Organizations often state that they want to strengthen their leadership pipeline, yet research shows that corporate leadership capabilities are dropping. These days, every organization is competing with everyone, from everywhere for everything - a new global reality! Researchers at Boston Consulting Group have identified the need to build leaders at all levels in an organization as one of the main challenges to be successful in the modern 'flat' world. To be successful in the turbulent decade that lies ahead leaders – and all the people they lead – need to learn to deal with complexity, uncertainty and constant change
In today’s work and organizational context one of the key qualities that helps leaders succeed and develop more leaders is the ability to coach, this workshop aims to help understand the essence of coaching and the effective tools one can practically employ at workplace both with individuals and teams that can make your coaching interventions more meaningful and powerful.
Your people have an innate desire to succeed and perform to their best and sometimes with the mind blocks and blind-spots they feel they’ve come to cross-roads or stumbled upon a huge roadblock and as a leader and you too want to see them thrive, succeed and grow, now with coaching you can help them accomplish their goals as Coaching is all about the person at the other end of the conversation, making this conversation powerful, engaging, lively, trust-driven and worthwhile is the key, and that’s what we’ll discover through this presentation.
6. Today
Brewing Conversations & Relationships
The Essence of coaching
What makes a great coach
Powerful coaching interventions
Coaching for results
What Why
Where
When Who
How
14. Coachingis a powerfuland meaningful relationshipthat helps clients think- through their own solutions within a time- framethrough powerful questioning & way forward thinking
18. 469-399BC : Socrates
1500: Carriage
1850 –word Coach was used by English Universities
1930-40’s–Passive passenger (Assisted by mentor)
1950’s–Management Literature as skill
1974–“The Inner game of Tennis” –Timothy Gallwey
1980–Life coaching was focus in Canada
1988–Thomas Leonard course: Design your life
1980sExecutive coaching began to emerge
1990’s–Coaching for performance by John Whitmore
So how did it all Start?
20. Coaching is for ’Problem employees’
Everyone is coachable
The coach is a Business expert
You don’t needspecialist trainingin coaching
Coaching is a nice employment perk
Coaching credentials means more effectiveness
It takes a lot of time
Results can’t be measured
Let’s Discuss
22. 1.Examining values
2.Developing a vision
3.Setting goals
4.Visualization of mental reactionsbefore an event
5.Centering and maintaining focus
6.Working with belief’s
Link between Sports and Coaching
23. Performance
Skills
Career
Personal or life
Business
Sales
Team coaching
Flavors of Coaching
Executive
Health and wellness
Relationship
Wealth/Financial
Grief
28. 1.Coaching is a relationshipand hence built on Trust
2.Coaching is all about client
3.Coaching is helping your client move forward
4.Coaching believes Clients have their own solutions
5.Coaching believes in maintaining high ethical standards because a lot is shared in confidence
6.Coaches are constant learners
7.Coaching is result-oriented
7 simple Truths
33. Organizational level
So what’s Changing?
Management level
Evolving Technology
Economy
Skill shortages
Innovation
Diversity and inclusion
Global Challenges
Competition
Government regulation
Big-data
Leadership
Operations
Selecting talent
Retaining talent
Communicating vision
Performance
Organizational culture
Virtual workforce
Generations
Cost reduction
34. Personal Level
Change in the way work is done
Change in roles and relationships with people
Change in relationship with customers
Change in culture
35. Personal goals
Career
Performance
Relationships
People Development
Work-life balance
?
Struck!
BUT!
Want to move forward!
37. Don't know what to do
Know what to do
Need to know what to do
Choice criteria
How to go about?
Risk and challenges
More…
Need more clarity
Wondering if options can be widened
Next steps and consequences
Plan of action
Resources
39. Awareness
Clarity
Choice
Action
What does a Coach do?
