In the last organization I worked for I held around a hundred coaching sessions. I learned that coaching is not a magic stick that brings instant change. It takes time, patience and faith in the process – especially by company’s top management.

It does not happen on a daily basis that a doctor who has worked in the pharmaceutical industry for three decades on very prominent positions decides to leave the leading position and move into the field of coaching. And that is exactly what happened to Dr PavleMarjanović, who became an independent coach / business coach on October 1st this year, after having being at the position of General Manager of Teva (Actavis) in Serbia. In an interview for Biznis magazine, Dr Marjanović said that he became interested in coaching five years ago when the organization he worked for at the time was going through challenging both local and global changes.

My experience at the time didn’t help me in managing a change. I wanted to create anatmosphere where employees are free to express their frustrations about the process of change. It is better to talk in coaching sessions than in a kitchen next to a coffee machine or in hallways. My first steps were stiff, I held monologues and didn’t listen to participants. However, we still reached important topics regarding organization, iethings that were not discussed loudly, says Dr Marjanović for whom these were the first steps in building a coaching culture.

Parallel with his job he commenced a long-term education as a coach so over time results became more visible. This has built up his passion for coaching andhis belief that coaching contributes to organizations being more efficient. Dr Marjanović’s desire to start his own business after three decades of corporate life soon took form. It was a clear sign that it was time for a new start and adventure. Was it a difficult decision and what decisively influenced a new beginning?

Every important decision has its pros and cons. I made the decision when the positive prevailed, knowing that there are negative aspects as well. The decision-making process took years. The idea of ​​a new beginning was vague at first, but over time a clear vision emerged – I wish to pass on my knowledge and energy to employees in organizations. On the journey to make a decision I was guided by the rational, but for the most part both irrational and intuitive – an invisible hand that showed me the way to follow my passion.

What does your experience so far in the field of coaching present? Why is it important for managers to be familiar with their capabilities?

In the last organization I worked for, I conducted about a hundred coaching sessions. I learned that coaching is not a magic stick that brings instant change. It takes time, patience and faith in the process – especially by company’s top management. A year after the introduction of coaching we noticed that the atmosphere at the meetings was more tolerant, peoplehave interpreted less and talked more about facts, inductions were reduced and the culture of one-on-one meetings came to life. Work on coaching is work on development of employees. Coaching helps managers communicate their managing style but also to get feedback on how a team, i.e. an organization, sees them and how it fits into the company’s expectations. As a coach I don’t believe in minute solutions and “know how” recipes.

Which business skills should be improved most?

The “invisible glue” which brings success in sales or reaching market share is – the trust that exists on a team. It takes time to build trust as well as to set clear expectations. Obstacles to building trust emerge during coaching sessions. On the other hand, expectations are clearly communicated. Sometimes we think the team knows our expectations. That’s not the case in reality; they need to be emphasized. It is not the coach who will imply the answers but the team. The process of change takes time and it’s not easy nor linear.

What are the biggest problems in corporations today in the field of teamwork and functioning? Can coaching solve these problems and how?

We live in a time of rapid and unpredictable changes that also bring justified fear from employees due to uncertainty: will I have a job in a couple of months due to the reorganization that is being talked about in the hallways; what is happening to my working branch due to digitalization; that a larger company will buy us on the market…Coaching does not provide answers to these and similar questions, but it can help an employee to have a more balanced perception, and thus to face a change with a clear head. To do what is best in the given moment and environment.

The Covid-19 pandemic has been going on for more than a year and a half. It has brought changes in the operation of both large and small business systems. Is coaching necessary and who needs it most due to consequences of the pandemic?

The pandemic has shaken the foundation on which we stand. It has brought uncertainty and great global change. Today, resilience is considered as one of the critical characteristics that helps managers cope with the uncertain times we live in. Resilience is a trait which helps face difficulties, mobilize inner strengths and resources and return to the state of original balance like a yo-yo ball. Self-management is the first step in managing others. Coaching can be a support on the path to self-knowledge. Let us stop and ask ourselves what is going on.

It is generally considered that large business systems need coaching. Is that exactly the case and is it necessary equally to large and small companies?

Coaching is a necessity for a modern organization regardless of its size. The idea that coaching is reserved only for large companies and for solving their problems is slowly disappearing. Coaching helps us to better understand the current and future role and to improve performance, anger management, strengthen individual proficiencies, conduct ourselves and others in crisis, and to cope with a new beginningon a new job position.

What are the current trends in coaching? What should be emphasized?

Coaching is becoming an instrument in the hands of management that contributes to the overall result, efficiency of an organization, retention of talent and development of employees. Companies will increasingly continue to use KPIs (key performance indicators) to measure the effectiveness of everything, including coaching. The time available to a coach will be limited. On the other hand, it takes time to change an individual as well as an organization. Imagine that you try to abruptly straighten a willow growing crookedly by the river? In such conditions I think it is important that the choice of the goal of coaching is realistic and achievable in a shorter period of time.

What are your personal plans and expectations from the new area you will be working in?

What are you looking forward to most in this new professional step you have made?

I see coaching as an adventurous journey that teaches us to tolerate uncertainty during times of great change. I look forward to working with people whom I will help to navigate more easily through the turbulent waters of companies and markets. I will continue with trainings in coaching which help me to be in contact with the latest findings in this vital area, said Dr PavleMarjanović in an interview for Biznis magazine.