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Leadership and
Executive Coaching
  Regional Convention – ISTD

 Chennai, September 19, 2008

        Urs Bernhard

     u...
Today’s Objectives
   Understanding the three key
    elements of leadership
   Learn how to link strategy to human
    ...
Management is efficiency in climbing the
    ladder of success; leadership determines
    whether the ladder is leaning ag...
What do successful leaders do?
Successful leaders seem to do three things well:

1) They set an agenda and provide a clear...
Leadership Characteristics
   An ability to translate direction and
    mission into reality
   An ability to align peop...
Providing Direction

                                  Vision


                                  Mission


              ...
Linking Strategy to Human Performance
Long-term
  “Goal”
                              Vision

What We                    ...
From Vision to Results
                                       Vision/Mission



                                        Ke...
What are Competencies?

            A competency is a personal
            characteristic (knowledge,
            skill, a...
Visible and Hidden Competencies
                                                                            •   Product an...
Leadership Development and
         Coaching (Example)
Preparation           Project Module                            Ben...
What is Executive Coaching?
   A creative partnership that inspires
    leaders to maximize their personal
    and profes...
Benefits of Coaching

   Fresh perspective on personal
    challenges
   Enhanced interpersonal effectiveness
   Increa...
Why coaching?


    Coaching helps people to become
    better in what they are already doing
    well.




ISTD, Chennai,...
Coaching Process
1.      Establishing the ground rules
2.      Identifying the stakeholders
3.      Starting the coaching ...
Developing yourself as a leader
   Ask: Ask your co-workers for feedback. The simple act of asking
    sends a message th...
Developing yourself as a leader
            (Cont’d)
   Respond: Respond to the people who gave you feedback. After
    c...
Feedforward*
   The feedforward exercise
   Letting go the past
   Listening to suggestions without
    judging
   Lea...
A good leader is a person who takes a
    little more than his share of the blame and
    a little less than his share of ...
Keep your head and your heart in the
right direction and you’ll never have to
         worry about your feet...




      ...
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Leadership & Executive Coaching

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This is an excellent presentation by Bernhard on leadership and Executive Coaching. This was presented during 2008 Regional ISTD Convention.

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Transcript of "Leadership & Executive Coaching"

