Coaching Conversations

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An open conversation on the different strategies and means for organization development.

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  • What is the difference between CBT & current practices?
  • Benefits Implementing CBT in your organizationIdentify competenciesDeliberate on learner’s motivationDevelop engagement / training strategyImplement & Evaluate OutcomesOutcome Focused
  • A learning organization exhibits five main characteristics: systems thinking, personal mastery, mental models, a shared vision, and team learningSystems thinking. The idea of the learning organization developed from a body of work called systems thinking. This is a conceptual framework that allows people to study businesses as bounded objects. Learning organizations use this method of thinking when assessing their company and have information systems that measure the performance of the organization as a whole and of its various components. Systems thinking states that all the characteristics must be apparent at once in an organization for it to be a learning organization. If some of these characteristics is missing then the organization will fall short of its goal. However O’Keeffe believes that the characteristics of a learning organization are factors that are gradually acquired, rather than developed simultaneously.Personal mastery. The commitment by an individual to the process of learning is known as personal mastery. There is a competitive advantage for an organization whose workforce can learn quicker than the workforce of other organizations. Individual learning is acquired through staff training and development, however learning cannot be forced upon an individual who is not receptive to learning. Research shows that most learning in the workplace is incidental, rather than the product of formal training, therefore it is important to develop a culture where personal mastery is practiced in daily life. A learning organization has been described as the sum of individual learning, but there must be mechanisms for individual learning to be transferred into organizational learning.Mental models. The assumptions held by individuals and organizations are called mental models. To become a learning organization, these models must be challenged. Individuals tend to espouse theories, which are what they intend to follow, and theories-in-use, which are what they actually do. Similarly, organisations tend to have ‘memories’ which preserve certain behaviours, norms and values. In creating a learning environment it is important to replace confrontational attitudes with an open culture that promotes inquiry and trust. To achieve this, the learning organization needs mechanisms for locating and assessing organizational theories of action. Unwanted values need to be discarded in a process called ‘unlearning’. Wang and Ahmed refer to this as ‘triple loop learning.’Shared vision. The development of a shared vision is important in motivating the staff to learn, as it creates a common identity that provides focus and energy for learning. The most successful visions build on the individual visions of the employees at all levels of the organization, thus the creation of a shared vision can be hindered by traditional structures where the company vision is imposed from above. Therefore, learning organizations tend to have flat, decentralized organizational structures. The shared vision is often to succeed against a competitor, however Senge states that these are transitory goals and suggests that there should also be long term goals that are intrinsic within the company.Team learning. The accumulation of individual learning constitutes Team Learning. The benefit of team or shared learning is that staff grow more quickly and the problem solving capacity of the organization is improved through better access to knowledge and expertise. Learning organizations have structures that facilitate team learning with features such as boundary crossing and openness. Team learning requires individuals to engage in dialogue and discussion; therefore team members must develop open communication, shared meaning, and shared understanding. Learning organizations typically have excellent knowledge management structures, allowing creation, acquisition, dissemination, and implementation of this knowledge in the organization.
  • A learning organization exhibits five main characteristics: systems thinking, personal mastery, mental models, a shared vision, and team learningSystems thinking. The idea of the learning organization developed from a body of work called systems thinking. This is a conceptual framework that allows people to study businesses as bounded objects. Learning organizations use this method of thinking when assessing their company and have information systems that measure the performance of the organization as a whole and of its various components. Systems thinking states that all the characteristics must be apparent at once in an organization for it to be a learning organization. If some of these characteristics is missing then the organization will fall short of its goal. However O’Keeffe believes that the characteristics of a learning organization are factors that are gradually acquired, rather than developed simultaneously.Personal mastery. The commitment by an individual to the process of learning is known as personal mastery. There is a competitive advantage for an organization whose workforce can learn quicker than the workforce of other organizations. Individual learning is acquired through staff training and development, however learning cannot be forced upon an individual who is not receptive to learning. Research shows that most learning in the workplace is incidental, rather than the product of formal training, therefore it is important to develop a culture where personal mastery is practiced in daily life. A learning organization has been described as the sum of individual learning, but there must be mechanisms for individual learning to be transferred into organizational learning.Mental models. The assumptions held by individuals and organizations are called mental models. To become a learning organization, these models must be challenged. Individuals tend to espouse theories, which are what they intend to follow, and theories-in-use, which are what they actually do. Similarly, organisations tend to have ‘memories’ which preserve certain behaviours, norms and values. In creating a learning environment it is important to replace confrontational attitudes with an open culture that promotes inquiry and trust. To achieve this, the learning organization needs mechanisms for locating and assessing organizational theories of action. Unwanted values need to be discarded in a process called ‘unlearning’. Wang and Ahmed refer to this as ‘triple loop learning.’Shared vision. The development of a shared vision is important in motivating the staff to learn, as it creates a common identity that provides focus and energy for learning. The most successful visions build on the individual visions of the employees at all levels of the organization, thus the creation of a shared vision can be hindered by traditional structures where the company vision is imposed from above. Therefore, learning organizations tend to have flat, decentralized organizational structures. The shared vision is often to succeed against a competitor, however Senge states that these are transitory goals and suggests that there should also be long term goals that are intrinsic within the company.Team learning. The accumulation of individual learning constitutes Team Learning. The benefit of team or shared learning is that staff grow more quickly and the problem solving capacity of the organization is improved through better access to knowledge and expertise. Learning organizations have structures that facilitate team learning with features such as boundary crossing and openness. Team learning requires individuals to engage in dialogue and discussion; therefore team members must develop open communication, shared meaning, and shared understanding. Learning organizations typically have excellent knowledge management structures, allowing creation, acquisition, dissemination, and implementation of this knowledge in the organization.
  • Focus on communicationLanguage concern (use of translators)Cultural differencesUnderstanding each others’ needsRole PlayDIKLAT with AUS-AIDDIKLAT with Wolrd BankDIKLAT with UN
  • keadilantanggungjawabakuntabilitastransparan
  • Key partnerships are essential so that the organization can focus on its strengths in delivering the value proposition and outsourcing certain less critical functions and resources.
  • Key activities are the key functions executed by the organization such that they can deliver the value propositions
  • Key resources are the assets required to offer and deliver value propositions by sustaining and developing customer relationships and channels.
  • Cost structure accounts for the costs incurred by different business model elements in delivering the value proposition.
  • An organization seeks to solve customer problems and satisfy customer needs with value propositions.
  • Customer relationships are established and maintained within each Customer Segment.
  • Channels are means from which organization delivers their value propositions in the form of: communication, distribution, or sales.
  • Revenue streams are the result of value propositions successfully offered to customers.
  • An organization normally serves one or several Customer Segments.
  • Coaching Conversations

