing new coaching techniques?
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Acknowledge their concerns and understand their perspective. Show how the new coaching techniques align with their goals by sharing clear benefits and relatable examples. Involve them in the process by seeking their input and offering gradual implementation. Provide support, celebrate small wins, and maintain open communication to build trust and ease their transition. Growth starts with collaboration.
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Rolling with Resistance in Employees Resistance in employees is common, but leaders can turn it into an opportunity by “rolling with resistance.” This approach involves understanding and working with pushback rather than against it. Start by listening actively and validating their concerns to show respect and reduce defensiveness. Ask open-ended questions like, “What concerns you most about this change?” to encourage dialogue. Reflect their concerns neutrally and reframe them positively. Align their concerns with shared goals to show mutual benefits. Sharon who was overwhelmed by time constraints, was able to voice, delegate and join. By shifting from confrontation to curiosity, resistance becomes a pathway to collaboration and growth.
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