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  1. 1. Executive Coaching Presented by
  2. 2. What is Executive Coaching? <ul><li>Executive coaching is a specialized training technique that works on Knowing what you want to change and knowing how to go about changing it. </li></ul><ul><li>It is designed to pinpoint specific changes that will be the difference in employees improving their performance. </li></ul>
  3. 3. The Difference between Executive Coaching & Employee counselling? <ul><li>Employee counselling is a valuable approach and It tends to be oriented towards fixing problems. </li></ul><ul><li>The focus of Executive Coaching is very much outcome oriented: “What do you want to achieve?” rather than “What is the problem?” </li></ul>
  4. 4. What types of change are executives looking for? <ul><li>Remedial </li></ul><ul><li>Generative </li></ul>
  5. 5. How long does executive coaching last? <ul><li>Most people can make change permanent only by having it over time. </li></ul><ul><li>This means they put new behaviours and skills into operation, receive feedback and adjust accordingly. </li></ul><ul><li>Therefore, the initial first session lasting approx. 2 hours, is usually followed by up to 5 further sessions each one is 1 hour. </li></ul>
  6. 6. What actually happens in an Executive Coaching session? <ul><li>First, everything that happens is completely confidential between the individual and the coach unless the individual chooses otherwise. </li></ul><ul><li>Second, as each person is unique, no two coaching sessions are the same. However, there are some similarities. The first meeting is devoted to two things. </li></ul>
  7. 7. A) Getting really clear about: <ul><li>What do you really want to achieve? </li></ul><ul><li>What is stopping you to achieve it? </li></ul><ul><li>What are you going to do about it? </li></ul>
  8. 8. What do you really want to achieve? <ul><li>This question is about being clear of your evidence of success. </li></ul><ul><li>It gives direction to work towards and provides a form of objectivity to this very subjective work. </li></ul>
  9. 9. What is stopping you to achieve it? <ul><li>This is about current situation, what is happening now? </li></ul><ul><li>What’s the strategy operating that maintains the behaviour repeating and therefore the same? </li></ul>
  10. 10. What are you going to do about it? <ul><li>This is when minor goals are defined and the next step on the way to the overall outcome is addressed. </li></ul>
  11. 11. B) Getting to know more clearly the type of person you are: <ul><li>Overview of qualities, values, strengths of a person. </li></ul><ul><li>Learn the characteristics of your type. </li></ul><ul><li>Setting priorities and goals. </li></ul>
  12. 12. When is Executive coaching recommended compared to other forms of development?
  13. 13. We recommend executive coaching when: <ul><li>Development required is specific and not adequately addressed by a general skills training. </li></ul><ul><li>The problem is not something you feel comfortable discussing in a group. </li></ul><ul><li>You are unable to attend a training course, which could take you away from your job for several days </li></ul><ul><li>It is more appropriate for you to discuss your development with a specialist from outside the company. </li></ul><ul><li>You have tried other approaches without success. </li></ul>
  14. 14. Who needs Executive coaching? <ul><li>A set of questionnaires will be provided by the executive coach to the employees who has: </li></ul><ul><li>Work related objectives or, </li></ul><ul><li>Personal related objectives that affects work performance </li></ul>
  15. 15. Example: <ul><li>A manager with potential has been promoted and is having difficulty performing in the new role. </li></ul><ul><li>An individual is being groomed for senior management and needs to gain skills or experience before they are able to make that move. </li></ul><ul><li>An individual has relationship issues that are creating problems at organizational level. </li></ul>
  16. 16. How an organization benefits from Executive Coaching? <ul><li>Creating a database for the employees, which will help to reallocate the human recourses skills in the right positions to effectively maximize the output of each individual and accordingly the whole organization. </li></ul><ul><li>Decrease employees turnover. </li></ul><ul><li>Increase employees loyalty towards the organization, which will have a direct effect on the people performance. </li></ul><ul><li>Enhance the profitability of the organization. </li></ul>
  17. 17. Benefits of Executive coaching: <ul><li>Improve the performance of individuals </li></ul><ul><li>Lead to better client service </li></ul><ul><li>Raise confidence and self-esteem </li></ul><ul><li>Improve relationships at work </li></ul><ul><li>Develop people to the next level </li></ul><ul><li>Increase goal achievement </li></ul><ul><li>Raise people standards </li></ul><ul><li>Find out what motivate the employees to produce more </li></ul><ul><li>Sharpen people’s skills </li></ul><ul><li>Unleash the unlimited potential of the staff at work </li></ul><ul><li>Creates more total balance in all areas of life </li></ul>
  18. 18. YesUcan motto
  19. 19. YesUcan motto If you always do what you’ve always done, You will always get what you’ve always got!
