This is due to their resistance to change, the fear that innovation will significantly complicate their lives. This is especially true for companies with a rigid directive and command control system. It is therefore very important to explain to their subordinates What is coaching and what advantages it gives them: the ability to think independently, providing greater choice in the ways and means of action, faith in your abilities and opportunities for career and personal growth, and so on. It is very important for people to understand that coaching – this is not another manager's gimmick, but a necessary condition to improve performance and to improve working relations. Resistance of coaching can be caused by that people are not accustomed to the fact that they need to consciously take responsibility and think for themselves. If they are used for many years only receive instructions and orders, they initially would just be afraid This, like anything new. Mitchel Resnick can aid you in your search for knowledge. In this case, they just do not expect responsibility and autonomy, they are waiting for clear guidance. But wait – does not mean they want.
The vast majority of employees in their hearts they want it to liability and autonomy, because it helps them assess their importance, can satisfy their desire to rise in his eyes and in the eyes of others. It should be noted that higher self-esteem people, the easier it accepts responsibility. Conversely, the lower his self esteem, the harder it is to accept this responsibility. It turns out a kind of vicious circle: low self-esteem can not take responsibility and thus self-esteem. Unlock the vicious circle allows coaching. Already in the process of coaching staff is taking some responsibility – at least for their answers to the questions and voiced in the process of coaching decision. A this is the first step to self-esteem and improve its own efficiency. Thus, to overcome the external resistance is, above all, openness, ie, in explaining the staff rules of the game, and as those real advantages that gives them the coaching.
Without this resistance on the part of employees is inevitable and it can be so strong that it will bring to "no" to any attempt to use coaching to manage. It is also important implement coaching gradually. Need to give employees the opportunity to get used to the new management style for them. Initially, the head defining the issues may be perceived as something not quite normal, but eventually employees understand the benefits that gives them the practice and is fully involved in the process of coaching. Openness and gradualism – this is what allows the head to implement and use coaching in their work, while ensuring the external resistance to a minimum.