Coaching and Facilitation

Organizational change can't happen unless individuals have both understanding and incentive to change. Most people resist change out of fear of the unknown, as well as concern that change will result in losing something they value. Often, employees are afraid of losing status, opportunity, or position because they don't have sufficient information to ease their concerns. As a result, they make assumptions to fill the gaps in their knowledge, and too often, they assume the worst.

While such assumptions sometimes result from management's failure to keep employees informed, at other times, management simply does not have answers about what the future will bring. In either case, individual and team coaching, combined with facilitation of group discussions, can alleviate fears and coalesce the organization in ways that minimize discomfort and support flexible decision making in the face of uncertainty.

APCG applies coaching and facilitation for many purposes. Most often, these services are applied when a significant, high-intensity project is undertaken, a major roadblock is encountered, or any time an outside perspective is needed to break out of a conventional mindset. Some examples of successful coaching and facilitation engagements include:

• Coaching a management team through a difficult decision process
• Coaching a management team to work more effectively together
• Coaching a functional team through a challenging project
• Coaching a newly formed team to become an effective work group
• Facilitating conversations between a manager and employee for individual performance management
• Coaching executives to manage stress and morale issues
• Coaching individuals for leadership or professional development
• Coaching leaders or organizations with morale problems
• Coaching individuals to clarify their roles and responsibilities
• Coaching to address manager-identified professional development issues