Coaching “Aha!” Moments
Updated: Oct 13
Clients, friends, and followers … I’m beginning a series of articles designed to share “Aha!” moments noted in recent client coaching conversations — moments that “moved the needle,” created a useful insight, totally changed a client’s perspective on a matter, offered a paradigm shift in a client’s “view of the world,” or otherwise catalyzed or created immediate and actionable impact during a coaching session.
Hopefully, some of these “Aha!” moments will resonate with you and offer you a tip or nudge that you can immediately apply in your work-world, professional world, or in your own personal development.
“Aha” also represents an ACRONYM for a set of words that empower change and development:
A – Awareness is made conscious (the proverbial “light bulb” goes on) regarding a needed behavioral change or inspired idea
h – Helpful insight is gained (highly useful and personally relevant new knowledge is learned and remembered)
a – Actionable (and repeatable) steps are identified and committed to
This may be a brief series or an indefinite series; time will tell, and I hope you enjoy …
Today’s AHA Moment:
“Socialize Decisions and Ideas to Gain Advance Support” ... Think Holistically
This Aha coaching moment helped a Departmental leader craft a highly effective process improvement for her Department that ultimately had a broader positive organizational impact.
Ahead of executing on a new (“better”) way of doing something, it is important to consider the likely impact that “new way” may have on other departments in your organization … understanding that almost all actions have a ripple effect cross and downward through the organization — either directly or indirectly impacting other departments and individuals in those departments.
While your intention is to improve outcomes specific to your department, some improvements may negatively impact others (through disrupting their current way of doing things, creating more work for others, or causing unplanned bottlenecks).
Ahead of executing new ways of doing things, socialize improvement idea(s) with cross-departmental peers, and team members. Seek their input and make adjustments accordingly. Target systematic improvement to the organization ion as a whole and give all affected business units ample time to plan and prepare for the change.
What changes are you currently considering?
Whose input should you seek to help architect a winning solution that optimizes improved organizational outcomes?
All the best!
Andy Robinson, Executive Coach
"Helping CEO's and executives maximize their influence and impact."