  1. 1. Leadership and Executive Coaching Regional Convention – ISTD Chennai, September 19, 2008 Urs Bernhard urs.bernhard@gmail.com
  2. 2. Today’s Objectives  Understanding the three key elements of leadership  Learn how to link strategy to human performance  Understand the role of executive coaching in the leadership context  Know how to use feedforward ISTD, Chennai, 19.09.08 urs.bernhard@gmail.com
  3. 3. Management is efficiency in climbing the ladder of success; leadership determines whether the ladder is leaning against the right wall. Stephen R. Covey ISTD, Chennai, 19.09.08 urs.bernhard@gmail.com
  4. 4. What do successful leaders do? Successful leaders seem to do three things well: 1) They set an agenda and provide a clear direction for people, using a compelling vision; 2) they “take” people with them by leading and guiding them and providing them with the necessary support; 3) they demonstrate high self-awareness and know their limits. ISTD, Chennai, 19.09.08 urs.bernhard@gmail.com
  5. 5. Leadership Characteristics  An ability to translate direction and mission into reality  An ability to align people with the chosen direction  Integrity and the ability to develop trust  Comfort with uncertainty  Strong self-awareness  Constant learning and adaptation Source: Galbraith, J.R., Lawler, E. E.,III and ass., 1993 ISTD, Chennai, 19.09.08 urs.bernhard@gmail.com
  6. 6. Providing Direction Vision Mission Key Strategies Strategic Objectives (BSC) ISTD, Chennai, 19.09.08 urs.bernhard@gmail.com
  7. 7. Linking Strategy to Human Performance Long-term “Goal” Vision What We Clarity Want to Do Mission How to Get Key Strategies There How We BSC Objectives/ Measures Measure Strategic Objectives What Needs Key Task Alignment to Be Done Implementation How We Perform 19.09.08 ISTD, Chennai, Key Competencies urs.bernhard@gmail.com
  8. 8. From Vision to Results Vision/Mission Key Strategies Produce Balanced Scorecard for strategic objectives Initiatives / Projects Work Climate Leadership Style Key Tasks Individual/Team Competencies Business Results / EVA ISTD, Chennai, 19.09.08 urs.bernhard@gmail.com
  9. 9. What are Competencies? A competency is a personal characteristic (knowledge, skill, attitude, trait or motive) that contributes to effective or superior performance in a particular job ISTD, Chennai, 19.09.08 urs.bernhard@gmail.com
  10. 10. Visible and Hidden Competencies • Product and market knowledge • Awareness of customers Visible needs Skills & • Use of negotiation Knowledge techniques • Establish a partnership with Self-Image the customer Hidden Values, Attitudes Motives & Traits • Positive attitude towards customers Source: Lyle M. Spencer, Competence at work, 1993 • Convincing appearance and initiative • Willing to succeed ISTD, Chennai, 19.09.08 urs.bernhard@gmail.com
  11. 11. Leadership Development and Coaching (Example) Preparation Project Module Benchmark Final Event at ABC HQ Module September November March June I 2 days 2 days 1.5 2 days N days S Participant Teams T Strategy, Participants Change Field De- analyze their U Leadership identify, contact Prep & E R Mgt visits briefing experiences, draw Meet etc. and commit R + 2 and conclusions and V V + relevant co's days next action implications with E for visits ABC Top Decisions I Y ABC Projects steps Mgt Projects Project Team work Project Team work and E Actions W S 360° feedback ••• Ongoing Coaching Prepares CEO and top mgt Cooperating Companies ABC Top Board/ExCom coaches visit Managers & workshop Faculty ISTD, Chennai, 19.09.08 urs.bernhard@gmail.com
  12. 12. What is Executive Coaching?  A creative partnership that inspires leaders to maximize their personal and professional potential  An ongoing professional relationship that enables leaders to produce extraordinary results in their lives, careers, and organizations ISTD, Chennai, 19.09.08 urs.bernhard@gmail.com
  13. 13. Benefits of Coaching  Fresh perspective on personal challenges  Enhanced interpersonal effectiveness  Increased self-awareness  Increased performance  More open for change ISTD, Chennai, 19.09.08 urs.bernhard@gmail.com
  14. 14. Why coaching? Coaching helps people to become better in what they are already doing well. ISTD, Chennai, 19.09.08 urs.bernhard@gmail.com
  15. 15. Coaching Process 1. Establishing the ground rules 2. Identifying the stakeholders 3. Starting the coaching process 4. Developing an action plan 5. Performing ongoing follow up sessions 6. Evaluating final results and reassessing the process ISTD, Chennai, 19.09.08 urs.bernhard@gmail.com
  16. 16. Developing yourself as a leader  Ask: Ask your co-workers for feedback. The simple act of asking sends a message that you value their opinion and that you would consider changing based upon their input.  Listen: Listen to what they say. Try not to evaluate whether they are “right” or “wrong,” simply except their opinions as their perceptions of reality. Avoid trying to defend your actions.  Think: Think about their input before reacting. Make sure you avoid overreacting or making commitments that you may not be willing or able to keep in the future. Under-commit and over-deliver.  Thank: Express your appreciation for the feedback. Letting you know what they think is an act that may require courage. Take the time to personally say “thank you.” Source: Marshall Goldsmith ISTD, Chennai, 19.09.08 urs.bernhard@gmail.com
  17. 17. Developing yourself as a leader (Cont’d)  Respond: Respond to the people who gave you feedback. After careful thought, let them know the 1 or 2 areas where you plan to change. Keep it simple - do not try to change too many behaviors.  Involve: Involve them in the change process. Ask them if they have any further suggestions. Recruit them to help you as you try to change. Ask for their ongoing support.  Change: Do something about the feedback. Write down your 1 or 2 areas for change and keep these in front of you. Remind yourself to give these 1 or 2 areas the priority they deserve. Monitor your own behavior on a timely basis.  Follow-up: Follow-up with your co-workers approximately every 3 - 4 months. Ask them if they think you that you are changing. When they start to say you have changed, they begin to believe that you have changed. Source: Marshall Goldsmith ISTD, Chennai, 19.09.08 urs.bernhard@gmail.com
  18. 18. Feedforward*  The feedforward exercise  Letting go the past  Listening to suggestions without judging  Learning as much as you can  Helping as much as you can  Learning points to help you be a great coach *Feedforward Process by Marshall Goldsmith ISTD, Chennai, 19.09.08 urs.bernhard@gmail.com
  19. 19. A good leader is a person who takes a little more than his share of the blame and a little less than his share of the credit. John C. Maxwell ISTD, Chennai, 19.09.08 urs.bernhard@gmail.com
  20. 20. Keep your head and your heart in the right direction and you’ll never have to worry about your feet... THANK YOU! urs.bernhard@gmail.com ISTD, Chennai, 19.09.08 urs.bernhard@gmail.com
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