Executive Coaching Perspectives

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Executive Coaching Perspectives. Strength. Parallel Attribute of Organizational Culture. Developmental Need. Executive Coaching Perspectives. Culture Scores. Leadership Scores. Executive Coaching Perspectives. Culture Scores. Leadership Scores. Executive Coaching Perspectives. - PowerPoint PPT Presentation

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Executive Coaching PerspectivesParallel Attribute of LeaderDevelopmental NeedStrengthCulture as Opportunity: The leader has a developmental need that is supported by a corresponding cultural strength.Build on Alignment: The leader has a behavioral strength where the culture has a corresponding strength.Culture as Constraint:Both the leader and the culture have a developmental need. Leader as Agent:The leader has a behavioral strength where the culture has a corresponding developmental need.StrengthDevelopmental NeedParallel Attribute of Organizational Culture1Executive Coaching: Where should you start?

As we in the consulting world like to say, it depends. Gurus on the subject suggest that leaders have both the capacity to shape and be shaped by organizational culture. However, coaches often focus on these separately when driving change. When it comes to coaching, we believe it is important to keep the specific context in mind. Researchers at Denison Consulting have proposed a framework in which to operate when developing leaders that takes into account the context. This framework focuses on whether or not the leader and the culture have a strength or developmental need in any given attribute (leader/culture index) and can be broken down in the following slides.

Executive Coaching Perspectives

Culture ScoresLeadership Scores2Culture as Constraint: This can be considered the most difficult perspective to coach and, as seen above in the Team Orientation index, occurs when both the leader and the culture display a low score in corresponding indexes.

Executive Coaching PerspectivesCulture Scores

Leadership Scores3Build on Alignment: When the leader and the culture display high scores in corresponding indexes, as seen with the Creating Change index, we say the leader and the culture align well. Though this perspective is the most desirable, coaches should not assume that there is no room for further development.

Executive Coaching PerspectivesCulture Scores

Leadership Scores4Culture as Opportunity: As depicted with the Vision index, this perspective occurs when the culture has a strength in which the leader is lacking. Coaches can use the strength of culture to drive change in the leader.

Executive Coaching PerspectivesCulture ScoresLeadership Scores

5Leader as Agent: The final perspective, displayed here in the Agreement index, is the direct contrast of the Culture as Opportunity perspective. This occurs when a leader has a behavioral strength in an area where the culture has a developmental need.

RecommendationsDevelopmental NeedStrengthParallel Attribute of LeaderCulture as Opportunity:

Seek in-role development opportunities; set near-term goals.Build on Alignment:

Seek advanced opportunities to fine-tune capabilities and culture.Culture as Constraint:

Understand the circumstances of cultural needs; set realistic expectations; seek external development opportunities.Leader as Agent:

Consider the organizations readiness for change and appropriate role of leader; adapt coaching to a longer and more flexible arrangement.StrengthDevelopmental NeedParallel Attribute of Organizational Culture6Recommendations to enact change:

Culture as Constraint: Coaches should begin with understanding why the culture and leader are displaying developmental needs. From here, the coach should develop a plan that will facilitate the leaders development. These plans should be realistic in nature and might involve seeking outside developmental opportunities for the leader.Build on Alignment: This perspective allows coaches and leaders the opportunity to fine-tune their leadership skills to bolster the effectiveness they have on developing the bottom line. While it is important to recognize this perspective, it should not be seen as a priority by any means. Culture as Opportunity: Coaches working from this perspective might prioritize the development of attributes that fall into this category. This might include seeking in-role development opportunities for the leader and setting near-term goals. It is important to note that the cultural strength may place additional pressure on the leader to develop quickly and effectively on attributes in this category. Leader as Agent: This perspective allows the leader to work from his/her strengths to develop the culture. The degree of this development will depend almost solely on how ready the organization is to accept change. Coaches should assist leaders in understanding the readiness for change and in identifying others who can help support change.