Developing Leaders at all levels through Purpose driven coaching
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Organizations often state that they want to strengthen their leadership pipeline, yet research shows that corporate leadership capabilities are dropping. These days, every organization is competing with everyone, from everywhere for everything - a new global reality! Researchers at Boston Consulting Group have identified the need to build leaders at all levels in an organization as one of the main challenges to be successful in the modern 'flat' world. To be successful in the turbulent decade that lies ahead leaders – and all the people they lead – need to learn to deal with complexity, uncertainty and constant change In today’s work and organizational context one of the key qualities that helps leaders succeed and develop more leaders is the ability to coach, this workshop aims to help understand the essence of coaching and the effective tools one can practically employ at workplace both with individuals and teams that can make your coaching interventions more meaningful and powerful. Your people have an innate desire to succeed and perform to their best and sometimes with the mind blocks and blind-spots they feel they’ve come to cross-roads or stumbled upon a huge roadblock and as a leader and you too want to see them thrive, succeed and grow, now with coaching you can help them accomplish their goals as Coaching is all about the person at the other end of the conversation, making this conversation powerful, engaging, lively, trust-driven and worthwhile is the key, and that’s what we’ll discover through this presentation.
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Developing Leaders at all levels through Purpose driven coaching
- 1. LEADERSHIP at all Levels through Developing PURPOSE DRIVEN COACHING
- 3. & 2009, 2012, 2013 http://coachfederation.org/orgstudy 64 + countries -Coaches -Senior leadership -L&OD professionals -HR professionals
- 5. The Gardner!
- 6. Today Brewing Conversations & Relationships The Essence of coaching What makes a great coach Powerful coaching interventions Coaching for results What Why Where When Who How
- 8. Let’sdiscuss
- 11. Training Mentoring Counselling Consulting Coaching
- 12. Programs Advice Therapy Solutions Questions
- 14. Coachingis a powerfuland meaningful relationshipthat helps clients think- through their own solutions within a time- framethrough powerful questioning & way forward thinking
- 15. Coachingis about the -----------------
- 16. Coachingis about the CLIENT
- 17. So how did it all Start?
- 18. 469-399BC : Socrates 1500: Carriage 1850 –word Coach was used by English Universities 1930-40’s–Passive passenger (Assisted by mentor) 1950’s–Management Literature as skill 1974–“The Inner game of Tennis” –Timothy Gallwey 1980–Life coaching was focus in Canada 1988–Thomas Leonard course: Design your life 1980sExecutive coaching began to emerge 1990’s–Coaching for performance by John Whitmore So how did it all Start?
- 19. Emergence of 1.Positive Psychology 2.Emotional Intelligence So how did it all Start?
- 20. Coaching is for ’Problem employees’ Everyone is coachable The coach is a Business expert You don’t needspecialist trainingin coaching Coaching is a nice employment perk Coaching credentials means more effectiveness It takes a lot of time Results can’t be measured Let’s Discuss
- 21. Link between Sports and Coaching
- 22. 1.Examining values 2.Developing a vision 3.Setting goals 4.Visualization of mental reactionsbefore an event 5.Centering and maintaining focus 6.Working with belief’s Link between Sports and Coaching
- 23. Performance Skills Career Personal or life Business Sales Team coaching Flavors of Coaching Executive Health and wellness Relationship Wealth/Financial Grief
- 24. The essence of Coaching
- 26. Client Coach Intervention Coaching Engagement Change initiator Thinker Decision maker Goal setter Doer & Mover Listener Clarifier Suggestion-giver Resource provider Accountability 1……………………….………………….n
- 27. Client Coach Intervention Coaching Engagement Change initiator Thinker Decision maker Goal setter Doer & Mover Listener Clarifier Suggestion-giver Resource provider 1……………………….………………….n Sponsor Accountability
- 28. 1.Coaching is a relationshipand hence built on Trust 2.Coaching is all about client 3.Coaching is helping your client move forward 4.Coaching believes Clients have their own solutions 5.Coaching believes in maintaining high ethical standards because a lot is shared in confidence 6.Coaches are constant learners 7.Coaching is result-oriented 7 simple Truths
- 29. The next Mile
- 31. Why do weneed coaching?
- 32. Change
- 33. Organizational level So what’s Changing? Management level Evolving Technology Economy Skill shortages Innovation Diversity and inclusion Global Challenges Competition Government regulation Big-data Leadership Operations Selecting talent Retaining talent Communicating vision Performance Organizational culture Virtual workforce Generations Cost reduction
- 34. Personal Level Change in the way work is done Change in roles and relationships with people Change in relationship with customers Change in culture
- 35. Personal goals Career Performance Relationships People Development Work-life balance ? Struck! BUT! Want to move forward!
- 37. Don't know what to do Know what to do Need to know what to do Choice criteria How to go about? Risk and challenges More… Need more clarity Wondering if options can be widened Next steps and consequences Plan of action Resources
- 38. Awareness Clarity Choice Action Accountability How Coaching helps
- 39. Awareness Clarity Choice Action What does a Coach do? AskQUESTIONS in a safe environmentto help client gain/move to
- 40. Awareness •How we: Think, Behave, Act •Ourvalues, personality, strengths, beliefs •Philosophy, Pursuits •The environment: Opportunities & challenges, The picture of NOW, us and the environment:
- 41. Clarity •Where we want to be VsWho we are and where we are now •Factors drawing us to the future •What’s holdingus back •Value alignment The clear picture of future and what next!
- 42. Choice •What possibilitiesare in front of us? •What are the different pathways? •What’s the best pathway? •Is it aligned to reality? •Weighing options Possibilities, pathways, options
- 43. Action •Sub-goals to meet and challenges to meet •Tangible and really possible •Is it SMART? •What’s the measure? •Accountability creation Goals, Milestones, Measure & Accountability
- 44. Coaching just helps them better!
