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Transformational Coaching  & Executive Mentoring Email:  [email_address] Phone: +91.80.4125.2201 Cell: +91-98453-11659
What drives his engagements to make the other win a deep understanding of people, things, events or situations,.  A sense ...
The scope of engagement <ul><li>Mentoring for self-mastery &  fulfillment </li></ul><ul><li>Guidance & facilitation for  l...
Shifts envisaged in the protégé  02/06/10 All rights reserved. indroneil@iprodigy.net From being other-directed to self-di...
The Accompaniment Process 02/06/10 All rights reserved. indroneil@iprodigy.net <ul><li>Managing resistance to learn </li><...
Approach: The Hourglass Model 02/06/10 All rights reserved. indroneil@iprodigy.net WHAT HOW WHY WHO CURRENT REALITY OTHER-...
Framework: potentials to strengths 02/06/10 All rights reserved. indroneil@iprodigy.net LIFE- GIVING FORCES CONCEPTUAL KNO...
The Assessment Process <ul><li>3-D </li></ul><ul><ul><ul><li>Cognition: paper and pencil test </li></ul></ul></ul><ul><ul>...
Roles & responsibilities 02/06/10 All rights reserved. indroneil@iprodigy.net ROLES RESPONSIBILITIES Protégé’s role descri...
COMPLAN-L2L Task board 02/06/10 All rights reserved. indroneil@iprodigy.net WHAT (learnings) HOW (application) MEASURE OF ...
Action Learning 02/06/10 All rights reserved. indroneil@iprodigy.net
The Contracting Process <ul><li>Identification of success factors for a specific current and potential role  </li></ul><ul...
Recommended Engagement Plan <ul><li>Contracting with payment of sign off fee </li></ul><ul><li>Pre-engagement session for ...
Pre-requisite: a contextual understanding <ul><li>Key challenges facing the protégé’s immediate context </li></ul><ul><li>...
Assessment of coach ability 02/06/10 All rights reserved. indroneil@iprodigy.net Very difficult to change Very easy to cha...
Some testimonials … Indroneil 02/06/10 All rights reserved. indroneil@iprodigy.net “ Provided excellent 1-1 specific and i...
Relevant Links <ul><li>Detail profile </li></ul><ul><ul><li>http://www.iprodigy.net/ the_being/who_indraneel.htm </li></ul...
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Transformational Coaching And Executive Mentoring

A one-on-one transformational engagement with those who enable and influence others - as leaders, enablers, teachers, professionals and administrators

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Transformational Coaching And Executive Mentoring

