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Coaching for Success

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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

Published in: Business, Education
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Coaching for Success

  1. 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. 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. 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 April 14, 2010 Lifestyle Architecture North America Inc. - Confidential Copyright ©2010 3
  4. 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 April 14, 2010 Lifestyle Architecture North America Inc. - Confidential Copyright ©2010 4
  5. 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. 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. 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. 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. 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. 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. 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. 12. Planting For The Future™ www.PlantingForTheFuture.org April 14, 2010 Lifestyle Architecture North America Inc. - Confidential Copyright ©2010 12
  13. 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


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