Unleashing the Power of Intentional Change Theory: How Coaching Transforms Employees

People | David Rea| May 30, 2023

In today’s rapidly evolving corporate landscape, organizations recognize that their most valuable asset is their people. With the increasing emphasis on employee engagement, development, and well-being, businesses are turning to innovative approaches to unlock their employees’ full potential. One such approach that has gained significant traction is the power of Intentional Change Theory (ICT) combined with the transformative impact of coaching. In this blog post, we delve into the theory behind intentional change and explore how coaching can catalyze personal and professional growth, leading to empowered and fulfilled employees.

Understanding Intentional Change Theory:

Intentional Change Theory, developed by Richard Boyatzis, a renowned researcher and psychologist, posits that lasting change occurs when individuals align their aspirations and personal values with their desired behaviors. According to ICT, change is not a linear process but rather a dynamic and holistic one that involves five interconnected stages: Discovery, Dream, Design, Destiny, and Delivery.

  1. Discovery: This stage involves reflecting on one’s current self, strengths, and values. It’s about gaining self-awareness and understanding what truly motivates and inspires oneself.
  2. Dream: In this stage, individuals envision their ideal future selves, focusing on their hopes, aspirations, and goals. It involves tapping into one’s passions and creating a compelling vision of what success looks like.
  3. Design: Once the vision is clear, individuals develop a detailed plan for achieving their goals. They identify specific actions, skills, and resources required to bring their dreams to fruition.
  4. Destiny: This stage involves building resilience and cultivating a growth mindset. It entails overcoming obstacles and setbacks while staying committed to the desired change. Self-reflection and support from others play a crucial role in maintaining momentum.
  5. Delivery: The final stage is about taking action and implementing the designed plan. It requires perseverance, discipline, and a willingness to adapt as individuals navigate their journey towards change.