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Leadership coaching for performance & development
 

Leadership coaching for performance & development

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NIPM - Aurangabad Session on May 21, 2010

NIPM - Aurangabad Session on May 21, 2010

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  • They barely have time to meet the minimum requirements of their jobs—much less focus on their long-term development as leaders.
  • Breaking through limitations and sustaining new territory is exactly what leads to new business creation and growth. The coach can be instrumental in helping leaders help themselves to grow in a variety of ways: Choosing and committing to a purpose. Building clarity of what is. Learning through practice.
  • ROLE PLAY on Goal setting.

Leadership coaching for performance & development Leadership coaching for performance & development Presentation Transcript

  • LEADERSHIP COACHING FORPERFORMANCE & DEVELOPMENT December, 2012 10 / 5, Rustom Baug, Next to Masina Hospital, Victoria Road, Mumbai – 400027, India : +919967822993 : bomi@shawmacons.com
  • Content 1. Making Sense of it all 2. You are the reason 3. What do Leadership Programs Deliver? 4. Coaching Skills for Leadership 5. What do Leadership Coaches Do? 6. The Story Who’s Time Has Come 7. Trends in Executive Development 8. What’s Coaching? 9. The Role of Internal Professionals 10. Internal vs. External Coaching Compared Confidential 2
  • Making Sense of it allMarshall Goldsmith : In many ways executive coaching is still aprimitive and newly emerging field. Both leaders and companies arestruggling with, “Exactly what does an executive coach do?” and “Whatcan executive coaching do for our company?” Many books have discussed how an individual can be a great coach for one leader, yet little has been written on how organizations can create great coaching processes that impact many of their leaders. Confidential 3
  • YOU are the reasonSo how can organizations create great coaching processes that impact many of theirpotential leaders? Leadership development was largely focused on participants’ involvement in training programs. These programs were all based upon one completely invalid assumption—if they understand, they will do it. Wrong! Everyone who buys diet books makes the same assumption as everyone who goes to training programs: If I understand how to go on a diet, I will do it. Wrong again! Confidential
  • What do Leadership Programs Deliver? Every individual participant in training programs actually do apply what they have learned, and they do get better. Many don’t! Why do so many leaders attend training programs, return to work with a short-term “religious conversion experience,” and then end up making no real change? The answer is seldom because of a lack of values or a lack of intelligence.The reason why many leaders don’tapply what they learn in traditional Voice Mails emailstraining when they’re “back on thejob” is that they are buried in work. Providing Building All in Feedback Inclusion delivering Creating ChasingLeaders in major corporations today Alignment Targetswork harder than leaders have Barely meeting the minimumworked in the past 40 years. Work – Life balance Confidential 5
  • What do Leadership Coaches Do? Executive coaches can help potential leaders bridge the huge gap betweenunderstanding what to do and actually doing it. Your coach is a person who sticks withyou over time and makes sure that you do what you know you should do, but have atendency to “put off until tomorrow”—a tomorrow that (without help) may never come. You know how hard it is to achieve positive, lasting change. We are just as busy, just as over-committed and just as crazy. If we don’t have a coach to give ongoing advice, support and encouragement, we tend to slip back, just like anyone else. Confidential 6
  • The Story Who’s Time Has ComeWhat keeps Leaders away? EQ don’t like dealing with behavioral issues Understand But (experience) ability is not that great Executive Theory Coaching for Juggling Results focus– so, no time for coaching Peak Assignments Performance External Costly but lesser than a full time CEO Resource Confidential 7
  • The Story … continuedToday, more than ever before in our Corporate World… Stakes have gone up, The time the pressure has gone up, and for Executive Coaching the need to develop great leaders has gone up is HERE! The time available for executives to do this has diminished Confidential 8
  • Trends in Executive DevelopmentExecutive Development Associates (EDA) bi-annual survey of more than 100 Fortune1000 and Global 500 companies Top Five Learning Methods (2005 vs. 2010) Action Learning Senior executives as faculty Outside experts Action Learning Senior executives as faculty Outside speakers Outside speakers Outside experts Inside experts External executive coaches56% of corporations said that they used external executive coaching as a prevalentlearning methodology amongst the top 5 methods since the study’s inception in 1984. Confidential 9
  • Understanding CoachingCoaching is not Counseling, Consulting or even Mentoring … It is transporting fromwhere they are to where they want to be.The Purpose? The top reason companies hire coaches is to develop the leadershipcapabilities … retain high-pots, manage leadership transitions and fix performance.Who Gets Coaching? Ones with the greatest impact. Early adopters should beviewed as highly influential leaders who publicly endorse the value of coaching.Coaching includes an integrated system with HR and leadership developmentpractitioners to facilitate the journey of a leader eager to be transported.One great opportunity is to include high-potentials. As the future executives oftomorrow, companies would gain a great deal by dedicating resources to this group,improving both retention and succession planning. What’s Growing Ourselves Through Coaching Got to Do with Growing Our Business? Confidential 10
  • Role of Internal ProfessionalsInternal Coaching is more cost effective …Decreasing reliance on External Interventions …Builds Internal Leadership Champions …Internal Coaching gives a quick ability to focus on specific assignmentOne great opportunity is creating a unique corporate culture … starting aMentoring program Our recommendation is for organizations to find a balance between internal and external coaching. Confidential 11
  • Internal vs. External Coaching INTERNAL EXTERNAL Lower cost Higher credibility Greater understanding of Experience in many organization’s culture organizations, industries, and business environments May be able to spend more Greater objectivity / time observing leaders in Bring fresh perspective action Scheduling flexibility Less availability without notice Managing time challenging Greater exposure to other coaches and best practices in the field Perceived as less credible Higher level of confidentialityConfidential 12
  • THANK YOUConfidential 13