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Overview
Facilitative Change Awareness Coaching
The notion of supporting personal and group change is not relatively new. Approaches to managing that change however, while seemingly as numerous as the many practitioners, can be grouped into three basic strategies. There are the behaviorists, the dominators, and then there's what I do. What I do is Facilitative Change Awareness Coaching.
A facilitative style is based on empathy, understanding, self-leadership, and personal responsibility. Independent and seemingly disparate internal and external perspectives are brought into awareness and then naturally and steadily move or congeal towards a common understanding
Open and revealing definitions of the real issues are continuous outcomes of Facilitative Awareness Coaching. The day-to-day actions are naturally and persistently re-tuned resulting in more personal or group acceptance. The task then of the Facilitative Change Awareness Coach is to foster unity of thoughts, movement, and sustainable momentum.
At the heart of a Facilitative Change Awareness Coach's focus is Communication. Raising the level of communication by persistently expanding the definitions of self or group. Exposing conceptual and emotional blocks to change does this. The next step is taken by each individual and is simply their choice as to whether or not they deem the 'block' as meaningful to them.
At times during sustained change, context is lost. It is, in fact, in flux as well, however, the Facilitative Change Awareness Coach's role is to assist in the evolution of that context. This is accomplished through repetition and presence within the experience meaning persistent and active communication.
Finally, the Facilitative Change Awareness Coach assists in resolution development through translating challenges into ways through which new possibilities are accessible.
Benefits derived are:
(A) A Sense of Stability in the midst of the impending 'change.' Stability originates from recognition that issues are being brought into increasing clarity of understanding. During 'change,' stability is the first attribute to be threatened.
(B) A Sense of Continuity is not only maintained, but not disrupted, and even enhanced reducing the potentiality for resistance to future change.
(C) A Learning Experience begins to emerge in the background of change and issues begin naturally translating into opportunities.
(D) A Sense of Confidence that the issues have been identified, understood, accepted, and integrated into the new and emerging understanding.
Corporate & Federal Clientele:
GE, Pfizer, PricewaterhouseCoopers, SAIC, Datatel, Manugistics, Bechtel-SAIC, Southern California Edison, Federal Aviation Administration (FAA), Department of Justice (DOJ) - Federal Bureau of Investigation (FBI), Department of Defense (DoD) - Navy, Health and Human Services (HHS) - Centers for Disease Control (CDC), Department of Energy (DOE) - Office of Civilian and Radioactive Waste Management (OCRWM), Department of Defense (DoD) - Marine Corpsof purpose and direction.
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