2. My approach
• Developed using CTI coaching principles/tools
• Initiated to develop happier employees
• Start with Career Wheel
Career Wheel
• Set up 1hr session
– 30-45 min exploring 1 to 2 areas the employee wants
to shift on the Career Wheel to achieve greater
fulfillment (i.e. not necessarily higher performance
rating)
– Remaining time as a manager connecting their career
choices to what is expected in business results (i.e.
outputs that can be measured)
3. Coaching
• Coaching is not about solving problems,
although problems will be solved
• It is not primarily about improving
performance, attaining goals or achieving
results, although all of that will certainly
happen over time in an effective coaching
relationship
4. Coaching
• It is chiefly about discovery, awareness and
choice.
• A method of empowering people to find their
own answers, encouraging and supporting them
on the path as they continue to make important
career decisions
• Developing Leaders who not only believe in
what they are doing but enjoy it because it is
THEIR path
5. While coaching
• Do NOT offer answers or opinions to
questions
• Employees ultimately want to “please”
their manager regardless of how much
they disagree with the “performance
system”
• Focus on asking powerful questions
6. While coaching
• Do hold them accountable and keep them
moving forward to their goals
– Challenge them in their beliefs
– Question what else is out there
– Pretend you know very little about IBM and
what they do…force them to really explore
their internal assumptions which may be
driving behaviors that ultimately will hold them
back
7. Powerful Questions
• Where do you want to make a difference in your
career?
• You are Here. Where is Here?
• What do you value most in your career
• What works for you when you are successful at
making changes
• Where do you usually get stuck
• What is at stake if you do not move forward
• What else?
8. Closing Thoughts
•
A coach is there to
assist in creating a
compelling vision for
the employee.
– We can be driven by
the desire for money
or accomplishment
– Or we can be pulled
by gravitational force
of a compelling
vision
•
If we want greatness
out of our employees
we need to foster an
environment where
greatness can occur.
Editor's Notes
The session focused the first 30 minutes on where they completed the Career Wheel. We evaluated where they wanted to focus (not necessarily where they thought IBM wanted them to focus). In that 30 minutes it was true coaching session where I asked questions (no leading ones) and we explored together. Then there was about 15 minutes of "bottom lining" and then to a challenge or multiple challenges for each person based on that discussion. Then 15 minutes where I put my manager hat on and we tied the discussion back to outputs. For example - one person wanted to focus on improving client satisfaction. This was quite easy to tie back as I could clearly say to them you know what was expected in the evaluation process to be a plus plus (client reference, exceed coscard, etc). So they left the meeting with specific actions (some tangible and others not) to reflect and work towards. Where there were multiple follow up's I would schedule a 15 min checkpoint to make sure they followed through. In some cases I would expect to see the results but in most I would not (like doing an inquiry on what is so scary about taking the 'partner/AP" path). I don't need to know those answers. They do. But they also need to do the work in order to move forward.