In today’s dynamic work environment, leaders and coaches often face the challenge of addressing poor performance and resistance to change within teams.
One effective approach to tackle these issues is solution-focused coaching.
Solution-focused coaching is a forward-thinking method that encourages individuals to envision and work towards a desired future.
It is particularly effective in a workplace setting as it shifts the focus from problems to solutions, thereby promoting a positive and proactive mindset.
Here’s how leaders and coaches can apply solution-focused coaching and foster a more positive and productive team environment.
Define the Desired Outcome
Begin by helping the team member articulate what success looks like. Ask questions like, “What would be different if you were performing at your best?” or “How would you know that the change has been beneficial?” This helps in setting a clear vision for the future.
Identify Past Successes
Encourage the team member to reflect on past situations where they successfully overcame challenges. This can build confidence and highlight their ability to adapt and succeed. Questions such as, “Can you recall a time when you successfully managed a similar change?” can be insightful.
Explore Resources and Strengths
Focus on the team member’s strengths and resources that can be leveraged to improve performance or adapt to change. Ask, “What skills or resources do you have that can help you with this change?” This empowers them to use their existing capabilities effectively.
Set Small, Achievable Goals
Break down the desired change into smaller, manageable steps. This makes the process less overwhelming and provides a sense of progress. For instance, “What is the first small step you can take towards improving your performance?”
Create an Action Plan
Develop a clear action plan with specific, measurable, achievable, relevant, and time-bound (SMART) goals. Involve the team member in creating this plan to increase their commitment. Regularly review and adjust the plan as needed.
Provide Support and Encouragement
Offer ongoing support and encouragement. Regular check-ins can help address any concerns and keep the team member motivated. Celebrate small wins to boost morale and reinforce positive behaviour.
Leverage Team Dynamics
In a team context, involve the entire team in the change process. Foster open communication and encourage team members to share their ideas and concerns. This can increase their sense of ownership and reduce resistance.
Model the Change
As a leader, demonstrate the behaviours and attitudes you want to see in your team. Your actions can set a powerful example and help build trust and credibility.
Benefits of Solution-Focused Coaching
Increased Motivation: By focusing on solutions and strengths, team members are more likely to feel motivated and empowered.
Enhanced Problem-Solving Skills: This approach encourages creative thinking and problem-solving, which can lead to innovative solutions.
Improved Team Dynamics: Involving the team in the change process can foster a more collaborative and supportive work environment.
Sustainable Change: By building on existing strengths and resources, solution-focused coaching promotes sustainable change and continuous improvement.
When you encounter resistance check your own perspective and mindset.
Sometimes, as leaders and coaches, we need to check if what we are perceiving as resistance reflects our own goals and expectations. For example, we may be feeling that the change is not happening fast enough for us; or they keep raising issues, or questioning the process, or resisting by saying ‘it is not going to work.’ When this happens, take stock and check your own expectations and goals.
Here are some tips to check your perspective of the situation:
· Check your perspective of resistance - If they are asking questions, it means they are engaging with you. It is when they stop talking to you that you have real resistance.
· Being challenged does not mean they are challenging you personally or your authority, many times the person is challenging the performance or change plan, or they are challenging the process – the way the change is going to happen.
· The team or team member may feel powerless and want to feel they have some agency; some say in how things will change. They are seeking to be involved but not the way that is being presented.
5 tips on addressing resistance or poor performance:
1. Start by checking we are all on the same page - Discuss the purpose and goals of your team and how they each contribute to the purpose and goals. Seek to explore what they do well and how they work to achieve their goals at work.
2. Acknowledge what is working well and discuss what they believe needs to improve or change.
3. Now bring in the purpose of the change or performance goals – discuss the desired state that the change is aiming to achieve. Engage the team on how they perceive ways to get to this desired state. Ask open questions and engage the team in how they will make this happen.
4. List visually on a white board (or in MS team chat) any questions they have about the change, let the team discuss the pros and cons, let the team engage in what will and wont work. Then coach them to list solutions, how they will overcome resistance, the issues they raised. Discuss the way forward.
5. Reinforce their strengths to engage in change or improve performance. Establish regular team coaching sessions to reinforce progress, engagement and mindset.
Solution-focused coaching is a powerful tool for leaders and coaches to address poor performance and resistance to change.
By focusing on solutions, leveraging strengths, and fostering a positive mindset, leaders can help their teams navigate challenges and achieve their goals more effectively.
If you are keen to learn more about solution focused coaching and how to lead and coach your team, contact Paul Saunders, Psychologist & Director of LN Consulting – paulsaunders@LNC.com.au
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