Many of your client’s employees will feel uncomfortable about the changes required to systemise their business so it can continue growing – and may resist change as a result.  This applies to managers as well.  They may feel more threatened by the changes than most employees.  They may not currently be called managers, or think of themselves as managers, or understand what managers are supposed to do.

It is usual as you discuss the way they want the business to be in future for your clients to worry that they don’t have the right people to step up and take on more responsibility.  Perhaps they are not displaying the drive or commercial awareness that your client would like, or perhaps they seem to avoid taking responsibility.  It may be that the people who got the business to this point aren’t the people who will get your client to their vision.  They may not have the ability or attitude to step up.  However, it could be that they are the right people – it’s just that the way the business has been run so far has not allowed them to show what they can do.

This fear that they don’t have the right people can paralyse your client and bring the systemisation process to a halt.  Your coaching toolset needs the tools to help them through this phase.  The tools must help the client to objectively assess their managers and identify where they can change things to improve performance and where they would be wasting their time and need to find someone else.

You can encourage your client to think about factors that affect managerial performance like this:

In BusinessCoachKit, this model is employed in a simple assessment tool that can be completed in a few minutes, clearing your client’s head and providing s simple action plan to be followed for each manager.

Failure to manage this change will almost certainly undermine your client’s systemisation initiative and that in turn will undermine your coaching contract.