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Empowering Environments through Coaching and the Transformation Cycle

Entrepreneurs and organizations have the objective of being productive and efficient. The bottom line is the driving force behind every company, which means that profits are critical for success. However, focusing solely on profits can be short-sighted. The people working for the company are the ones who lead to productivity and efficiency, and their motivation and passion for innovation are essential components of success. Ignoring these components can lead to a decrease in productivity and profitability.

It is crucial to look beyond the bottom line and assess how the lack of trust, passion, and motivation affects profits. Many companies discuss this issue and plan activities, new compensations, and benefits to address it. However, the solution lies in the hands of the workforce and those working for the company. As the saying goes, “You can lead a horse to water, but you cannot make it drink.” The drinking process comes from within, and the individual will decide to do that.

The challenge is that other aspects of their lives cloud individuals, which need help knowing which direction to take.

It is where individual coaching within the organization can help individuals find their way. Individual coaching allows people to take charge of their path, and L&D specialists can help them find the solution. Once an individual has their “Aha!” moment, the company can facilitate the area of growth most beneficial for both parties. This process fosters talent growth and retention by creating trust and confidence in the organization.

When coaching is coupled with the Transformation Cycle, a company can achieve a more structured path that creates a win-win situation.

The Transformation Cycle uses coaching in the REGROUP phase to bring out desires, needs, and wants, providing clarity to everyone involved. The focus is on creating a safe environment based on curiosity, trust, and self-confidence building, supporting vulnerability and a sense of belonging, and guiding through the process without judgment.

Once clarity is established, the RELIVE phase places the individual in a situation, perhaps in a task force or voluntary project, to understand if this direction will create the best working relationship and productivity. It is a try-out phase, and making mistakes is okay. This allows all parties to implement the previously mentioned desires and needs. Accompagn professionally with a guide, most likely a collaboration between an independent coach and an internal L&D specialist. At the end of this phase, a full recap or evaluation is essential, and both parties agree on the next step.

Finally, the next step is the REMOTION phase. It is grounded on the conversations and agreement of the parties and motions towards a new path for the following year. The parties then put together a plan with the support needed to thrive and be resilient. At that point, trust is demonstrated, and everyone believes in attaining harmony and balance between work and life.

Combining the two factors can create a truly collaborative environment that eliminates bias,

fosters a culture of feedforward, enables two-way communication, and encourages team expression with an open mind. This approach has no downsides except that the parties involved may realize it’s time to part ways. However, this may not be a bad thing in the end. Humans are hardwired to grow, and organizations are made up of humans. Therefore, growth is inevitable, and we should embrace it.

Do you want to prioritize humans in your HR organization? Contact me here to get a plan.