Products & Services

My coaching approach is not completely non-directive. My experience has shown me that business people want the benefit of my experience, knowledge and resources. Where I believe a client has the answers within them I will help them to draw that out. If they're stuck and I've got an answer that may help them, I'll share it. 

Action is key. Accountability is paramount. I don't let people off lightly... and I'm gentle in my approach too. Fun is just part of working with me. Sure this stuff is important and I take it seriously, at the same time it's not life and death either, right? :-)

Laser Coaching:

This is for you if you are a business owner or a manager looking to implement change in your organisation. You as the leader of the change have to be somebody that individuals in your organisation can trust and look to for certainty. 

You have a triple challenge:

• To be the leader that people want to follow
• To understand what individuals in your organisation are going through
• To ensure that the change is implemented in a way that utilises best practice management and will overcome resistance to change so that your changes work

Are you willing to take this journey? If so, I can help you to achieve the results you want.

Executive Coaching:

This is for managers and executives going through organisational changes. Having somebody to speak with about the additional challenges entailed can make all the difference. The chances are that you need to assimilate the change as well as help your team through it. I can work with you through this process on both personal and business levels to ensure the best possible outcomes of the change.

Conquer Change Resistance Consulting:

You may be a smaller company going through a merger and you want me to come and advise you as to how to approach the change to maximise your results.

Or perhaps you're a larger organisation with a change team in place and you are particularly interested in getting my input to ensure that your plans and how you intend to execute those plans will encounter as little resistance as possible.

Either way, give me a call and we can have a brief initial chat to see if we're a good fit or not.

Bookstore:

Click here to access some excellent resources to help you and your organisation through change and to become 'change ready'. COMING SOON!

About Una

Hi, I'm Una Doyle and I'm passionate about helping people and organisations through change. 

I totally believe that when an organisation needs to change that it can only be achieved through the individuals making changes too. It might sound trite - how often does that happen successfully though? Not... that... often...

In fact according to one report, as many as 87% of change management projects fail to meet the expectations of its key stakeholders.

To me a big part of successful change as an individual is knowing your strengths and working to them. 

Prior to working in change management I spent a number of years working in marketing and public relations where I honed my communications skills. At the time I was studying a business degree at the University of Leeds Business School and I majored in Change Management. It was around this time that I got into personal development. Probably something to do with the fact that I was working tons of hours, studying, in the midst of my marriage breaking up and ill-health... What was interesting is that I saw a lot of parallels between my own journey and what I was learning at college about change - with some significant differences.

When I finished my degree, I started working for what was then Railtrack and quickly ended up working on some change management projects which I did for the best part of two years. 

Here I discovered that my intuitions were correct and that there is a lot more to managing change than was in the textbooks. It seemed like the real reasons people resist change was just glossed over.

I trained as a coach and left to set up my own personal development company in Spring 2003 and I've been working for myself since in one guise or another. 

More to come - watch this space...

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"Conquer Change Resistance in Your Organisation!"

"The only constant is change."

Diogenes Laertius

The speed of change is increasing, especially in business. Who do you know that has not gone to work and experienced a change in: 

• Processes
  
• Technology
• Ownership of the organisation
• A new leader or manager
• Or some programme to change the culture 
  

The chances are that if you and your colleagues are not experiencing and/or implementing these situations that you are in a very mature (i.e. close to dying) industry, profession or the business owners have their heads in the sand.

The thing is that implementing change effectively can be extremely challenging because of the human factor. Perhaps you've experienced one or more of:

• Employees staring at you blankly as if you're speaking another language
• People being angry because they say they weren't told about what's going on
• Managers not agreeing with the proposed changes and just ignoring them
• Silos and fiefdoms doing their own sweet merry thing
• You know information and you're not allowed to share it with your team
• Employees just throw their eyes up to heaven when told of the latest initiative
• Employees don't trust management
• An overall lack of communication

Which one of these relates to your situation?

Merger & Acquisitions                       Cultural Change

Downsizing Consultants & Coaches

Consultants & Coaches

You could be a SAP or ERP consultant or project manager working on a change project. You think everything is going great and then pesky people get in the way and start objecting and resisting!

Don't they realise how wonderful things will be after the change? These systems will make life so much easier. What is their problem?

The problem is that they are people. People are not rational. They do not always make decisions based upon logic. We are humans, not Vulcans.

So their 'stuff' gets in the way and makes things more challenging. They want to know details, about timings, why bother in the first place. They don't seem to absorb the information they're given and repeat questions again and again.

Let me handle it, I know just what to do. Get in touch...

Downsizing

If you are in the habit of reading the paper or watching the news I'm sure you've noticed the number of organisations that are shedding staff like they're going out of fashion. Come to mention it, they probably are...

How this is done and what happens afterwards is paramount to the success of the change. Not much point reducing payroll if the remaining staff spend most of their time eating cream cakes mourning their mates and moaning, is there?

I've been made redundant twice so I know how it feels. I once was working on a change project, got handed a organisation chart for my department with my job missing... and then had to write about the new structure and get it issued to employees before I even had a chance to take it in for myself. Yep, I got a whole wardrobe of t-shirts with that experience!

The thing is that there is no such thing as job security. That doesn't mean though, that most people still don't get a shock if they discover their job is potentially for the axe.

How can it best be handled? How can you keep productivity up during the change? How can you ensure that the remaining employees are engaged and productive?

Simple, get in touch...

Cultural Change

Cultural change may be initiated because of a new leader or simply the recognition that things need to change around here because the world is changing...

Speed is of the essence in this new world. Change fast or you won't be able to compete. Yet how do you change a culture in an organisation fast? Really if you can't change it fast you probably can't change it at all.

There are certain elements that need to be in place for this change to work. Without them you're on a highway to "Oh yeah, they tried to get us to do such and such. We knew it wouldn't work."

Want to know more? Get in touch...