The problem wasn’t the quality of training itself – but what happened after. Once leaders returned to their organisations, they hit entrenched systems & cultures where change wasn’t supported, let alone modelled by those above them.
Fast forward nine years & as Learning & Development teams are under increasing pressure to prove value in difficult economic conditions. The question remains: just how fertile is the soil in which we are planting these seeds?
It’s worth noting that it is rarely down to the individual alone. Structures, policies, procedures, & ingrained behaviours all play a role. Which raises the challenge: how do we deliver value at every level – individual, team, & organisation?
Here’s an approach that’s working for me & my clients: coaching the system at the same time as the individuals who lead it as part of one consistent package of work.
- Organisational coaching – engaging leaders & frontline colleagues to understand direction, strengths, & obstacles.
- Team coaching – working collectively with the leadership team to tackle the structural, procedural, & cultural challenges we identify.
- Individual coaching – helping these leaders reflect on how they invest their time & energy today, & what needs to shift to create the change they want to see for the system & for themselves.
The result? Thoughtful, cohesive change – done with the system, not against it. Less “box of fireworks,” more intentional transformation.
If you’d like to explore how this could work in your organisation, message me at rupert@strongerhumans.com
#strongerhumans
