Why and how Coaching boosts the success of tech companies … · 2020-04-10 · With compliments...
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With compliments from Rotterdams Philharmonisch Orkest Welcome! We’ll start at the top of the hour ! meanwhile… enjoy this music played across distance ☺ Please write in the Q&A box from which city you are joining our session! Why and how Coaching boosts the success of tech companies the Silicon Valley?
Transcript of Why and how Coaching boosts the success of tech companies … · 2020-04-10 · With compliments...
With compliments from Rotterdams Philharmonisch Orkest
Welcome! We’ll start at the top of the hour !meanwhile… enjoy this music played across distance ☺
Please write in the Q&A box from which city you are joining our session!
Why and how Coaching boosts the successof tech companies the Silicon Valley?
Jean-Francois Cousin, MCC9th April 2020
Why and how Coaching boosts the successof tech companies the Silicon Valley?
The big picture and its hard truths
Which kind of leadership do organizations need, to thrive in a VUCA world?
Riccardo Muti Herbert von Karajan
Who got FIRED? Who got RICH & FAMOUS?
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Riccardo Muti Herbert von Karajan
Who got FIRED? Who got RICH & FAMOUS? Please vote! ☺
1 2
THE Maestro-Superstar: Herbert von Karajan
Which kind of leadership do organizations need, to thrive in a VUCA world?
To thrive in a VUCA world, leaders must nurture the diversity, inclusion,
collaboration & agility that unleash
collective intelligence
Which kind of leadership is being nurtured by the “world’s most admired tech companies”?
And which ones of their good practices can we apply?
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Fortune’s ‘World most-admired companies’ ‘18
Leadership lessons we can learn from Tim Cook
1. Take risks
2. Focus and listen attentively to those you speak with
3. Trust others around you
4. Diversity is important
5. Be humble
6. Admit when you’re wrong
[…]
Source: https://www.lifehack.org/articles/productivity/11-leadership-lessons-can-learn-from-tim-cook.html
Source: https://www.slideshare.net/JamesSmee1/b2b-marketing-a-new-age-scott-allen-cmo-microsoft
Leadership principles at Microsoft
Source: https://www.slideshare.net/JamesSmee1/b2b-marketing-a-new-age-scott-allen-cmo-microsoftWatch: https://www.youtube.com/watch?v=2P3kLlUxBPE
Sources: https://rework.withgoogle.com/guides/managers-identify-what-makes-a-great-manager/steps/learn-about-googles-manager-research/https://www.weforum.org/agenda/2015/11/8-skills-google-looks-for-in-its-managers/
Is a good coach
Creates an inclusive team environment, showing concern for success and well-being
Is a good communicator, listens and shares information
Has a clear vision / strategy for the team
Collaborates across Google
Empowers team and does not micromanage
Is productive and results-oriented
Supports career development and discusses performance
Has key technical skills to help advise the team
Is a strong decision-maker
Employees’ responsibility to innovate at Google
Source: Ben Wood, March 2016; “Innovation @ Google”
“Focus on the user + Freedom + [Innovate] 10X”
Growth Increases Complexity
Complexity
25
Process Emerges to Stop the Chaos
Processes
“Time to grow up” becomes the professional management’s mantra
No one loves process, but process feels good compared to the pain of chaos
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Most Companies Curtail Freedom as they get Bigger
Bigger
Employee Freedom
27
% High Performance Employees
Complexity
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Process-focus Drives More Talent Out
Netflix Culture:Freedom & Responsibility
Source: http://www.slideshare.net/reed2001/culture-1798664Read: How Patty McCord created what Sheryl Sandberg called "the most important document ever to come out of the Valley“:
https://www.fastcompany.com/3056187/the-future-of-work/the-woman-who-created-netflixs-enviable-company-culture
The Rare Responsible Person
• Self motivating
• Self aware
• Self disciplined
• Self improving
• Acts like a leader
• Doesn’t wait to be told what to do
• Picks up the trash lying on the floor
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To develop agile and collaborative leaders,
‘most admired’ tech Companies have integrated
Coaching in their Leadership-DNA and
a Coaching Culture in their organization
Traits of a collaborative leader
Brings out her/his best
Brings out her/his best
+Others’ best
Brings out her/his best
+Others’ best
+ Teams’ best
Brings out her/his best
+Others’ best
+ Teams’ best
+Orga’s best
Agile leader
learns from mistakes
keen to experiment
comfortable not knowing
versatile thinker
courageous decision-
maker
eager learner
Traits of an agile leader
Impact of coaching
Most important indicators of coaching impact that have been observedfor the individual/team/organization
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Improved team functioning Increased engagement
Increased productivity Improvedemployee relations
Faster leadership
development 43
Source: https://coachfederation.org/research/building-a-coaching-culture
How do employees value coaching in their organizations?
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Source: Accenture presentation at ICF Converge 2017
Source: Accenture presentation at ICF Converge 2017
How can we be, as leaders, to best support inclusion,
diversity, collaboration & agility in our organizations?
Agile leader
learns from
mistakes
keen to experiment
comfortable not
knowing
versatile thinker
courageous decision-
maker
eager learner
Brings out her/his best
+Others’ best
+ Teams’ best
Collaborative leader
Think of your ‘posture’, your way of being…
c
and it’s ripple effects on the employees you support
Think of the ripple effects of your way of beingon people around you…
How are you being with them when
you foster inclusion, diversity, trust, collaboration and agility ?
8 traits of a coach / leader enabling inclusion, diversity, agility and collaboration
• Authentic and humble
• Holistic listener
• Learner of the leader’s Greatness
• Non-judgmental thinking-partner
• Comfortable with not knowing, with failure, trusting process
• Empathetic, yet detached from outcome
• Courageous feedback-provider
• Supportive challenger
Leader
Coach
Invitation: practice the posture of ‘a learner from the leader’s Greatness’
Leader
Coach
Suggestions of questions to ignite the session:
• What would you like to explore today?
