When disadvantageous changes occur in an organization, and employee morale decreases, hope seems to be the only thing left to them. “Better times will come!” – you often hear. You know the feeling, don’t you? The need to hope, to resist, remembering the better moments and hoping they will return! Hope dies last!
I was there! In fact, a situation like that led me to choose the coaching courses as an alternative.
Working with clients who have overcome similar situations, we have identified 3 simple steps that can help you change your perspective:
1. Awareness / self-awareness
As a coach, I often share situations, metaphors, or jokes that the client’s story reminds me of. In anticipation of better times, the image of a player in the Casino came to my mind. A player who loses badly, loses everything he has. And yet he borrows more money, in the hope that the next hand will bring him the win! You certainly know the situation from the movies… what reaction does it inspire in you?
Likewise, the entrepreneur with a declining business says the same thing, refusing to cut costs or send employees into unemployment. Even in the midlde of an economic crisis: “We will come back! We just won’t go away! ”.
What do you think: are these similar situations? What is the hope? The obvious answer is that we hope for these situations to become agreeable again! Chances are that time will change everything, right?
In reality, instead of acting, you are passive and expect events to become more encouraging. In an evolving world, this is the equivalent of taking a step back. It means discomfort, dissatisfaction, bad mood.
2. A different perspective “And if things don’t change, what other options / opportunities are there?”, I ask the coaching clients in this situation.
“And if things don’t change, what other options / opportunities are there?”, I ask the coaching clients in this situation.
The purpose of this question is for him/her to explore. Which often starts with I do not know and silence – introspection. A moment that equates to stopping the way the client usually thinks – removing the only sure possibility that s/he saw and which brought him discomfort, dissatisfaction.
After the client breaks the silence following his introspection, there’s an opening for new possibilities, options that s/he is now ready to identify. And the exploration can start with: “Can you think of situations in which you have successfully overcome similar challenges? Specifically, what worked then? ”.
There are always 1001 options! The client always has the resources to find them and the outcome depends on which one s/he chooses. These options bring the change you want.
What could be the worst case scenario?
If the situation really improves as s/he hopes, the client has nothing to lose. Otherwise, s/he is more prepared to face reality!
Change means stopping the way we are used to thinking, and allowing a new beginning. The transition process involves an evolution over time: the release from the existing problematic situation, followed by finding the optimal solution, which then leads to the new beginning, which often brings a lot of creative energy. And in these situations coaching offers the necessary support by accompanying the client and supporting self-confidence!