1. Jesse Hsu’s
Coaching
Approach
Each individual is
different, so are the paths
Jesse S. Hsu, Executive Coach &
Talent Management Consultant
2. 徐显光 Jesse Hsu
McKinsey & Co. Asia 麦肯锡亚太区管理顾问
P&G marketing & finance 宝洁市场营销和财务职位
15 years in CEO and boards including non-profit
Lecture in EMBA programs include EM Lyon,上海交通大学金融 Shanghai
Advanced Institute of Finance, SJTU 等商学院
Education 教育
1. Advanced Coaching Certification 哥伦比亚大学 Columbia U.in NYC
2. Marketing & Finance dual major MBA 西北大学 Kellogg Northwestern U
3. 培训师TT认证:性格测试 MBTI,情商EQ,Transition Facilitation 变革管理
Change Mgmt,Coaching for Engagement辅导训练,Feedback
Facilitation 绩效评估反馈,Crucial Conversation关键对谈,Cross
Culture in the Work Place 跨文化组织管理
4. BU Level Assessment Center,Lead Assessor 高管评鉴中心 测评认证师
Jesse S. Hsu, Executive Coach & Talent
Management Consultant
3. Clients served in Asia
Jesse S. Hsu, Executive Coach & Talent Management
Consultant
4. Exploratory meeting
Want to Accomplish?
Connect with coachee’s Values / Pain / Drive
/ Inspiration, according to-
Stakeholders’ expectation
Own desired result
Business purpose
Jesse S. Hsu, Executive Coach &
Talent Management Consultant
5. Jesse’s Coaching Process overview
Adopted from Columbia University’s Advanced Coaching approach
Jesse S. Hsu, Executive Coach &
Talent Management Consultant
6. Phase 1. Context
Co-define the current reality
Drill deeper a foundation, the taller a construction
possible.
Entry & contract/agreement
Developmental frames/values
Situation analysis
Optional: co-discover from debrief of (one or more)
Feedback, Multi-rater Survey, Self assessment, Sponsor input
Jesse S. Hsu, Executive Coach &
Talent Management Consultant
7. Phase 2. Content
Co-determine scope of action needed
Between reality and goal, options are unveiled and mini-
projects grow wings for momentum to win.
Feedback
Exploring options
Planning
Jesse S. Hsu, Executive Coach &
Talent Management Consultant
8. Phase 3. Conduct
Co-develop the new behavioral pattern
Make sure the Stakeholders provide powerful feedback to
coachee’s changes. Positive reinforcement leads to
healthier sustainable team dynamics.
Action strategy
Growth & renewal
Execution
Jesse S. Hsu, Executive Coach &
Talent Management Consultant
9. Expect coaching with principles
Adopted from Columbia University’s Advanced Coaching approach
Guiding Principles
Adhere to High Focus on
Standards the Client’s
of Ethical Agenda
Conduct
Effective
Coaching
Earn the Right Build
to Advance at Commitment
Each Stage of the Through
Coaching Process Involvement
Jesse S. Hsu, Executive Coach & Talent Management
Consultant
10. Follow Up
With the Talent Development and sponsoring
executives during and after the coaching
process with pre-agreed frequency and
confidentiality.
A follow-up survey that measures the degree
to which coachees have improved in areas
committed in their individual development plan
Re-assesses the behaviors targeted for
development, 3 months after the coaching
sessions with mini- 360 survey (typically only
2-10 items).The questions are tailor-made to
each senior leader’s specific development
objectives
Organization feedback and further
development discussion will be conducted with
key stakeholders based on the survey results
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11. Group Coaching
Leverage the clear goals, conscious choices,
effective action framework (SEE SLIDE 9)
Get group to generate one or two topics they would
like to address (on the spot)
Then around that topic start a discussion how to
address that issue (choices)
Move to identifying effective action, do obstacle
analysis, and identify success factors (looping back to
clear goals)
After identification of topic and choice generation, it
may be helpful to leverage a framework (e.g., Change
Equation) to help contextualize and provide tool they
can use to support ongoing self development
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