- 45. Great Coach???
- 46. Great Coach Great heart Great mind Has a:
- 47. 1.Belief 2.Optimismabout human development 3.Ready to helpas well seek help 4.Humility & Patience 5.High degree of personal ethics 6.Emotional Intelligence 7.Inner satisfaction that is not dependent on acknowledgement 8.Consistent learner A great Heart
- 48. 1.Understanding human behavior 2.Interpersonal Sensitivity 3.Powerful questioning 4.Active listening 5.Intentional communication 1.Reframing 2. Paraphrasing 3. Metaphors 6.Understanding of context 7.Action design and goal setting A great Mind
- 49. Let’s Apply
- 50. G R O W oal eality ay forward bstacles/Options
- 51. 1.Who set the goal? 2.Did you find easy to listen? 3.Did you find it easy to question? 4.Was it a complete conversation? 5.Did you feel compelled to speak when there was silence? 6.Was there a clear actionable? 7.Did you hurry? 8.What were the challenges you faced? Let’s Debrief
- 52. Coaching is all about the client Coaching is like dance, you really enjoy Coaching is in the flow Coaching is solution-focused Coaching is complete Coaching has a clear actionable outcome Coachingin essence
- 54. Active listening Powerful Questioning 2 important Coaching Competencies
- 55. Attend Encourage Clarify Reflect Summarize Beingconnected
- 56. I’m just not listening I’m just pretending Oh that’s interesting Oh this is what you are I’m there with you! Ignoring Pretension Selective Evaluative Active
- 57. Environmental distractions Beliefs Interpretation Overload Anxiety Distrust Self-preoccupation Hidden agenda False expectations Interferences
- 58. QUESTIONS Clarify Reflect Be aware Take action Delve deeper Choose wisely MOVEFORWARD
- 59. QUESTIONS How What Where When Clarifying Challenging Its about the client Confronting Why
- 60. THERE’S NO LIST OF POWERFUL QUESTIONS! ?
- 61. Its in the FLOW! Client: ”It’s my question”
- 62. Listen Question Language Client’s question
- 63. G R O W oal eality ay forward bstacles/Options
- 65. What would you like to discuss today? Of all these what would you like to talk about? On a scale of 1 –10, how important is this to you? How would we know that this session was successful? Is this what you would like to accomplish (------) ? Listen Question
- 67. Great! Can you tell me more about this? <What client specified> On a scale of 1-10, where are you now? What are the factors contributing to the number you just mentioned? Of all the factors, can you share more on the compelling factor What do you feel, if you do right now will help you move forward Listen Question
- 69. So I hear all that you are saying is <Summarize>, are we on the same page? What are still missing in this picture? Hmmm, what have you done about it so far? For a moment, let’s visualize your accomplishment, how do you feel? What would you want to do right now to move forward? Listen Question
- 70. Options choices
- 71. Ok, we have few options before us, can you choose top 2? Can you tell more about what made you choose these 2 With what you just shared, can you narrow it down to just 1 Can we do this differently? What would your favorite super- hero do? Listen Question
- 72. Way forward Action & Accountability
- 73. What small first step are you going to take right now? What other actions will you take and when? Who can help you in your journey? How will you know you are successful? On a scale of 1-10, how motivated are you? Listen Question
- 74. Coaching Tools
- 75. AWARENESS Time value exercise Psychometric tests SWOT analysis 360 surveys Gaps grid Structured Interviews Visioning exercise
- 76. CLARITY Visioning exercise Elimination exercise Values alignment exec Life balance wheel Competencies wheel Mind mapping
- 77. CHOICE Scaling Journaling Mentor immersion sessions Awareness of choices Personal research
- 78. ACTION Rewards tracker Action tracker Mind Mapping SMART filter Change tracker Emotion tracker
- 80. Sneak-peak into Human behavior
- 81. Unique Beliefs & Values Personality & preferences Goals, priorities and relationships Behavior
- 82. Unique Beliefs & Values Personality & preferences Goals, priorities and relationships Behavior Our focus
- 83. Habit: is a routine of behavior that is repeated regularly and tends to occur unconsciously -American Journal of Psychology
- 84. Cue Routine Reward The Habit loop
- 85. Creating the Coaching Habit!
- 86. Building a Coaching Culture
- 87. 1 Educate Create awareness What Benefits How Support Comfort is created!
- 88. 2 Experience Coaching interventions Coaching workshops External coaches for senior leaders Internal pool of certified coaches Manager as a coach Peer as a coach Reporteeas a coach (feedback)
- 89. 3 Encourage Coaching cohorts Coaching workshops Inter-team and Business Units Chapters Specific competencies Internal certifications
- 90. 4 Enrich Mentor coaching Coaching Supervision Advice to younger coaches Realistic training ground Coaching for coaches Challenge pool
- 91. 5 Establish Measure Best-practices Real time results Link it to ROI Seek, record, collate and circulate Let the world know!
- 92. Coaching Habit! is now part of your culture
- 95. 1 Manager Mentor Coach 2 External Coaches 3 Busted 3 myths 1.Executive coaching is expensive 2.Executive coaching takes a lot of time 3.Executive coaching requires rigid tools 4 100 Peer coaching Circles globally 5 Peer coaching Leaders 1.Self selected –those interested 2.Variety of tools given to them 6 Employees nominate themselves integrated into Leadership programs
- 96. 97% Found Value
- 98. Ernesto Sirolli Entrepreneurship coach
- 99. Thank You! for your time! Let’s stay connected! kjosephabraham@gmail.com +91 98400 79377 /kjosephabraham@gmail.com I blog at www.coachingbeacon.com