Change is inevitable and exciting

I love seeing the change, growth, and development of my clients.

A client I started working with a few months ago has had some significant positive shifts in her development in a short period. While all clients experience some level of growth and development in our work together, she is one of the clients I have worked with who had a significant amount of change in a short time.

What makes someone have more meaningful change than others?

Below are a few elements that are present when my clients shift quickly and significantly. And please note each of these factors exists on a continuum. It is not a ‘yes’ or ‘no’ on each element, but how far along they are on each continuum seems to make the most significant difference. 

Key elements of transformation

Readiness: my clients are ready to take on the work, not just the fun exploratory work but also the hard work and the uncomfortable work. In many cases, a catalyst has brought them to this readiness:

  • A new opportunity that feels overwhelming
  • A lost job opportunity
  • The feedback they have received
  • Frustration
  • Being ready, really ready, for something to change

In most cases, I don’t take on clients who are “voluntold” to go to coaching or if coaching is used to help move the individual out of a company. While clients can grow in these cases, they often don’t embrace the work and haven’t fully bought in. I understand that.

Curiosity & Openness: Change and development require self-reflection and frequently include feedback from others. We examine what is working, what’s not working, long-held beliefs that are getting in the way, a mindset that isn’t serving them anymore, and automatic behaviors that they aren’t aware of. The clients who can approach the development from a place of curiosity and openness can take in the information without getting hooked on it.

They don’t put focus on shame or self-blame. Instead, they can absorb the new information with a broader perspective. This allows them to make some conscious choices about what to do with the information if anything.  

Clear Definitions: How do I want to operate in the future? Who am I, and how do I want to show up? These are questions that my clients who make the most considerable change shifts can define. They have clear intentions on where they are headed.

These clients haven’t arrived at the destination yet, because, after all, growth and development is a journey of becoming who we want to be. They are, however, clear on the intention. 

Safe Environment: The other factors I mentioned all have an internal focus. But a crucial component of development relies on external factors as well. The client needs a space to experiment with new behaviors and ways of being. They must have a psychologically safe environment to bring people into their development and allow the shifts to happen. Those who work in settings that allow for growth and development in their leaders have a much easier time shifting. Organizational culture is critical here, especially as experienced by their direct manager. 

Change is quicker when you’re in the high rand of the continuum

There are many other factors at play when discussing growth and development. However, when my clients are in the high range of the continuum for each of these four factors, they seem to be able to make significant growth and development shifts the quickest.

Ready to make significant changes? I can help!