How Coaching Can Help with Organisational Speed and Agility
Today, speed and agility are some of the best differentiators an organisation can have. The ability to change tactics, management techniques and overall ways of thinking at the drop of a hat is the only way businesses can survive in a world as insecure as ours. But what exactly is organisational agility, and why does it matter?
What is business agility?
Business agility is an organisation’s ability to quickly respond to threats, industry changes and new customer requirements in an informed and proactive way. Traditionally, businesses were more likely to prioritise stability and productivity in their models. For example, Kodak once dominated the photography industry with its highly efficient production and distribution of film and photographic equipment, effectively running like a well-oiled machine.
However, Kodak was too rigid in its practices to adapt quickly enough to shifting market demands and the rise of digital technology, ultimately leading to its bankruptcy in 2012. As we potentially approach the end of the Information Age, with AI driving the next phase, businesses must be prepared to meet these challenges – using Kodak as a cautionary tale. The non-stop pace of technological advancement, combined with evolving stakeholder and investor priorities, has necessitated a shift toward more fluid, responsive and adaptable organisational models.
How can coaching help with building agility in organisations?
Coaching can be the missing link for business agility. By changing mindsets, building skills and adapting behaviours, organisations can thrive in an environment that’s evolving before our eyes. Here's how coaching can help:
Instilling a growth mindset
Organisational agility means leaders and teams are open to change and experimentation. Coaching helps individuals shift from a fixed to a growth mindset, encouraging them to see challenges as opportunities for learning rather than threats.
Focusing on leadership agility
Agile leadership is about being adaptable, collaborative and capable of making quick, informed decisions. Coaches work with leaders to develop emotional intelligence, greater self-awareness and improve their ability to navigate uncertainty. This enables leaders to then guide their teams through change.
Building collaboration
Agility requires collaboration and the breaking down of traditional silos. Coaching helps teams improve communication, resolve conflicts and create a culture of trust and accountability. When collaboration is prioritised, organisations can better respond to market shifts and industry trends.
Prioritising change management
Coaching provides support for leaders and teams during transformation, helping them manage the challenges that come with change. It allows for a smoother transition, reducing resistance and enabling businesses to quickly adjust to new strategies, technologies and demands.
Business agility and quick thinking are no longer ‘nice to haves’ but the key things that will set you apart in today’s environment. Companies that can respond quickly to change will be the ones that innovate and come out on top. Adapting strategy and ways of thinking in real-time will allow your business to survive AND thrive. The role of leadership coaching during change and transformation cannot be overstated – it empowers organisations to develop the mindset and skills needed to stay ahead in an increasingly complex world.