Pingthink executive coach ceo briefing

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Pingthink executive coach ceo briefing

  1. 1. PPINGING TTHINKHINK Subba Iyer Executive coaching approach
  2. 2. PPINGING TTHINKHINK Contents • Where does executive coaching fit in transformation? • Areas where executive coaching makes an impact • The coaching purpose • Our coaching approach • Credentials
  3. 3. PPINGING TTHINKHINK Coaching overlaps skills and behavior Managing Teaching/ Training Mentoring Coaching Counseling Therapy Meditation 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.
  4. 4. PPINGING TTHINKHINK Behavioral shifts unleash potential Realized through: •Behavioral shifts •New experience •New realizations Realized through: •Skills development •On the job •Training A proactive endeavor produces amazing results! Competency Potential
  5. 5. PPINGING TTHINKHINK Behavioral shifts create achievers Enhancing skills dev through training Building new perspectives through coaching High achievers Right skills Great behavior = High performance×
  6. 6. PPINGING TTHINKHINK 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 spirit
  7. 7. PPINGING TTHINKHINK Coaching domain Potential to Performance • Skill and competency building • Performance management • On-the-job training and mentoring Learning how to learn together • Designing learning processes and experiences • Developing a learning culture • Designing knowledge sharing processes and systems • Building learning communities Building shared vision and commitment • Building trust • Developing personal vision and values of people and aligning it with the organizational vision and values Assessment and development plans • Holistic assessment of capacity, values, vision, current reality, habits, etc. • Preparing long term development plans
  8. 8. PPINGING TTHINKHINK Our coaching approach: Context Adaptation Integration Drivers Goals Pace Identity Role Triggers Organizational Growth norms Organizational Values Consequences Costs Benefits Implementation Strategies And actions 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. Holistic, sustainable, integrated and a blended approach
  9. 9. PPINGING TTHINKHINK Multiple loops facilitate discovery Discover potential Thinking Actions Outcomes (desired V/s actual Breakthrough performance 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?
  10. 10. PPINGING TTHINKHINK Our engagement process To set up the mechanism for sustained change  Determine the owners for organizational change  Handing over open issues  Develop high level transition plan  Determine next steps Objectives Key Action Steps Handover to the appropriate sponsors To institutionalize the change with specifics  Monitor commitments  Determine further triggers  Monitor organizational changes  Discuss on-going transitions Develop action for change To implement the coaching model in accordance to the implementation map  Identify current behavioral context  Establish behavioral norms  Determine performance parameters  Identify gaps  Get agreement to change Coaching agreement and implement To understand the organization and individual context and identify triggers  Identify orgn - Expectations - Challenges  Identify dynamics  Identify triggers  Evaluate the direction of coaching intervention  Build the impl roadmap Conduct diagnosis To understand the coaching context, expectations and set the agenda  Identify and determine the level of intensity change drivers  Determine coaching intervention  Draw out the entire roadmap and project plan Perform coaching kick off session TOOLS …  Cause and action  Organizational change  Competency profiling,  Gap analysis  Appreciate enquiry Issue analysis,  Project plan  Open issues  Closure document Deliverables  Recommend specific changes  Organizational changes  Progress update  Agreements with sponsors  Diagnosis briefing  Implementation roadmap  Project plan  Communication  Internal alignment
  11. 11. PPINGING TTHINKHINK From my blog..
  12. 12. PPINGING TTHINKHINK Preliminary diagnosis (after 5 weeks): Less optimal performance Expectation mismatch Behavioral norm setting Clearing mental models FUD, stress, political factors Others (need discovery)
  13. 13. PPINGING TTHINKHINK 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.
  14. 14. PPINGING TTHINKHINK The proposition and experience: Systematic approach Ethics and professionalism Bias for Action Deep diagnosis + + + = Successful engagement Partial recent list of engagements Transition management into new roles in the context of a major restructuring. Bringing the changed focus, behavioral shifts and performance alignment for a major Bank. Building trust process, alignment of initiatives, shaping performance parameters, facilitating the shared responsibility in view of a large IT outsourcing transition. Behavioral shifts, coaching sales people to adopt a consultative sales approach to a IT solutions vendor. Team cohesion, new strategic approaches and change mechanisms to get higher wallet share for a large IT outsourcing firm. Executive coach to the CIO/IT management to bring about Business - IT alignment for a telco. Rescued 2 failing projects by coaching the project team and removing organizational barriers
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