Pingthink executive coach
Upcoming SlideShare
Loading in...5
×

Like this? Share it with your network

Share
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Be the first to comment
    Be the first to like this
No Downloads

Views

Total Views
365
On Slideshare
342
From Embeds
23
Number of Embeds
1

Actions

Shares
Downloads
0
Comments
0
Likes
0

Embeds 23

http://subbaiyer.com 23

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
    No notes for slide

Transcript

  • 1. Executive coachingapproachSubba IyerPING THINK
  • 2. Contents • Where does executive coaching fit in transformation? • Areas where executive coaching makes an impact • The coaching purpose • Our coaching approach • CredentialsPING THINK
  • 3. Coaching overlaps skills and behavior Managing Teaching/ Mentoring Counseling Meditation Training Coaching Therapy Focus on skills Focus on behavior Executive coaching helps the client achieve a mutually sense to improve professional performance, and in turn improving the organization’s effectiveness within the framework of a formally defined coaching agreement and model. The behavioral shifts are brought about through deeper analysis of organizational dynamics,individuals and interactions. More details of the approach can be found here.PING THINK
  • 4. Behavioral shifts unleash potential Realized through: •Behavioral shifts •New experience A proactive endeavor •New realizations produces amazing Potential results! Realized through: •Skills development •On the job •Training CompetencyPING THINK
  • 5. Behavioral shifts create achievers Enhancing skills dev through training High achievers Building new perspectives through coaching Right skills Great behavior = High performancePING THINK
  • 6. Coaching relevance: • To develop individual leaders: – Seeing and contributing to the big picture – Transforming potential into high performance – Building trust and a learning culture in the organization – Building high-performance teams – Developing breakthrough ideas and practices – Helping people to new realities. • To help teams: – Align to new direction amidst change – Get focused, aligned and improve team performance – To remove possible conflicts, deadlocks, and resistance – To create healthy compromises, sustained consensus – To create new possibilities, configurations and develop a winning spiritPING THINK
  • 7. Coaching domain Potential to Performance Learning how to learn together • Skill and competency building • Designing learning processes • Performance management and experiences • On-the-job training and • Developing a learning culture mentoring • Designing knowledge sharing processes and systems • Building learning communities Building shared vision and Assessment and development commitment plans • Building trust • Holistic assessment of capacity, • Developing personal vision and values, vision, current reality, values of people and aligning it habits, etc. with the organizational vision • Preparing long term development and values plansPING THINK
  • 8. Organization coaching approach:Holistic, sustainable, integrated and a blended approach Context Adaptation Consequences Integration Organizational Drivers Growth norms Implementation Goals Strategies Costs Pace Organizational And actions Identity Values Role Benefits Triggers Single loop learning Learning in action Double loop learning Learning in action based on organizational norms Triple loop learning Learning in action based on organizational norms and new organizational contexts.PING THINK
  • 9. Multiple loops facilitate discovery Outcomes Discover Breakthrough potential Thinking Actions (desired performance V/s actual How do I help coachee in changing his actions? How do I help coachee in changing his mental models? How do I help coachee in realizing his potential for the organization?PING THINK
  • 10. The coaching engagement process Perform Coaching Handover to the Conduct Develop action coaching kick off agreement and appropriate diagnosis for change session implement sponsorsObjectives To understand the To understand the To implement the To institutionalize To set up the coaching context, organization and coaching model in the change with mechanism for expectations and set individual context accordance to the specifics sustained change the agenda and identify triggers implementation mapKey Action Steps Identify and Identify orgn Identify current Monitor Determine the determine the level - Expectations behavioral context commitments owners for of intensity change - Challenges Establish Determine further organizational drivers Identify dynamics behavioral norms triggers change Determine Identify triggers Determine Monitor Handing over open coaching performance organizational issues intervention Evaluate the direction of parameters changes Develop high level Draw out the entire coaching Identify gaps Discuss on-going transition plan roadmap and intervention transitions Determine next project plan Get agreement to Build the impl change steps roadmapTOOLS … Issue analysis, Appreciate enquiry Competency Cause and action Project plan profiling, Organizational Gap analysis changeDeliverables Project plan Diagnosis briefing Progress update Recommend Open issues Communication Implementation Agreements with specific changes Closure document Internal alignment roadmap sponsors Organizational changesPING THINK
  • 11. From my blog..PING THINK
  • 12. Preliminary hypothesis on RIM: Expectation mismatch Behavioral norm settingLess optimal Clearing mental modelsperformance FUD, stress, political factors Others (need discovery)PING THINK
  • 13. Profile: Subba Iyer has over 25 years industry experience in the high tech sector in multiple operational, consulting , change management and organization renewal roles. His core competencies are: Strategy development and deployment: His unique framework of Strategy@Work blends Balanced scorecard and the project portfolio providing organizations with focus, speed and alignment. This supplements his deep understanding of business drivers, technology trends and organizational change issues. Business consulting: He has delivered over 35 consulting projects in the last 8 years that spans banks, telcos, technology companies, government and the SMB sector. Program management: He has managed complex programs including Asia’s largest broadband rollout and has helped rescue several projects with his disciplined focus and long range thinking. People management: He has helped people discover their potential. As a certified coach, he has helped several executives and entrepreneurs make career transitions, improve performance and discover meaning. More details about his profile : Coaching credentials. Coaching testimonials. Business blog on technology, business, strategy, leadership, business models,competitive dynamics that is widely read and quoted.PING THINK
  • 14. Our proposition and experience: Partial recent list of engagements Systematic Transition management into new roles in the context of a major restructuring. Bringing the approach changed focus, behavioral shifts and performance alignment for a major Bank. + Building trust process, alignment of initiatives, shaping performance parameters, facilitating the Deep shared responsibility in view of a large IT diagnosis outsourcing transition. Successful + = engagement Behavioral shifts, coaching sales people to adopt a consultative sales approach to a IT solutions vendor. Bias for Team cohesion, new strategic approaches and change mechanisms to get higher wallet share Action for a large IT outsourcing firm. + Executive coach to the CIO/IT management to bring about Business - IT alignment for a telco. Ethics and Rescued 2 failing projects by coaching the project team and removing organizationalprofessionalism barriersPING THINK