Lk Coaching Presentation


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Coaching conversations

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  • What does non-negotiable mean??
  • Lk Coaching Presentation

    2. 2. Voice Over About Leda Karabela Business Expertise:.  For over 25 years, Leda has held responsibilities for global projects and working with virtual teams in multiple countries for Fortune 50 companies such as BP and Microsoft, she has also led the corporate relations program at the Stanford University Graduate School of Business and has lived in Boston, San Francisco, London, Athens and Dubai Coaching Credentials:  University of Texas, Dallas, School of Management: Graduate Certificate in Executive and Professional Coaching. Accredited by the International Coaching Federation (Associate Certified Coach credential). Areas of coaching specialization:  Communication issues, team motivation, Inter/intra-cultural communication, expatriation and cross-cultural adjustment issues are among the areas she consults. Doing Good  Part of the coaching team at SupporTED program offering her support to the TED Fellows program designed to bring together young world- changers and trailblazers who have shown unusual accomplishment and exceptional courage.
    3. 3. It’s All About The Will To Do Better
    4. 4. Nothing’s the Same. Can you do the same thing expecting different results? Can you afford not to?  Include an honest assessment of long-term organizational needs  Evaluate a variety of alternative work models and workforce mixes  Consider changes to existing organizational behavior that may more effectively engage workers both now and into the future;  Make clear where the organization can “build” rather than “buy.”
    5. 5. Perspectives Companies like Yahoo, Cisco and Chevron Corp., spend $15,000 to $20,000 for one of their high-potentials to participate in six months of coaching that is tailored to the company's specific goals for that executive. ve-coach-coaches-the-invisible-boss v=a7qnTMvw92U
    6. 6. What Coaching Is & Isn’t
    7. 7. Indicative Engagements Harvard Business Review: What Coaches Can Do for You, April, 2009
    8. 8. Solution Focused Methodology Support for Thought Creating the climate in which the person can speak freely, bringing into open thoughts what may not previously have been expressed. Adding more clarity to their narrative. Challenge for Thought A “second voice” that asks the questions the client does not ask him or herself, in order to widen the lens through which they access the information on which they base their decisions. Challenge for Action Keeping in focus the need to turn talk into solutions, and solutions into actions to enable the person to do, at least, one thing differently and/or better. Support for Action Ensuring that the size of the action is commensurate with the client’s abilities, confidence, resources, and within their control.
    9. 9. Some Things To Consider
    10. 10. What To Expect Coaching Report | John Doe (JD) Coaching Objectives Coaching Intervention NOTE: The content of this report is STRICTLY CONFIDENTIAL. This report has been prepared at the request of XXX Co. leadership and it will be reviewed with JD. JD understands his leadership is being provided with a progress report and the confidentiality of his conversations between he and his coach has been maintained. Go Forward Recommendations Coaching Highlights • MBTI/360 Assessment – completed prior to initiation of coaching • Coaching commenced: 26 OCT • Coaching terminated: Ongoing | 8 hours complete – 2 hours remain • Leveraged a self-directed approach • Period meetings with specific assignments & “experiments” between formal coaching sessions • Accountability maintained via email commitments & follow-up • Focused on actions aligned with initial objectives and new opportunities / issues that emerged during the coaching intervention • Assigned reading • “Crucial Conversations – Tools for Talking When the Stakes Are High” • “A Manager’s Guide to Coaching” • Continue coaching relationship • Refresh/update 360 degree assessment • What are people seeing? • What are people willing to give JD credit for? • Conduct next level of assessment • Personality / behaviorally based instrument • Myers Briggs assessment with subordinates • Empirically highlight next areas of coaching focus • Expand coaching to team members via a “Leader/Manager As Coach” initiative • Consistent model across JDL of XXXX Co. • Grounded in proven success • Scalable • Live & blended learning Self initiated and self directed improvement on key focus areas highlighted in 360 assessment and feedback from leadership and peers. Specific items of focus: • Follow-up & follow through • Development of a coaching and leading vs. telling style • Enhanced self awareness of perception gap • Equal treatment (coaching) of veterans and less experienced associates • Demonstrated commitment to People on the Move Program Initiate transformation from “old school” run by the numbers style to a more, customer focused, shopper loyalty focused style Acceptance and adoption of Best in Class Job Description characteristics Impressions of JD: • Quickly moved past initial apprehension and readily embraced the coaching intervention • A sincere desire to transform his style to a more collaborative / supportive style • Took actions/assignments seriously • Level of enthusiasm & engagement became higher over time Clever approaches / experiments / innovation: • Structured meetings with agendas and follow-up • In store 7/7 initiative • XX Promotion Project • Adopted coaching language SAM PLE
    11. 11. Things To Consider  Issue to be explored  Desired outcome  Personality Match/Chemistry  Level of commitment  Deliverables  Timeline  ROI: How will you evaluate effectiveness/success Musts
    12. 12. Thank You! “The hard work refers to discovering what it is that you really want. The attitude is getting up and simply doing it. Sometimes, things get in the way and it's hard to figure out what's stopping you or blocking your way. But, when it comes down to the bottom of it - you always have the choice. …” From post: Isn’t the End Always The Beginning m/2010/09/isnt-end- always-beginning.html