Leadership, Management, and Coaching

Leadership, Management,
and Coaching

What Will Make
The Biggest
Impact?

Alexandra Kaplan
Mark Kamin and Associates

- What percent of your work time do you spend in a
capacity of being a leader, a manager or a coach

- Rate yourself on how effective you are as a leader
(very effective, moderately, somewhat, not effective)

- Rate yourself on how effective you are as a coach?

- Rate yourself on how effective you are as a manager?

© Copyright Mark Kamin & Associates, Inc. 2010
All rights reserved

most organizations are
under led
over managed
coaching deprived

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Leaders take a stand, invent a
powerful future, and enroll and
empower others to fulfill on that
future
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Managers
translate the future into actions
and results
manage actions and conversations

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Acoach’s job is to increase
performance

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Leadership is inventing and calling
forth the future

Management addresses
productivity and accomplishment

Coaching addresses performance

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L ea ders
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Leaders are the ones who look
into the unknown areas of the
“future” and create a future.
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Present
Past
Future
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Predictable Future
or

Created Future

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Leaders do not get paid for
what is
already predictable

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Vi sion Resou
rces
Great Leaders
 communicate their vision to others
 overcome resistance to change
 mobilize resources Chan
 manage their own ambitions ge
 continue to be inspiring

Insp iring Ambitions
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na gers
Ma
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Managers
are those who
manage “that future” -
the unpredictable future -
into a reality …

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By Managing
Conversations

copyright Mark Kamin &
Associates, Inc. 2009

You cannot manage people

You can manage
conversations
projects
promises

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Managing Conversations for
•Relatedness
•Possibility = Leadership
•Opportunity
•Action


A Conversation for Opportunity
builds a bridge between possibility and
action. It’s about creating a pathway.

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A Conversation for Opportunity
builds a bridge between possibility and
action. It’s about creating a pathway.
We look at
 who, what, when and where
 costs and resources
 required stakeholders
 how long it would take
 odds of it’s success

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Conversations for Action
Clear requests
exactly
what
by whom
by when

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Effective Requests Exercise
Specific, Measurable and
In Time
“I request X by time Y”
Let’spractice Effective
Requests

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Conversations for Action
Committed responses
Promise
Decline
Counter
Promise
to promise

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Effective Responses Exercise

Accept - which is a promise to do X by
time Y
Decline - I promise not to (not I
reject you)
Counter Offer - I promise to do X by
time Z
Promise to Promise - I promise to let
you know by a specified later date
what my response is
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What is the POSSIBILITY that you
are fulfilling with your
management (or as a manager)?

Are you currently managing
people, projects, or
conversations?

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Coaching

Managing
Management Promises
Vision
Results Performance

Managing
Conversations
Managing Leadership
Projects

Leadership, Management, and Coaching

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Editor's Notes