by Benjie Garcia
In today’s fast-moving world, change is everywhere—and let’s face it, it’s not always easy. Studies show that about 70% of change initiatives fail. Why? One big reason is that many organizations just aren’t ready for it.
This year, I’ve worked with leaders and teams in all kinds of organizations—through coaching, training line managers in coaching skills, and running change management workshops. What stands out to me is that readiness for change doesn’t just happen. It’s something you can cultivate, and coaching plays a huge role in making it happen.
Coaching: The Secret Ingredient
Line managers are at the heart of organizational change. They’re the ones translating big-picture strategies into day-to-day actions. When managers use coaching skills, they don’t just hand down instructions—they create space for collaboration, problem-solving, and buy-in.
Here’s what coaching can do for a team:
- Foster trust and openness. Employees feel respected, heard, and valued when they can share their thoughts freely.
- Encourage participation. Instead of feeling like change is happening to them, team members get involved in making it happen.
- Reduce resistance. With coaching, employees feel more in control, which helps them embrace new ways of working.
A coaching culture doesn’t just make change easier—it makes it meaningful.
Breaking Through Barriers
Of course, building a coaching culture isn’t without its challenges. Some common hurdles include:
- Lack of leadership support. Senior leaders often do not actively model coaching behaviors or prioritize it as a core organizational value. Without visible endorsement and participation, coaching efforts may lack credibility and fail to integrate into the organizational culture
- Managers saying, “I don’t have time.” Coaching can feel like “one more thing,” but it doesn’t have to. Even short, focused conversations can have a big impact.
- Shifting away from a directive leadership style. Coaching is a skill, and like any skill, it takes practice. Supporting managers as they learn is key.
- Fostering psychological safety. Let’s be honest—if people don’t feel safe, coaching won’t work. Build a supportive environment that values feedback, trust, and continuous learning.
Making It Work
So how do you measure the impact of coaching? Look for things like:
- Higher engagement. Are people more motivated and involved?
- Better results. Are teams meeting or exceeding their goals during change initiatives?
- Improved retention. Are employees sticking around instead of heading for the door?
Ready to Build a Coaching Culture?
If you’re thinking, “This sounds great—how do I get started?” here are a few steps:
- Train your managers. Start with simple, practical coaching frameworks they can use right away.
- Embed coaching into your culture. Make it a natural part of how people interact, not just something extra.
- Lead by example. When senior leaders model coaching behaviors, it sets the tone for the entire organization.
Change is hard, but it doesn’t have to be chaotic. With coaching, you can prepare your organization to not just survive change but thrive through it.
