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Leadership coaching for performance & development at NIPM

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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.
  • Transcript

    • 1. LEADERSHIP COACHING FOR PERFORMANCE & DEVELOPMENT May 21, 2010 B -1206, Grow More Towers, Plot No. 5, Sector 2, Kharghar, Navi Mumbai – 410210, India : [email_address] : +919967822993
    • 2. Confidential
      • Making Sense of it all
      • You are the reason
      • What do Leadership Programs Deliver?
      • Coaching Skills for Leadership
      • What do Leadership Coaches Do?
      • The Story Who’s Time Has Come
      • Trends in Executive Development
      • What’s Coaching?
      • The Role of Internal Professionals
      • Internal vs. External Coaching Compared
      Content
    • 3. Confidential Making Sense of it all Marshall Goldsmith : In many ways executive coaching is still a primitive and newly emerging field. Both leaders and companies are struggling with, “Exactly what does an executive coach do?” and “What can 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.
    • 4. YOU are the reason Confidential So how can organizations create great coaching processes that impact many of their potential 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!
    • 5. Confidential What do Leadership Programs Deliver?
      • E very 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.
      Voice Mails emails Providing Feedback Building Inclusion Creating Alignment Chasing Targets Barely meeting the minimum Work – Life balance All in delivering The reason why many leaders don’t apply what they learn in traditional training when they’re “back on the job” is that they are buried in work. Leaders in major corporations today work harder than leaders have worked in the past 40 years.
    • 6. Confidential What do Leadership Coaches Do?
      • E xecutive coaches can help potential leaders bridge the huge gap between understanding what to do and actually doing it. Your coach is a person who sticks with you over time and makes sure that you do what you know you should do, but have a tendency 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.
    • 7. Confidential
      • What keeps Leaders away?
      The Story Who’s Time Has Come don’t like dealing with behavioral issues Executive Coaching for Peak Performance EQ Understand Theory Juggling Assignments External Resource But (experience) ability is not that great Results focus– so, no time for coaching Costly but lesser than a full time CEO
    • 8. Confidential
      • Today, more than ever before in our Corporate World …
      The Story … continued the pressure has gone up, and The time for Executive Coaching is HERE! the need to develop great leaders has gone up The time available for executives to do this has diminished Stakes have gone up,
    • 9. Trends in Executive Development Confidential Executive Development Associates (EDA) bi-annual survey of more than 100 Fortune 1000 and Global 500 companies 56% of corporations said that they used external executive coaching as a prevalent learning methodology amongst the top 5 methods since the study’s inception in 1984. Top Five Learning Methods (2005 vs. 2009) Action Learning Senior executives as faculty Outside experts Action Learning Senior executives as faculty Outside speakers Outside speakers Outside experts Inside experts External executive coaches
    • 10. Understanding Coaching Confidential Coaching is not Counseling, Consulting or even Mentoring … It is transporting from where they are to where they want to be. The Purpose? The top reason companies hire coaches is to develop the leadership capabilities … retain high-pots, manage leadership transitions and fix performance. Who Gets Coaching? Ones with the greatest impact. Early adopters should be viewed as highly influential leaders who publicly endorse the value of coaching. Coaching includes an integrated system with HR and leadership development practitioners to facilitate the journey of a leader eager to be transported. One great opportunity is to include high-potentials. As the future executives of tomorrow, 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?
    • 11. Role of Internal Professionals Confidential Internal Coaching is more cost effective … Decreasing reliance on External Interventions … Builds Internal Leadership Champions … Internal Coaching gives a quick ability to focus on specific assignment One great opportunity is creating a unique corporate culture … starting a Mentoring program Our recommendation is for organizations to find a balance between internal and external coaching.
    • 12. Internal vs. External Coaching Confidential INTERNAL EXTERNAL Lower cost Higher credibility Greater understanding of organization’s culture Experience in many organizations, industries, and business environments May be able to spend more time observing leaders in action Greater objectivity / Bring fresh perspective 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 confidentiality
    • 13. Confidential THANK YOU May 21, 2010