AskQUESTIONS in a safe environmentto help client gain/move to
40. Awareness
•How we: Think, Behave, Act
•Ourvalues, personality, strengths, beliefs
•Philosophy, Pursuits
•The environment: Opportunities & challenges,
The picture of NOW, us and the environment:
41. Clarity
•Where we want to be VsWho we are and where we are now
•Factors drawing us to the future
•What’s holdingus back
•Value alignment
The clear picture of future and what next!
42. Choice
•What possibilitiesare in front of us?
•What are the different pathways?
•What’s the best pathway?
•Is it aligned to reality?
•Weighing options
Possibilities, pathways, options
43. Action
•Sub-goals to meet and challenges to meet
•Tangible and really possible
•Is it SMART?
•What’s the measure?
•Accountability creation
Goals, Milestones, Measure & Accountability
47. 1.Belief
2.Optimismabout human development
3.Ready to helpas well seek help
4.Humility & Patience
5.High degree of personal ethics
6.Emotional Intelligence
7.Inner satisfaction that is not dependent on acknowledgement
8.Consistent learner
A great Heart
48. 1.Understanding human behavior
2.Interpersonal Sensitivity
3.Powerful questioning
4.Active listening
5.Intentional communication
1.Reframing 2. Paraphrasing 3. Metaphors
6.Understanding of context
7.Action design and goal setting
A great Mind
50. G
R
O
W
oal
eality
ay forward
bstacles/Options
51. 1.Who set the goal?
2.Did you find easy to listen?
3.Did you find it easy to question?
4.Was it a complete conversation?
5.Did you feel compelled to speak when there was silence?
6.Was there a clear actionable?
7.Did you hurry?
8.What were the challenges you faced?
Let’s Debrief
52. Coaching is all about the client
Coaching is like dance, you really enjoy
Coaching is in the flow
Coaching is solution-focused
Coaching is complete
Coaching has a clear actionable outcome
Coachingin essence
56. I’m just not listening
I’m just pretending
Oh that’s interesting
Oh this is what you are
I’m there with you!
Ignoring
Pretension
Selective
Evaluative
Active
63. G
R
O
W
oal
eality
ay forward
bstacles/Options
64.
65. What would you like to discuss today?
Of all these what would you like to talk about?
On a scale of 1 –10, how important is this to you?
How would we know that this session was successful?
Is this what you would like to accomplish (------) ?
Listen
Question
67. Great! Can you tell me more about this? <What client specified>
On a scale of 1-10, where are you now?
What are the factors contributing to the number you just mentioned?
Of all the factors, can you share more on the compelling factor
What do you feel, if you do right now will help you move forward
Listen
Question
69. So I hear all that you are saying is <Summarize>, are we on the same page?
What are still missing in this picture?
Hmmm, what have you done about it so far?
For a moment, let’s visualize your accomplishment, how do you feel?
What would you want to do right now to move forward?
Listen
Question
71. Ok, we have few options before us, can you choose top 2?
Can you tell more about what made you choose these 2
With what you just shared, can you narrow it down to just 1
Can we do this differently?
What would your favorite super- hero do?
Listen
Question
73. What small first step are you going to take right now?
What other actions will you take and when?
Who can help you in your journey?
How will you know you are successful?
On a scale of 1-10, how motivated are you?
Listen
Question
87. 1
Educate
Create awareness
What
Benefits
How
Support
Comfort is created!
88. 2
Experience
Coaching interventions
Coaching workshops
External coaches for senior leaders
Internal pool of certified coaches
Manager as a coach
Peer as a coach
Reporteeas a coach (feedback)
89. 3
Encourage
Coaching cohorts
Coaching workshops
Inter-team and Business Units
Chapters
Specific competencies
Internal certifications
90. 4
Enrich
Mentor coaching
Coaching Supervision
Advice to younger coaches
Realistic training ground
Coaching for coaches
Challenge pool
91. 5
Establish
Measure
Best-practices
Real time results
Link it to ROI
Seek, record, collate and circulate
Let the world know!
99. Thank You! for your time!
Let’s stay connected!
kjosephabraham@gmail.com
+91 98400 79377
/kjosephabraham@gmail.com
I blog at www.coachingbeacon.com