inkarnate corporate and executive coaching offering
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Corporate and executive coaching presentationTRANSCRIPT
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An Introduction to CoachingAn Introduction to Coaching
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CORE OFFERINGS
COACHING
BUSINESS LIFEEXECUTIVE
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A conversation within a productive, result-oriented context
What is Coaching about?
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A coach can observe patterns, set the stage for new actions and then
work with individuals to put these new more successful actions into place.
Coaches become self-correcting and self-generating.
Coaching is about:
Learning
Asking the right questions rather
than providing right answersA coach engages in a collaborative alliance with the individual to establish
and
Clarify purpose and goals and to develop a well formed action plan to achieve those goals.
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Change and TransformationTo alter maladaptive behaviors and to generate new adaptive and
Successful action.
Opening upnew possibilities and supporting the individual in the process of change.
Re-inventing oneselfCreating new stories, new identities and new futures. It’s a journey
where the journey is as important as the destination.
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“ The more high technology around us,the more the need for the human touch”
-
John Nasbitt, Megatrends 1982
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• A catalyst to accelerate progress and performance.
• An expert on leverage, using tools and insights to support the client.
• A supportive mirror, ‘many angles, many views’.
Coaching is ….
The Coach is…
• Unlocking potential to achieve sustainable performance.
• Overcoming limitations.
• Utilising unique strengths.
• Alignment of personal and organisational values.
• Achieving personal and professional mastery.
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Meet your coaches
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Drivers for Coaching in organisations• The need for lifelong Learning and Development.
• Increased Rate of Attrition.
• Rapidly evolving Business Environment.
• Financial costs of Poor Performance.
• Improved decision making by senior executives.
• Targeted just in Time Development.
• Employee demand for different types of training
• Individual responsibility for development.
• Popular Development Mechanism.
• Support for other Learning and development.
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“ We need to become more
High-touchin a high tech world”
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Why Coaching?
• Because of rapid growth and scale of organizations.
• Because of Need to build organizational capacity.
• Because of pressure, distress and poor or inconsistent performance.
• Because of stretched management and leadership environment.
• Because of results driven environment. Because of increased accountability requiring transparency .
• Because of lack of organizational loyalty.
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It is far more important to know how to deal with the ‘negative’ than to be positive.
- Martin Seligman, Learned
Optimism
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Why Coaching ?• To sustain behavioral change and skills development
• To cope with stress
• To develop soft skills
• To improve effective communication and influencing
• To develop quality conformance
• To increase engagement
• To personalize individual development
• To encourage feedback, action planning and improvement
• To develop the capability to adapt and innovate
• To develop leadership and entrepreneurship
• To support leaders
• To refresh and develop critical thinking/problem solving/decision making skills
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Building a Coaching CultureIn Organizations
• Prepare by focusing on ‘The Power of Coaching’. Reading articles (sent electronically) which illustrate the power of using coaching as a management style.
• Identify and bring 2 current challenges which they will use when
being coached by colleagues during the programme.
• Will complete an MBTI profile (Myers Briggs Type Inventory) electronically (Optional) or strengths scope (optional)
Pre work
Before the first workshop, each manager will:
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Building a Coaching Culture
Managers as Coaches
Workshop 1- Advanced coaching skills (3 days)
A bespoke program to facilitate the coaching ability of the managers.
• Advanced communication skills• 7 Coaching tools and Model• Application and practice
Mid-Course assignment
Workshop 2- Assessment and Application (2 days)
• Beliefs, Values and Identity• Company case studies• Assessment• Assignment
The above program can be customized and run in 3 days
1:1 Executive coaching assignments accompany this program
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Building a Coaching Culture
• In a coaching circle the 4 participants will coach one other for two coaching
sessions (telephone if appropriate) with feedback based on their coaching action plan. This means that each participant will also be a client with a different person for two sessions and give feedback to the coach.
• Identify at least one member of staff at your work base and apply all the coaching tools from the first workshop in regular coaching sessions together with star feedback. Keep a learning journal of these experiences.
• Attend a teleconference call midway between the workshops.
Mid course Assignment:
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Benefits of Building a Coaching Culture In Organizations
• Developing coaching abilities in Managers and leaders
• Different view of performance management
• Continual feedback
• Institutionalized HR that now adopts a coaching approach to catalyze ROI
• Openness to learning from each other
• Commitment involvement of top management
• Flexible work culture
• Growth opportunity more inclusive- Mind set change (vertical vs. horizontal)
• Strategic role of human resources
• Task orientation to roles of managers
• Optimizing existing human resource
• Driven by managers/leaders by “walking the talk”
• Create happier people at work
• Encourage learning
• Aligning values across the organization
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Benefits to individuals• Personal growth of individuals• Mechanism for self-growth of organizations• Staff satisfaction• Develop leaders as coaches• Able to build a culture of listening, respect and trust• Effective communication• More awareness of ethics & values • Improved morale• Increased productivity• Alignment of organizational mission and vision with staff• Creating cordial relationships• Mutual respect• Creating human leaders • Collaboration of healthy competition• Resolution of conflicts• Creating possibilities• Improving business results• Better work environment
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Client List Includes Inkarnate’s & David Leeper’s
• Bharti Airtel
• ITC Tobacco Division-
• Vodafone-
• Fieldfresh Foods Pvt Ltd (Bharti Enterprise)
• IBM
• Price Waterhouse
• Nokia Siemens Network-
• Lease Plan Ltd
• JK Business School
• Greenfield.com
• Glaxo-Smithkline Beecham
• Aditya Birla Group
• The client work of David Leeper in India:
• Vertex (BPO)
• PepsiCo International
• Ma Foi Management Consultants
• Asianic Psychologists
• Noble Manhattan Coaching
• Sun Micro system
• HCL
• David leeper’s International Assignments
• Amadeus Technology Solutions (Europe, Middle East, Africa).
• A.T.Kearney Management Consultancy.
• Bosch (Portugal, Holland)
• Camper & Nicholsons (Yachts) Ltd.
• CarPhoneWarehouse Telecoms
• Chartered Institute of Personnel and Development (CIPDEL)
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• Colonial Financial Services.
• ContiTeves Automotive (Continental Group).
• CPI (UK) Ltd.
• Croatia Telecoms (H.T. Croatia).
• Endsleigh Insurance Services Ltd.
• Fast Track Events, Sports, Consultancy
• First Technology Group (Global).
• Great Western Trains Ltd.
• Great Western Trains Ltd.
• Hilton International Hotel Group (Europe, Africa, Middle East)
• Iskon Internet Services (Croatia)
• Leeds & Northrup (Europe) Ltd. (now L & N Metallurgical Ltd.).
• 3663 (Global Food Distribution)
• 3M.
Client List