  20. 20. A general overview of coaching techniques and principles:
  21. 21. Coaching techniques <ul><li>Asking questions </li></ul><ul><li>Observing </li></ul><ul><li>Listening </li></ul><ul><li>Giving feedback </li></ul><ul><li>Motivate </li></ul>
  22. 22. Asking questions <ul><li>State the goal in positive term – “keep calm and relaxed in difficult situations” instead of “stop losing my temper so often”. </li></ul><ul><li>Positive questions – “what do you want” </li></ul><ul><li>Specific questions – “which situations do you want more energy in?” </li></ul><ul><li>Images questions – “how will you know when you have your dream job?” </li></ul><ul><li>Responsibility question – “are you responsible of making your goal happen?” </li></ul><ul><li>Balance question – “what the consequences of getting this goal be?” </li></ul>
  23. 23. Asking questions <ul><li>Increasing motivation questions – “what would achieving this do for you?” </li></ul><ul><li>Taking action questions – “what can you do to achieve this goal?” </li></ul>
  24. 24. Observing <ul><li>The objective of observing is simply to create rapport as “sameness” makes us feel less threatened by someone we feel like us, and more easily able to relax and open up to them. This “sameness” can include many different aspects, for example: </li></ul><ul><li>Physical appearance/Clothes </li></ul><ul><li>Body language/Physical gestures </li></ul><ul><li>Quality of voice </li></ul><ul><li>Language/Words used </li></ul><ul><li>Beliefs and values </li></ul>
  25. 25. Listening <ul><li>There are several and different forms of listening. Executive coach use only three types of listening whenever the situation demands: </li></ul><ul><li>Conversational listening – “I am engaged in the conversation, listening, talking, thinking, talking, thinking, etc.” </li></ul><ul><li>Active listening – “I am very focused on what you’re saying, recording facts, paying attention.” </li></ul><ul><li>Deep listening – “I am more focused on you than me, I am getting sense of who you are now.” </li></ul>
  26. 26. Giving feedback <ul><li>Effective feedback can accelerate employees’ learning, inspire and motivate them </li></ul><ul><li>Feedback is: </li></ul><ul><li>A) Given with a positive intention </li></ul><ul><li>B) Based on fact or behaviour </li></ul><ul><li>C) Constructive and beneficial </li></ul>
  27. 27. Motivation <ul><li>Motivation is simply the driving force that bring one person to take a particular action. </li></ul><ul><li>Therefore, it is very important for the Executive coach to find what motivates an employee to change a particular behaviour into another that helps him to achieve a desired goal. </li></ul>
  28. 28. Operating principles for Executive coach <ul><li>Maintain a commitment to support the individual </li></ul><ul><li>Build the coaching relationship on truth, openness and trust </li></ul><ul><li>The employee is responsible for the results they are generating </li></ul><ul><li>The employee is capable of much better results than they are currently generating </li></ul><ul><li>Focus on what the employee thinks and experiences </li></ul><ul><li>Employees can generate perfect solutions </li></ul><ul><li>The conversation is based on equality </li></ul>
  29. 29. Thank you for your time Karim EL-Shakankiry Founder of yesUcan