Download - Pingthink executive coach
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
MentoringCoaching
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:
ContextAdaptationIntegration
DriversGoalsPace
IdentityRoleTriggers
OrganizationalGrowth norms
Organizational Values
Consequences
Costs
Benefits
ImplementationStrategies 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
Discoverpotential
Thinking ActionsOutcomes(desired
V/s actual
Breakthroughperformance
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 the mechanism for sustained change
Determine the owners for organizational change
Handing over open issues
Develop high level transition plan
Determine next steps
Objectives
Key Action Steps
Handover to the appropriate sponsors
To institutionalize the change with specifics
Monitor commitments
Determine further triggers
Monitor organizational changes
Discuss on-going transitions
Develop action for change
To implement the coaching model in accordance to the implementation map
Identify current behavioral context
Establish behavioral norms
Determine performance parameters
Identify gaps Get agreement to
change
Coaching agreement and
implement
To understand the organization and individual context and identify triggers
Identify orgn- Expectations- Challenges
Identify dynamics Identify triggers Evaluate the
direction of coaching intervention
Build the impl roadmap
Conduct diagnosis
To understand the coaching context, expectations and set the agenda
Identify and determine the level of intensity change drivers
Determine coaching intervention
Draw out the entire roadmap and project plan
Perform coaching kick off session
TOOLS …
Cause and action Organizational
change
Competency profiling,
Gap analysis
Appreciate enquiry Issue analysis, Project plan
Open issues Closure document
Deliverables Recommend
specific changes Organizational
changes
Progress update Agreements with
sponsors
Diagnosis briefing Implementation
roadmap
Project plan Communication Internal alignment
PPING ING TTHINKHINK
From my blog..
PPING ING TTHINKHINK
Preliminary hypothesis on RIM:
Less optimalperformance
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:
Systematicapproach
Ethics andprofessionalism
Bias for
Action
Deepdiagnosis
Successfulengagement
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