  1. 1. Transformational Coaching & Executive Mentoring Email: [email_address] Phone: +91.80.4125.2201 Cell: +91-98453-11659
  2. 2. What drives his engagements to make the other win a deep understanding of people, things, events or situations,. A sense of adventure and willingness to explore to impact the other’s journey Upholding & engaging divinity in human
  3. 3. The scope of engagement <ul><li>Mentoring for self-mastery & fulfillment </li></ul><ul><li>Guidance & facilitation for learning and development of competencies and capabilities </li></ul><ul><li>Coaching for performance </li></ul>02/06/10 All rights reserved. indroneil@iprodigy.net
  4. 4. Shifts envisaged in the protégé 02/06/10 All rights reserved. indroneil@iprodigy.net From being other-directed to self-directed From choicelessness to choice making From positional power to essential power From reacting to responding appropriately From holding back to spontaneity From avoidance to confronting From problem-focus to possibility focus From delivering to enabling From directing to facilitating From dispensing to engaging with customers From survival oriented to growth oriented And more.. Limited by Conditioned Self concept of Powerlessness & Worthlessness Powered by purpose Driven by values Ignited by intent Fuelled by life-giving forces
  5. 5. The Accompaniment Process 02/06/10 All rights reserved. indroneil@iprodigy.net <ul><li>Managing resistance to learn </li></ul><ul><li>Uncovering potentials </li></ul><ul><li>Mapping role to potentials </li></ul><ul><li>Development areas / comps – potential -> strength </li></ul><ul><li>Understanding expectation of the role-space </li></ul><ul><li>Development of relevant competencies </li></ul><ul><li>Linking learning to contextual realties </li></ul><ul><li>Commitment planning. </li></ul><ul><li>Action learning plan for context-relevance </li></ul><ul><li>Agreeing on measurement metrics </li></ul><ul><li>Observation, assessment and feedback </li></ul>READINESS For Learning to learn APPLICATION For Learning to earn DEVELOPMENT For Learning to live
  6. 6. Approach: The Hourglass Model 02/06/10 All rights reserved. indroneil@iprodigy.net WHAT HOW WHY WHO CURRENT REALITY OTHER-DIRECTED REACTIONS CONDITIONINGS BECOMING INTENT VALUES, LGFS & COMPETENCIES SELF-DIRECTED PARTICIPATION & PERFORMANCE PREFERRED FUTURE (GOAL)
  7. 7. Framework: potentials to strengths 02/06/10 All rights reserved. indroneil@iprodigy.net LIFE- GIVING FORCES CONCEPTUAL KNOWLEDGE COMPETENCIES EXPERIENTIAL KNOWLEDGE <ul><li>STRENGTH </li></ul><ul><li>Near perfect </li></ul><ul><li>Consistent </li></ul>EFFECTIVE TALENT VALUES AREAS OF DEVELOPMENT POTENTIALS UNCOVERED POTENTIALS UNCOVERED
  8. 8. The Assessment Process <ul><li>3-D </li></ul><ul><ul><ul><li>Cognition: paper and pencil test </li></ul></ul></ul><ul><ul><ul><li>Application: simulated role plays </li></ul></ul></ul><ul><ul><ul><li>Integration: observation on-floor </li></ul></ul></ul><ul><li>Psychometric </li></ul><ul><ul><ul><li>FIRO-B (with customized interpretations) </li></ul></ul></ul><ul><li>Semi-structured essays </li></ul>02/06/10 All rights reserved. indroneil@iprodigy.net
  9. 9. Roles & responsibilities 02/06/10 All rights reserved. indroneil@iprodigy.net ROLES RESPONSIBILITIES Protégé’s role description, KPIs and growth path Protégé Assessment of protégé’s development needs based on competencies required to perform in current / future roles Mentor-coach Deciding on interventions needed in areas requiring development Mentor-coach Arriving at the mentoring / coaching style that will best suite the development process Mentor-coach <ul><li>Agreement for </li></ul><ul><ul><li>Commitment Planning for Learning to Living </li></ul></ul><ul><ul><li>Endorsement of COMPLAN by key stakeholders </li></ul></ul><ul><ul><li>A process for following up with key stakeholder </li></ul></ul><ul><ul><li>Key milestones with measure of success </li></ul></ul>Mentor-coach Protégé Stake-holders <ul><li>Commitment to provide </li></ul><ul><ul><li>Action learning opportunities </li></ul></ul><ul><ul><li>Support from other role-holders having linkages </li></ul></ul>Protégé Stake-holders
  10. 10. COMPLAN-L2L Task board 02/06/10 All rights reserved. indroneil@iprodigy.net WHAT (learnings) HOW (application) MEASURE OF SUCCESS (indicators) COMMIT-MENT (in %-age) ADD MOD DEL
  11. 11. Action Learning 02/06/10 All rights reserved. indroneil@iprodigy.net
  12. 12. The Contracting Process <ul><li>Identification of success factors for a specific current and potential role </li></ul><ul><li>Agreement regarding confidentiality boundaries </li></ul><ul><li>Identification of specific results expected </li></ul><ul><li>Confirmation that the chemistry is right </li></ul><ul><li>Clarity regarding roles and responsibilities </li></ul><ul><li>Agreement regarding milestones and timelines </li></ul><ul><li>Agreement regarding financial terms </li></ul>02/06/10 All rights reserved. indroneil@iprodigy.net
  13. 13. Recommended Engagement Plan <ul><li>Contracting with payment of sign off fee </li></ul><ul><li>Pre-engagement session for assessment of coach ability , sensing and contextual understanding </li></ul><ul><li>Kick-off within a week of pre-engagement session </li></ul><ul><li>Min duration of engagement: 6 months (may be revised based on coach ability) </li></ul><ul><li>Session duration: 1.5 hours each </li></ul><ul><li>Min No. of sessions = 12 </li></ul><ul><ul><li>2 x 1.5-hour session per month </li></ul></ul><ul><ul><li>Sessions spaced by not more than a fortnight </li></ul></ul><ul><ul><li>Inter-session assignments, journaling and e-mail / chat support </li></ul></ul>02/06/10 All rights reserved. indroneil@iprodigy.net
  14. 14. Pre-requisite: a contextual understanding <ul><li>Key challenges facing the protégé’s immediate context </li></ul><ul><li>Goals that the context(s) is / are set to achieve </li></ul><ul><li>Core values that best define a common framework for how results are achieved in the context(s) </li></ul><ul><li>Competencies and capabilities that have been critical for performance in given roles in the context(s) in the past and that is required in the future </li></ul><ul><li>Methods by which the context(s) determine whether they have the leadership bench strength to lead and evolve effectively in the future </li></ul><ul><li>Context(s)’ strategy for developing future leaders and method for evaluating the success of the approach </li></ul><ul><li>Methods to attract, develop, and retain talent </li></ul>02/06/10 All rights reserved. indroneil@iprodigy.net
  15. 15. Assessment of coach ability 02/06/10 All rights reserved. indroneil@iprodigy.net Very difficult to change Very easy to change FREQUENT INFREQUENT How frequent is the behavior How deeply entrenched is the behavior Response to a situation Expression of a character
  16. 16. Some testimonials … Indroneil 02/06/10 All rights reserved. indroneil@iprodigy.net “ Provided excellent 1-1 specific and individually tailored coaching to staff which was found to be extremely beneficial by both the trainee and the organization.” GM-HR of a financial BPO ” Model of Mastery…passion, devotion, energy, focus, courage and commitment” a great coach ... knows exactly what he is doing; he is profoundly knowledgeable about coaching as an art and as a profession…is an extraordinary master in coaching.” GM-HR of an international publishing house ” The continued personal engagement of Indraneel … brings in continuity to the program and allows for long term support and measurement for each individual participant.” Country Head of an subsidiary of an American fortune 500 company ” Very energetic… passionate about his mission of enabling human resources with soft skills and self-awareness. He's committed and expects the same from the client and the participants. Diligent in following up and open to stretch to help individuals.” Program Director of Market Analytics BU
  17. 17. Relevant Links <ul><li>Detail profile </li></ul><ul><ul><li>http://www.iprodigy.net/ the_being/who_indraneel.htm </li></ul></ul><ul><li>Linkedin profile & recommendations </li></ul><ul><ul><li>http:// in.linkedin.com/in/indroneilm </li></ul></ul><ul><li>Blogs </li></ul><ul><ul><li>http:// neelism.blogspot.com </li></ul></ul><ul><ul><li>http://signpost- thoughts.blogspot.com </li></ul></ul><ul><li>Publications </li></ul><ul><ul><li>http://www.iprodigy.net/news/ management.htm </li></ul></ul><ul><ul><li>http://www.iprodigy.net/news/ deccan.html </li></ul></ul>02/06/10 All rights reserved. indroneil@iprodigy.net

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