With the workforce dwindling, there is no time like the present to motivate and enhance career development for employees through coaching for success. Coaching requires a holistic approach to the personal and professional roles an individual contributes to the success of their organization. Businesses and organizations are emerging from the global economic squeeze with gaps in their human capital. They may have great plans and opportunities for growth, but they are lacking in the right talent in the right place doing the right things at the right time. As a leader, you need a people development strategy that will engage the right talent and peak performance to achieve the expected results, despite the obstacles they may encounter. Robert P. Gimbl, Former CLO, Citi Group, Partner, LifeStyle Architecture North America

1. Coaching for Success!
Rob Gimbl
Executive Leadership Coach / Partner
Lifestyle Architecture™ North America Inc.
Lifestyle Architecture North America Inc. ‐
April 14, 2010 1
Confidential Copyright ©2010

2. Coaching for Success
Background
• 2006-09 downsizing workforce
• 75% of executives identified “Improving Leadership
Talent” is top business priority
• talent development not being addressed
• leadership training not leadership development
• upper management (baby boomers) retiring now and
for the next several years
• “not both sides of the fence”
April 14, 2010 Lifestyle Architecture North America Inc. - Confidential Copyright ©2010 * Global Leadership Forecast 2008|2009 2

3. What is Coaching:
• discovers past competence; skills, knowledge,
experience
• creates understanding that leads to better performance
– Value
– Impact
– Application
– Business Strategy
• understanding and application of one’s past, present and
future performance and journey
• it is a must…not a fad
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4. What Coachees say:
• want to be more involved in business strategy
• want to do a better job
• want work to be less stressful – work balance
• want to enhance profitability, productivity, customer
satisfaction, and employee retention
• want to be part of the organizations success
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5. Development of a Coaching
Strategy:
Discovery and Creativity
Art and Creativity
Habitual Think
<<
Experiences Good
Good Times THE BIG PICTURE Behavior F eel
? questionable
Lessons P atterns Visualize
Role Specific
How Why
Growth and C.E.P.
Action / Application GDVOT
Evolution
V Goals, Dreams, Visions,
Objectives and Targets
I
A Deserve Give
Want
Value, Impact & Application
April 14, 2010 Lifestyle Architecture North America Inc. - Confidential Copyright ©2010 5

6. Development of a Coaching
Strategy:
Discovery and Creativity
Art and Creativity
H T
<<
Experiences G
THE BIG PICTURE B
?
F
P V
Role Specific
How Why
Growth and C.E.P.
Action / Application GDVOT
Evolution
V
I Want Give
A
<
Deserve
April 14, 2010 Lifestyle Architecture North America Inc. - Confidential Copyright ©2010 6

7. Developing a Coaching Strategy:
• development of leaders
• tied to talent management/succession planning
• must support the business strategy
• identify the right journey
• focus on the individual, teams and organization to reach
their potential and organizational goals
April 14, 2010 Lifestyle Architecture North America Inc. - Confidential Copyright ©2010 7

8. Path to Peak Performance
F P.P.
R
E
D
Now
Born
F ear
Lack of R esponsibility
E GO
Lack of D iscipline
April 14, 2010 Lifestyle Architecture North America Inc. - Confidential Copyright ©2010 8

9. Peak Performance
Competence Commitment
Skill Inspiration
Knowledge Self-motivation
Experience Desire
Passion
Confidence
Communicate
External Internal
Consciousness
Spotting
Opportunities
Sub-Conscious
April 14, 2010 Lifestyle Architecture North America Inc. - Confidential Copyright ©2010 9

10. Coaching/Leadership Contract
• between the coachee and the coach has to be simple
effective and consistent
• role-specific engagement for work and life
• developing the “big picture” and the role within the
organization and new learning opportunities
• coaches help coachees step back and assess their own
journey before acting on new challenges
April 14, 2010 Lifestyle Architecture North America Inc. - Confidential Copyright ©2010 10

11. Parting Question?
On coaching for success…
What value would it be to you and
your organization to have a practical
holistic, strategic coaching
engagement?
April 14, 2010 Lifestyle Architecture North America Inc. - Confidential Copyright ©2010 11

12. Planting For The Future™
www.PlantingForTheFuture.org
April 14, 2010 Lifestyle Architecture North America Inc. - Confidential Copyright ©2010 12

13. Rob Gimbl
Executive Leadership
Coach / Partner
Lifestyle Architecture North America, Inc.
RGimbl@LifestyleArchitectureNorthAmerica.com
www.LifestyleArchitectureNorthAmerica.com
www.PlantingForTheFuture.org
678‐389‐6704
Lifestyle Architecture North America Inc. ‐
April 14, 2010 13
Confidential Copyright ©2010