SHRM India - Archived Webinar - Executive Coaching

Webinar – Executive Coaching

20th July 2011

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for Human Resource Management unless otherwise expressly noted. All rights expressly reserved.

Structure

1. Anjali Pillai

– Executive Coaching demystified

– Benefits and Applications

– Selecting a Coach

2. Mohinish Sinha

– Key Success Factors

– Process and Challenges

– Measurement of Effectiveness

3. Question and Answer

Slide 2

What is Coaching?

“ Our chief want in Life is someone who can make us do what we can”-

Emerson

The ICF defines coaching as: "partnering with clients in a thought-

provoking and creative process that inspires them to maximize their

personal and professional potential."

Slide 3

What it is not…

Counseling Mentoring Advocacy

Slide 4

Structure

1. Anjali Pillai




2. Mohinish Sinha





Slide 7

Types of Coaching Interventions

Developmental

Coaching

TransitionalCoaching

Remedial Coaching

Slide 8

Flexible leadership

Interpersonal effectiveness

Innovation

Efficiency

Commitment and alignment

Work climate

Succession planning

Effective change management

Reduction in leadership turnover

Increase in employee output and engagement

Benefits and Applications

Slide 9

Products of Coaching

Self awareness

Self correction

Self generation

Long Term

Excellence

Slide 10

Self Awareness

•Goals

•Values

•Vision

• Interests

•Strengths

•WeaknessBehavior

Thoughts

Feelings

Slide 11

Self Correction and Self Generation

Structure of Interpretation

Language Practices

Behavior

Slide 12

Long Term Excellence

I know

you know I know

you

don’t

know

You Know

I don’t know

I don’t Know

You don’t

know

Slide 13

Long Term Excellence

I know

you know

I know

you

don’t

know

You Know

I don’t knowI don’t Know

You don’t know

Slide 14

Structure

1. Anjali Pillai




2. Mohinish Sinha





Slide 15

Establishing grounds

Individual

Open

Committed

Motivated to change

Personality type

Organisation

Supportive Open

CommittedCulture

Slide 16

Key Coaching Competencies to look for…

Meeting ethical Guidelines and

professional Standards

Establishing the coaching agreement

Establishing trust and intimacy with the client

Coaching Presence

Active listening

Slide 17

Coaching Competencies

Powerful

questioning

Direct Communication

Creating awareness

Designing Actions

Planning and Goal setting

Managing Progress and accountability

Slide 18

Structure

1. Anjali Pillai




2. Mohinish Sinha





Slide 19

Business Oriented

Coaching

1. Coach’s competence and

commitment

2. Good coaching method

3. The Coaching Relationship

4.Sound Coaching process

Successful coaching goes far beyond the quality of delivery

•Business

•Coaching

•Psychological

•Facilitated discovery, not

‘tell’

•Dialogue not interview

•Balance support and

challenge

•Positive regard and

acceptance

•Accurate empathy

•Congruence/genuineness

Slide 20

From Traditional Coaching

Therapist-patient

relationship

One-size-fits-all approach

to development

Self-awareness as an end

Focused primarily on

personal insights, not action

Unstructured approach and

interactions

Focus on individual only;

little link to organizational

realities and obstacles in

changing behavior

To Business Oriented Coaching

Business relationship

Individualized approach

Uses self-awareness as a

means to change behavior

Focused on translation insights

into action toward

organizational results

Specific strategy & action

planning leads to performance

breakthroughs

Links individual & organization

issues; sets coaching in context

of environmental goals and

obstacles to change

Successful Coaching should move to being business oriented

Slide 21

Structure

1. Anjali Pillai




2. Mohinish Sinha





Slide 22

Following a good process is critical to the success of coaching

Goal Setting

Assessment

Feedback & Focus

Progress Review & Anchoring

Coaching

Slide 23

“ Do what you do well but even better”

Enhance your current practice.

Build on your strengths.

Single Loop Learning

“Think of the things that you could do

differently that would make a difference and act on it”

Determine what needs to change.

This has to be actions, not just thoughts.

Double Loop Learning

Triple Loop Learning

“Acknowledge the values and frames of reference that you have

developed over the years and how they might be blocking you”

Challenge your values and beliefs.

Alter your underlying assumptions.

The Process of coaching is underpinned by Triple Loop Learning

Slide 24

Multiple kind of coaching conversations must be adopted…

Slide 25

…and a variety of coaching techniques are needed support these conversations

Asking open-ended questions

Maintaining silence

Using active listening

Summarizing

Initiating action

Slide 26

Structure

1. Anjali Pillai




2. Mohinish Sinha





Slide 27

Measuring ImpactLeadership Styles Climate

1. Improve the

performance

of coachee

2.

Organizational

Measures

3. Business

Outcomes

•Enhanced self-

awareness of

implications of

typical behaviors.

• Expanding ability

to use different

leadership styles.

• Deeper

understanding of

how to coach others.

• Ability to empower

greater collaboration

between

departments.

• Improved ability to

deal with

interpersonal

conflicts.

• Employee

engagement and

commitment.

• Climate survey

results.

• External

evaluations of

company

management and

leadership (e.g.,

best companies-

to- work-for list).

Slide 28

thanks!

Questions ?

Slide 29

SHRM India - Archived Webinar - Executive Coaching

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