• What makes this important to you?
• At a deeper level, what is it all about?
5 WAYS TO STAY HEALTHY AND VERY WISE WORDS FROM THE W.H.O. DIRECTOR, IN THIS COVID -19 CRISIS ,
LET'S HEED THEM!
RESOURCES FOR YOUR HOLISTIC HEALTH & RESILIENCE
Q1 ‘20 Newsletter
A RESOURCE TO CONTROL YOUR FEARS
#1 - Fear of failure
#2 - Fear of death, physical harm or pain
#3 - Fear of rejection
#4 - Fear of losing status or ‘losing face'
#5 - Fear of losing necessary means of subsistence or lifestyle
#6 - Fear of the unknown
#7 - Fear of losing your freedom or autonomy
C.O.A.C.H. VS. CHAOS
• Center - yourself first, then connect with & center your coachee
• Objective - extract the gold from the rock – dig into the core of the
issue to find a valuable objective & a sustainable outcome
• Attend to fears, emotions, energy-shifts and needs
• Challenge - stretch towards clarity, decisions and accountability
• Hope - conclude with a compelling first step and high energy
Help your coachees / co-workers get a cool & clear mind, think at their best, find a sense of direction, design their way-forward, act decisively and build resilience.
THE MISSION
More… clarity, forward-movement, self-confidence, autonomy and resilience.THE RESULT
CENTER – YOURSELF FIRST, THEN CONNECT WITH & CENTER
YOUR COACHEE
• Take time to genuinely inquire about how
the coachee is feeling (however long it takes);
listen for unmet human needs, anxieties,
areas of confusion, physical / mental /
emotional / spiritual health
• Clear your mind from anything that may
disturb your presence to the conversation;
ask your coachee to do the same
• Ask, “What do you most need from me today?”
OBJECTIVE
EXTRACT THE GOLD FROM THE ROCK:
DIG INTO THE CORE OF THE ISSUE
TO FIND A VALUABLE OBJECTIVE
& A SUSTAINABLE OUTCOME
• Identify with the coachee what the real issue is, at a deep level:
• What would you like to explore today?
(Ask coachee to prioritize, if necessary; importance/urgency)
• How is this important to you?
• At a deeper level, what could it really be about?
• What would be a very valuable objective for our session?
• What would be a great and sustainable outcome?
• Invite coachee to rephrase a negatively-worded objective into a
positively-worded objective (don’t want => want; scarcity =>
abundance; control => let go)
• Ensure the objective is focused on the person, not the problem
• Ensure the objective is actionable and within the coachee’s span of
control
ATTEND TO FEARS, EMOTIONS,
ENERGY-SHIFTS AND NEEDS
• Listen for them, listen to them, or ask for them, “would it be useful to identify your current fears and then find out which of them you might be ableto do something about?”
• Ask, “what message or lesson could those fears or emotions be carrying for you?”
• Detect energy-shifts, ask, “what just happened inside?”
• When your coachee’s thinking is stuck, suggest breathing or just standing up and taking a few steps, in order to get new ideas or perspectives
• Ask, “what do you most need?” or “what needs to happen for you to overcome…?” or (easier) “what would be most helpful for your right now?”
• Empathize, yet stay detached enough, so that you can stay a solid thinking-partner to your coachee
CHALLENGE – STRETCH TOWARDS CLARITY, DECISIONS
AND ACCOUNTABILITY
• Ask, “may I stretch you here?”, “May I stretch you one more notch here?”
• Ask, “what choice / decision will you make now?” (insist for that to be done in the session)
• Ask, “how will you keep yourself accountable in this high-pressure, fast-changing environment?”
• Ask, “who can you choose as your accountability-partner?”
HOPE – CONCLUDE WITHA COMPELLING FIRST STEP
AND HIGH ENERGY
• Ask, “If you could only take one step, which one would
be the most valuable to you ? What short-term benefit
will you enjoy ? When will you take that first step ?”
• Ask, “What have you learnt today that is most
important to you ?”
• Ask, “What have you learnt today about you that is
most important to you ? How are you growing as a
leader in this crisis?”
• Ask for 3 things the coachee will do to improve
her/his self-care and resilience
• Share with your coachee how s/he inspired you today
• Praise and thank her/him for that - or for something
else s/he did in the session -
• Ask, “ How could I help you better next time ? ”
COACH vs. CHAOSSUCCESS TIPS for MANAGERS & COACHES
throughout SOCIAL DISTANCING
With Jean-Francois COUSIN, MCC
Watch on YouTube
Coaching … an act of unconditional love
Source: https://www.amazon.com/dp/B076ZHG3H3/ref=dp-kindle-redirect?_encoding=UTF8&btkr=1
Think of the ripple-effects of your learning today,on your life and on the people you serve.
How will you make them the best possible?
Bold Steps to shape the Future of Coaching
www.greatness.coach
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• Second level
‒ Third level
• Fourth level
‒ Fifth level
www.greatness.coach
Click to edit Master title style
Click to edit Master text styles
• Second level
‒ Third level
• Fourth level
‒ Fifth level
www.greatness.coach
Click to edit Master title style
Click to edit Master text styles
• Second level
‒ Third level
• Fourth level
‒ Fifth level
Greatness Leadership Coaching
@JF_Cousin
email: [email protected]
Website: www.greatness.coach
Jean-Francois Cousin
Jean-Francois Cousin, MCC9th April 2020
Why and how Coaching boosts the success of tech companies the Silicon Valley?
