Coaching through a Role Change

Changing professional roles can be both exciting and stressful. Often, when a person is promoted due to success in a particular job, he or she is moved into a position that requires a completely different set of skills. For example, a talented salesperson may not have the management skills to lead a team. One way of reducing the learning curve is to work with an experienced coach.

Coaching through a role change requires the coach to dig deeper with the coaching recipient. Coaches should consider using a SWOT analysis to guide their coaching approach:

  • Leverage Strengths - A coach can help a recipient by identifying strengths that were developed in a previous role and finding ways to use these in the new one. If the coaching recipient previously utilized strong interpersonal communication skills in her role but didn’t have the opportunity to lead meetings or deliver presentations, the emphasis should be on using existing communication skills in a new way.
     
  • Minimize Weaknesses - Coaches should be direct about the limitations they believe will hinder the progress of the coaching recipient in their new role. Identification of weaknesses and creating mastery experiences to develop the needed skills to succeed is an important part of the coaching process.
     
  • Identify Opportunities - A new role will likely come with many opportunities. It is best to limit the coaching recipient to one major opportunity and one or two smaller ones. Seek out internal and external opportunities.
     
  • Eliminate Threats - Threats during a role change can take many forms. Avoid fear, uncertainty, and doubt. The person in a new role will want to exude confidence so as to establish a position of strength.

The most effective coaches focus on tactical changes that lead to better outcomes. By organizing interactions through the use of a SWOT analysis, a coach will add value and improve ROI. To learn more about coaching, join us for our next HR Summit happening on May 19th.