An insight

1. ‘When you are part of an organisation, your primary
objective and focus should be on helping all the
people who work for you to get out of this business, or
this game, or this life, what they desire. To me, that’s
essential. You have to take the focus off yourself.’
Pat Riley – Basketball Coach
‘The person who figures out how to harness the
collective creative genius of the people in his or her
organisation is going to blow the competition away.
And this takes entirely different skills from what it
took to be a manager 15 years ago. You need an
ego that permits you to believe that somebody else
in your organisation knows something. That’s an
acquired skill.’
Walter Wriston – Retired Chairman, Citicorp

2. The case for investing in a
Business Coach’
“A Coach is someone who has an
ongoing, committed partnership with a
player or performer and does whatever it
takes to inspire that person, or team, to
empower themselves and shine!
The result is a dramatic and sustainable
improvement in levels of play or
performance.”

3. Reasons why firms invest in coaching
• Rapidly evolving business environment
• Wanting people to take individual responsibility for
their development
• Financial cost of poor performance
• A popular development mechanism
• A popular feature of a modern organisation
• Supports other learning and development activities
• Employee demand for different delivery
mechanisms
• The need for lifelong development
• Improve decision-making by senior executives
• Targeted ‘just-in-time’ development
• Short, timely and focused coaching discussions

4. Objectives to be met via coaching
(Source CIPD survey 2005)
1. Improving individual performance (78%)
2. Dealing with under-performance (30%)
3. Improving productivity (28%)
4. Career planning/personal development (27%)
5. Growing senior future staff (26%)
6. Fostering a climate of continuous learning (<25%)
7. Motivating staff
8. Accelerating organisational change
9. Demonstrating the organisation’s commitment to staff
10. Improving staff retention
11. Reducing the cost of sending staff on external courses
12. Helping foster a better work-home balance
13. Satisfying a demand for coaching from employees

5. Urgency to deliver Build a A need for
priority business goals support network technical
skills/knowledge
Lost it and need One or more Unfulfilled
to find it again ‘Blind spots’ potential Having to ‘deliver
the impossible’
Wanting
‘the edge’ Reasons why Work vs home vs
A need for short, people invest in a health is out
of balance
sharp injections of Business Coach
‘good stuff’
Other approaches
Moving from a Unacceptable have not worked
victim mindset under-performance
to taking 100% ‘Clarity from confusion’
responsibility
Suffering from
What they do conflicts success-sabotaging Moving to a new role
with who they are habits and need a ‘lift off’

6. “Coaching is just “Coaching discussions
another perk” are just pink and fluffy”
Common
Coaching “Coaching is just having
Myths someone listen to you”
“The best coaches are
those who have been “Coaching is easy
to the top” and a jolly”

7. The 3 fundamentals of coaching
Discover Determine
who you what you
are want and
why
Create a
journey to
get what
you want

8. Business Coaching principles
• Coaching little and often
• Focus on the objectives that will deliver the greatest outcome (20/80)
• Maintain a business and commercial focus
• Work with an individual’s behaviours and mindset (values and beliefs)
• Quickly cut through personal interference to address any issues
preventing action
• Work at pace to create the motivation and momentum for sustained
change
• Being empathic and challenging
• Using, whenever necessary, unorthodox techniques to achieve a
desired outcome
• Being flexible and doing whatever is necessary to achieve the result
• Delivering sustainable solutions
• Knowing that successful coaches themselves receive intense
coaching
• Having fun!

9. Johari’s Window
things I know things I don't
(and accept) know
things they the the
know ‘Open Area’ ‘Blind Spot’
things they the the
don't know ‘Hidden Area’ ‘Unknown Area’

10. “I can’t afford the “I’m afraid my
investment in weaknesses will
time and/or money” be exposed”
“I have to do this
on my own”
Common
reasons why
some people
initially resist “I don’t know
being coached if I will get on
with the coach”

11. Counsellor Therapist
Understanding your heritage Uncovering and addressing
Sharing wisdom ‘wounds’
Helping you make decisions Referring you to experts
Trainer Facilitator
Skills acquisition Business ‘Oiling the wheels’
Coaching
Roles
Psychologist Consultant
Helping you understand Problem solving
why you do what you do Finding resources
Partner
“Doing whatever I can to help you win. I am
in the game with you, if you win I win”

12. A coach…..
Distinguishes: Confronts:
• Possibility • Resignation
• Being v doing • Confusion
• Commitment • Not letting go
• Breakthroughs • Fear of failure
• Breakdowns • Resistance
• Coaching relationships • Mistrust
• Achievement • Blame
• Acknowledgement & • Low self image
appreciation • Cynicism
• Coaching conversations • Resistance to new thinking
• Being a ‘stand’ • Having to know
• Coaching excellence • Feeling wrong
• Personal habits • The past

13. Identification of candidate for executive coaching
Executive Guerrilla Coaching Journey Candidate completes confidential pre-coaching
questionnaire and personal profile
Pre-programme telephone conversation
between sponsor and coach (and candidate)
First half-day (221 minute) coaching discussion (Discovery)
First 24-minute telephone-based coaching discussion (IBT)
Three further 221 minute coaching discussions alternating
with additional IBT calls and e-mail correspondence
Introduction to external Mentor (if appropriate)
Review and closure meeting with executive and sponsor
Candidate completes 6 to 12 month personal development plan

14. Guide Delegate
High
Will
Direct Excite
Low
Low Skill High

15. The GROW Model - Stages
•Invite self assessment
•Agree topic for discussion •Offer examples of feedback
•Agree specific objective of session •Avoid or check assumptions
•Set long term aim if appropriate •Discard irrelevant history
GOALS REALITY
OPTIONS
WILL
•Cover the full range of options
•Commit to action •Invite suggestions from the
•Identify possible obstacles coachee
•Make steps specific and define •Offer suggestions carefully
timing •Ensure choices are made
•Agree support

16. S.D.I.
Values elicitation Mindset
Tools
W.A.C.D.A.N! (Goal Setting)
•Know what you Want
•Develop your Approach
•Be Committed
•Just Do it! Business Personal activity log
•Keep the Antennae switched on
•Navigate to reach your goals Coaching
Tools N.L.P.
Health &
Energy
Leisure
Relationships
Learning Styles
Peace
of Social
Mind
Personal Financial Sales &
Development
Career
Leadership
Library
Wheel of life
360 Degree