How to Coach Yourself and Others Essential Knowledge For Coaching | Page 49

Even if you're introducing small changes don't assume that that
these will be easier for people to accept - especially if they
already feel threatened or have low trust in the process.
If you're aware of any indicators of resistance to change then
you'll need to take some time out to listen to people's concerns.
Yup, listen. Don't talk, just listen (or get someone else they trust
to listen).
The clue to overcoming resistance is understanding that you
cannot avoid resistance, but you can manage it.
Remember that people experience change in personal ways.
Addressing people's values when you encounter resistance to
change can reduce any negative impact of resistance.
Changing your attitude towards resistance is what's needed to
ensure successful change. Anticipating resistance to change is
part of a successful change management strategy and will help to
keep people motivated and positive about change.
Here are some great tips:
1. Let your client speak his peace and/or vent if necessary. Give
him space to express himself. If you react emotionally and try to
stop him, argue, or immediately explain why he is off base, you
will just fuel the fire. Sometimes letting off steam is the first step
to opening to a healing path and moving in a more positive
direction.
2. Reflect back to the client what you heard her say, so she knows
that she has been listened to. “Wow, you are really angry at your
boss, and you don’t see any other option but to retaliate.” Or
“Your daughter won’t move out and support herself, and you are
completely frustrated.” Or “I’m hearing that you are disappointed
that you haven’t made more progress in coaching thus far.”
When your client feels heard and acknowledged, he may lighten
up and be willing to see and explore more healthy options.

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