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CoachManager2010
 

CoachManager2010

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    CoachManager2010 CoachManager2010 Presentation Transcript

    • Coach-Manager practical tools & skills for immediate results "The goal of coaching is the goal of good management: to make the most of an organization’s valuable resources.” Harvard Business Review
    • What is a COACH?
      • A facilitator who will connect the profound personal motivations, the professional objectives and the vision of the organization.
      • A „cartographer” who gives you points of reference and who accompanies you during the repositioning process.
      • A professional you personally choose as agent of change in order to obtain real and natural performance.
      • A companion on your way to success.
      “ Coaching now is part of the standard leadership development training for elite executives and talented up-and-comers at IBM, Motorola, J.P. Morgan, Chase and Hewlett Packard. These companies are discreetly giving their best prospects what star athletes have long had: a trusted adviser to help reach their goals.” CNN.com
    • Why is coaching so powerful?
      • It engages a client on a one to one basis and focuses on achieving the results, challenges, changes or learning most valuable to the individual and the organization.
      • It establishes an ongoing, confidential relationship with high levels of accountability that results in the right things getting done.
      • It increases awareness, cultivates a more strategic view, challenges assumptions, shifts perspectives and supports rapid development.
      • It supports individualized learning and growth in key interpersonal, business and leadership competencies that most benefit the individual and organization.
    • 3 Roles of a manager: managing, leading, coaching
      • When managing : they deliver results to the organization by controlling the work of the team and agreeing and monitoring such things as budgets, timescales and quality levels.
      • When leading : the manager creates and shares a vision of the future with their team and ensures that their activities are consistent with bringing about that change.
      • When coaching: they support team members in their learning, to enable them to develop the skills, knowledge and attitude necessary to successfully deliver their job responsibilities and goals.
    • The evaluation of management performance
      • 15% “Technical Skills” ( learned fast )
      • 85% “Personal Skills” ( unchanged patterns ):
      • Ability to choose or make a decision
      • Assertiveness
      • Authenticity
      • Commitment to grow
      • Concentration
      • Emotional stability
      • Enthusiasm 
      • Energy level 
      • Integrity (honesty), 
      • Open-mindedness
      • Optimism
      • Persistence, Performing well under stress, Reliability, Self-confidence, Self-control, Self-reliance, Self-respect, Initiative etc. etc.
    • "W.I.I.F.M." technique for managers as coaches
      • As my people acquire more skills, I am fighting less day-to-day fires and can spend more time on planning (something they acknowledge is rare today).
      • I am able to spend more time on strategic direction , and have actually become involved in higher level sessions with our executives.
      • I now have more time to look at processes , new equipment we will need, future training for my people, and customers.
      • I can spend more time on the "people" issues and more time with my people.
      • I can spend more time on myself - my own development - take some off-site courses.
      • There is less conflicts now, people seem to have their energies focused on more productive endeavors.
      • My people seem happier, more committed . I am taking home less problems and headaches.
      • I now get more ideas to improve the group/department, and the quality of the ideas is getting better.
    • Key management issues where coaching is the best approach
      • Corporate financial health and fiscal responsibilities.
      • Consistent financial returns are more difficult to get in a highly competitive global market
      • Strategic alliances to leverage financial resources
      • Insuring your organization is a compelling place to work to attract and retain high quality human capital
      • Organizational Change and Chaos
      • Handling the speed of chaos. Staying ahead instead of up with
      • Potential mergers, acquisitions, and sizing issues
      • Accelerated change causing turbulence
      • Succession planning and implementation
      • Managing myriad details
      • Resourcing time to manage details
      • Leadership challenges (team, collaborative approaches, board responsibility)
      • Clarity of vision and focus and buy in from the troops
      • Daily and long term agendas
    • Key management issues where coaching is the best approach (cont.)
      • Performance Issues (Self and Team)
      • Managing stress and burnout issues
      • No longer challenged
      • Blind spots
      • Performance in the job
      • Building relationships
      • Missing skills and/or competencies (content skills: strategic and implementation, effective management and process skills: communication, facilitation, relating, presence)
      • Balance of personal and professional life
      • Lonely at top, no one to talk to, no truth saying or feedback
      • Career/Leadership development (mature leaders, emerging leaders, star "fast trackers" and independent contractors)
      • Shift from technical to management to leadership to fostering leadership
      • Personal mid-career transition
      • Balance of life (never enough hours)
      • Balance of multiple intelligences (Head, Heart and Feet)
      • Self-care
    • Managers as coaches key learning points - how to:
      • Coach (practical tools & techniques; different individual & team strategies)
      • Increase self-awareness by tuning in to thoughts and feelings
      • Choose when and how to take action
      • Solve problems creatively
      • Listen to feedback, incorporate constructive criticism
      • Understand and respect the opinions of others
      • Make appropriate requests of others
      • Set limits, saying "no" when necessary
      • Increase positive encounters with others
      • Decrease hostility and defensiveness
      • Reduce stress and negative emotions 
    • Professional benefits for managers:
      • Managers obtain a clearer sense of their commitments and those of their organization , in a way that increases alignment, enrolls people in new possibilities, reduces waste and achieves measurable gains in individual and organizational effectiveness.
      • Managers become more competent in generating and maintaining effective relationships , both professional and personal, resulting in increased levels of trust and accountability in the organization.
      • Managers expand their understanding of organizational and interpersonal dynamics (including moods and recurring patterns of behavior and culture) in ways that enable them to empower themselves and others to achieve results.
      • Managers will be able to help others expand their levels of responsibility and their capacity for initiative and action , resulting in people taking greater risks to produce results aligned with departmental vision and leadership.
      • Managers become more effective as a manager and leader by understanding and adopting the proven principles of coaching and empowerment.
      • Managers will begin to develop the kind of unity and team spirit that enable powerful work relationships to achieve unprecedented results.
    • Coach Manager workshop practical tools & skills for immediate results
      • 2 days practical workshop, in which you will:
      • Learn executive coaching skills : listening, building trust, asking powerful questions, create safe environment, obtaining commitment, getting to the real issue, moving fast to an action plan, multiple coaching techniques etc.
      • Gain a completely different perspective on human behavior patterns, relationships models, self-energizing and motivating others, implement practical change processes, tackle with difficult emotional issues, aim to the best possible results etc.
      • Explore and define your role as team manager, leader and coach by getting a fresh new perspective on the dynamics of interaction between your people, tuning in to their most appropriate development rhythm, supervising and enhancing their performance on a day-to-day basis.
      • + 1 day follow-up on coaching tools & techniques
      • + creating your “coaching the team” strategy
      • + one on one coaching session with me! 
    • About RoCoach
      • RoCoach is the Romanian leading supplier of executive, team and corporate coaching at international standards.  Executives of some of the country's leading organizations rely on RoCoach including: The Romanian Government, Holcim, Raiffeisen, Codecs, BRD, Tuborg, Hiparion, British Council, UPC, Heineken and many other smaller organizations. 
      • Mihai Stanescu M.A., is Executive Coach & General Manager of RoCoach. With more than 3500 direct coaching hours practice, he is an internationally recognized business and leadership coach specializing in senior executive and leadership coaching and a member of International Coach Federation.
      • Contact: www.MihaiStanescu.ro
      • [email_address]