Time for your first major leadership transition: moving from Directing to Coaching style. This happens when employees embracing organizational changes hit implementation reality and start struggling.
You'll learn to add emotional support while maintaining clear change direction - a delicate balance during transformation!
Engagement Message
Have you seen someone's change enthusiasm fade when they encounter obstacles?
Picture this: Marcus started excited about the new digital workflow system. Week one, he was energetic and asking great questions. Week three, he's avoiding the system and seems frustrated.
This isn't resistance - it's normal development from enthusiastic adopter to disillusioned implementer.
Engagement Message
What usually causes this confidence drop during organizational changes?
The implementation reality hits hard. Processes that seemed streamlined become complex. Early quick wins turn into consistent system challenges. People realize the change impacts more than they expected.
Your directing style got them started, but now they need emotional support too.
Engagement Message
When did you last experience this reality check during a major change?
Here's the key insight: don't change direction yet! They still need clear guidance because their change competence is developing. But add high support - listening, encouraging, problem-solving together.
Think of it this way: don’t choose between giving clear direction and offering emotional support—your team needs both at this stage.
Engagement Message
Why do you think people still need direction at this change stage?
Watch for these coaching transition signals: asking worried questions instead of excited ones, hesitating before using new processes, or expressing doubts about the change's viability.
"I don't think this new system will work" often means "I need coaching, not just directing."
