PPING ING TTHINKHINK
Subba Iyer
Executive coaching
approach
PPING ING TTHINKHINK
Contents
• Where does executive coaching fit in transformation?
• Areas where executive coaching makes an impact
• The coaching purpose
• Our coaching approach
• Credentials
PPING ING TTHINKHINK
Coaching overlaps skills and behavior
Managing Teaching/Training
Mentoring
Coaching
Counseling
Therapy
Meditation
Focus on skills Focus on behavior
Executive coaching helps the client achieve a mutually sense to improve professional
performance, and in turn improving the organization’s effectiveness within the framework of
a formally defined coaching agreement and model.
The behavioral shifts are brought about through deeper analysis of organizational
dynamics,individuals and interactions.
More details of the approach can be found here.
PPING ING TTHINKHINK
Behavioral shifts unleash potential
Realized through:
•Behavioral shifts
•New experience
•New realizations
Realized through:
•Skills development
•On the job
•Training
A proactive endeavor
produces amazing
results!
Competency
Potential
PPING ING TTHINKHINK
Behavioral shifts create achievers
Enhancing skills
dev through
training
Building new
perspectives
through coaching
High achievers
Right skills Great behavior = High performance
PPING ING TTHINKHINK
Coaching relevance:
• To develop individual leaders:– Seeing and contributing to the big picture
– Transforming potential into high performance
– Building trust and a learning culture in the organization
– Building high-performance teams
– Developing breakthrough ideas and practices
– Helping people to new realities.
• To help teams:– Align to new direction amidst change
– Get focused, aligned and improve team performance
– To remove possible conflicts, deadlocks, and resistance
– To create healthy compromises, sustained consensus
– To create new possibilities, configurations and develop a winning spirit
PPING ING TTHINKHINK
Coaching domain
Potential to Performance
• Skill and competency building
• Performance management
• On-the-job training and
mentoring
Learning how to learn together
• Designing learning processes
and experiences
• Developing a learning culture
• Designing knowledge sharing
processes and systems
• Building learning communities
Building shared vision and
commitment
• Building trust
• Developing personal vision and
values of people and aligning it
with the organizational vision
and values
Assessment and development
plans
• Holistic assessment of capacity,
values, vision, current reality,
habits, etc.
• Preparing long term development
plans
PPING ING TTHINKHINK
Organization coaching approach:
Context
Adaptation
Integration
Drivers
Goals
Pace
Identity
Role
Triggers
Organizational
Growth norms
Organizational
Values
Consequences
Costs
Benefits
Implementation
Strategies
And actions
Single loop learningLearning in action
Double loop learningLearning in action based on organizational norms
Triple loop learningLearning in action based on organizational norms and new organizational contexts.
Holistic, sustainable, integrated and a blended approach
PPING ING TTHINKHINK
Multiple loops facilitate discovery
Discover
potentialThinking Actions
Outcomes
(desired
V/s actual
Breakthrough
performance
How do I help
coachee in changing
his actions?
How do I help coachee in changing
his mental models?
How do I help coachee in realizing his potential for the
organization?
PPING ING TTHINKHINK
The coaching engagement process
To set up themechanism forsustained change
Determine theowners fororganizationalchange
Handing over openissues
Develop high leveltransition plan
Determine nextsteps
Objectives
Key Action Steps
Handover to theappropriate
sponsors
To institutionalizethe change withspecifics
Monitorcommitments
Determine furthertriggers
Monitororganizationalchanges
Discuss on-goingtransitions
Develop actionfor change
To implement thecoaching model inaccordance to theimplementation map
Identify currentbehavioral context
Establishbehavioral norms
Determineperformanceparameters
Identify gaps
Get agreement tochange
Coachingagreement and
implement
To understand theorganization andindividual contextand identify triggers
Identify orgn- Expectations- Challenges
Identify dynamics
Identify triggers
Evaluate thedirection ofcoachingintervention
Build the implroadmap
Conductdiagnosis
To understand thecoaching context,expectations and setthe agenda
Identify anddetermine the levelof intensity changedrivers
Determinecoachingintervention
Draw out the entireroadmap andproject plan
Performcoaching kick off
session
TOOLS …
Cause and action
Organizationalchange
Competencyprofiling,
Gap analysis
Appreciate enquiryIssue analysis,
Project plan
Open issues
Closure document
Deliverables
Recommendspecific changes
Organizationalchanges
Progress update
Agreements withsponsors
Diagnosis briefing
Implementationroadmap
Project plan
Communication
Internal alignment
PPING ING TTHINKHINK
From my blog..
PPING ING TTHINKHINK
Preliminary hypothesis on RIM:
Less optimal
performance
Expectation mismatch
Behavioral norm setting
Clearing mental models
FUD, stress, political factors
Others (need discovery)
PPING ING TTHINKHINK
Profile:
Subba Iyer has over 25 years industry experience in the high tech sector in multiple operational, consulting
, change management and organization renewal roles. His core competencies are:
Strategy development and deployment: His unique framework of Strategy@Work blends Balanced
scorecard and the project portfolio providing organizations with focus, speed and alignment. This
supplements his deep understanding of business drivers, technology trends and organizational change
issues.
Business consulting: He has delivered over 35 consulting projects in the last 8 years that spans banks,
telcos, technology companies, government and the SMB sector.
Program management: He has managed complex programs including Asia’s largest broadband rollout and
has helped rescue several projects with his disciplined focus and long range thinking.
People management: He has helped people discover their potential. As a certified coach, he has helped
several executives and entrepreneurs make career transitions, improve performance and discover meaning.
More details about his profile :
Coaching credentials.
Coaching testimonials.
Business blog on technology, business, strategy, leadership, business models,competitive
dynamics that is widely read and quoted.
PPING ING TTHINKHINK
Our proposition and experience:
Systematic
approach
Ethics andprofessionalism
Bias for
Action
Deep
diagnosis
+
+
+
= Successful
engagement
Partial recent list of engagements
Transition management into new roles in the
context of a major restructuring. Bringing the
changed focus, behavioral shifts and
performance alignment for a major Bank.
Building trust process, alignment of initiatives,
shaping performance parameters, facilitating the
shared responsibility in view of a large IT
outsourcing transition.
Behavioral shifts, coaching sales people to
adopt a consultative sales approach to a IT
solutions vendor.
Team cohesion, new strategic approaches and
change mechanisms to get higher wallet share
for a large IT outsourcing firm.
Executive coach to the CIO/IT management to
bring about Business - IT alignment for a telco.
Rescued 2 failing projects by coaching the
project team and removing organizational
barriers
Top Related