You're facing pushback from a middle manager in coaching. How can you navigate power dynamics effectively?
When coaching meets resistance, it's key to navigate these waters skillfully. Here are some strategies to consider:
How do you handle pushback in professional coaching? Share your strategies.
You're facing pushback from a middle manager in coaching. How can you navigate power dynamics effectively?
When coaching meets resistance, it's key to navigate these waters skillfully. Here are some strategies to consider:
How do you handle pushback in professional coaching? Share your strategies.
-
Build a positive relationship with the manager, showing genuine interest in their perspective and acknowledging their expertise. Use active listening techniques to understand their concerns and resistance, encouraging dialogue through open-ended questions. Align on the objectives of the coaching process, clearly articulating the benefits for both them and their team. Address any specific fears or misconceptions directly, providing examples of how coaching can lead to improved performance. Involve them in setting the agenda for coaching sessions to help them feel more in control. Finally, be patient, as change takes time, and regularly check in on their progress, celebrating small wins to reinforce positive changes and build momentum.
-
When middle leaders pushed back, it is impotent listening to their concerns to understand where they were coming from. Their hesitation was often due to uncertainty about change, so I showing them how coaching could actually help them reach their own goals. Focus with them on small, quick wins to show progress. By offering steady support, being patient, and staying consistent, create a more open environment where they felt comfortable and engaged with the coaching process.
-
Insightful approach. Start by building genuine trust—show your value through demonstrated expertise and a respectful attitude. Clarify mutual objectives early on, aligning with shared goals to create a common ground. Foster a space for feedback and dialogue, listening actively to their concerns to adapt your methods. Emphasize the importance of transparency and open conversations that bridge power dynamics. Regularly reflect on progress, using analytical techniques to prioritize steps that align with both parties' values. These strategies strengthen your influence while maintaining a collaborative atmosphere.
-
Resistance is natural, even for the most committed leaders. It often stems from fear of change, uncertainty, or unconscious barriers. Approaching these situations with empathy, acknowledging those fears, and collaboratively exploring concerns can transform resistance into opportunity. Remember, the manager may not be resisting you, but the change itself. Focus on collaborative problem-solving rather than forcing compliance.
-
Push-back is a clear indicator of some resistance, as a coach rather than assuming, I would share my observation(s) honestly as facts and ask the client (manager) what is happening? This is also a great opportunity to build trust early on and create a solid foundation for coaching. Once we understand clearly, we can then move on to explore possibilities to co-create meaningful conversations aligned with his/her goals.
更多相关阅读内容
-
Business CoachingHow do you change your coaching niche over time?
-
Life CoachingHow do you choose a coaching niche that aligns with your passion and skills?
-
Personal CoachingWhat are the most effective strategies for setting achievable goals outside your comfort zone?
-
Personal CoachingYou want to develop an entrepreneurial mindset in personal coaching. What are your first steps?