    1. 1. Coaching Conversations CBT: CG: Balanced Sepak Bola Learning MenawanAgen Breaking Competency Corporate Score Card &&Manajemen Organization siInternasional News! Based Training Governance Business Model
    2. 2. Football & Management ROLES GOALS STRATEGY DL ML ROLES Manager:Mengawasip SC engembangandanprest DM DC asitimdiluarlapangan bolaGK FC Coach:Membuatkeput DC CM usantaktisselamaperta ndingandanmelatihtim untukmencapaipotensi Team MR Captain:Memeliharase DR mangatberjuangdandis iplintimCoaching Conversations CBT: CG: Balanced Sepak Bola Learning MenawanAgen Breaking Competency Corporate Score Card &&Manajemen Organization siInternasional News! Based Training Governance Business Model
    3. 3. Football & Management ROLES GOALS STRATEGY DL ML GAWANG GOL DM SC YANG HARUS DC DIPERTAHANGK Aspek- FC aspekOrganisasi DC CM Yang TidakBolehGagal MR DR MENJARING GOL Gol-golOrganisasiCoaching Conversations CBT: CG: Balanced Sepak Bola Learning MenawanAgen Breaking Competency Corporate Score Card &&Manajemen Organization siInternasional News! Based Training Governance Business Model
    4. 4. Football & Management ROLES GOALS STRATEGY DL ML Strategi:Formasi,CorakPer mainan Taktik:Permainan Set Piece SC KetrampilanPemain:Meng DM giring, Menembak, DC Menggelecek Playbook:Prinsip&BukuStraGK tegiBermain FC DC CM Strategi:RencanaOrganisas i, Peran, Tanggungjawab Taktik:StandarProsedurOpe rasi, ISO KetrampilanPemain:Komu MR DR nikasi, Manajemen Playbook: CG: Corporate GovernanceCoaching Conversations CBT: CG: Balanced Sepak Bola Learning MenawanAgen Breaking Competency Corporate Score Card &&Manajemen Organization siInternasional News! Based Training Governance Business Model
    5. 5. Shared VisionSystemsThinkingPersonalMastery Mental Models Team Learning
    6. 6. Customer Key Relationship Activities s Key Value Customer Partners Key Segments Proposition Channels Resources Cost Revenue Structures StreamsBusiness Model Generation Key Key Key Cost Value Customer Revenue Customer ChannelsPartners Activities Resources Structures Proposition Relationships Streams Segments CBT: CG: Balanced Sepak Bola Learning MenawanAgen Breaking Competency Corporate Score Card & &Manajemen Organization siInternasional News! Based Training Governance Business Model
    7. 7. Customer Key Relationship Activities s Key Value Customer Partners Key Segments Proposition Channels Resources Cost Revenue Structures StreamsBusiness Model Generation Key Key Key Cost Value Customer Revenue Customer ChannelsPartners Activities Resources Structures Proposition Relationships Streams SegmentsKey Partners:Kemitraandiperlukansehinggaorganisasidapatfokuspadakelebihannyadalammemberikan value proposition (nilai) kepadakonsumen, danoutsourcefungsisertasumberdaya yang kurangkritis. CBT: CG: Balanced Sepak Bola Learning MenawanAgen Breaking Competency Corporate Score Card & &Manajemen Organization siInternasional News! Based Training Governance Business Model
    8. 8. Customer Key Relationship Activities s Key Value Customer Partners Key Segments Proposition Channels Resources Cost Revenue Structures StreamsBusiness Model Generation Key Key Key Cost Value Customer Revenue Customer ChannelsPartners Activities Resources Structures Proposition Relationships Streams SegmentsKey Activities:Kegiatanutamaadalahfiturutama yangdilaksanakanolehorganisasisehinggamerekadapatmemberikan valueproposition (nilai). CBT: CG: Balanced Sepak Bola Learning MenawanAgen Breaking Competency Corporate Score Card & &Manajemen Organization siInternasional News! Based Training Governance Business Model
    9. 9. Customer Key Relationship Activities s Key Value Customer Partners Key Segments Proposition Channels Resources Cost Revenue Structures StreamsBusiness Model Generation Key Key Key Cost Value Customer Revenue Customer ChannelsPartners Activities Resources Structures Proposition Relationships Streams SegmentsKey Resources:Sumberutamamerupakanaset yangdiperlukanuntukmenawarkan&memberikan value proposition (nilai)demimempertahankan&mengembangkansaluran&hubungandenganpelanggan. CBT: CG: Balanced Sepak Bola Learning MenawanAgen Breaking Competency Corporate Score Card & &Manajemen Organization siInternasional News! Based Training Governance Business Model
    10. 10. Customer Key Relationship Activities s Key Value Customer Partners Key Segments Proposition Channels Resources Cost Revenue Structures StreamsBusiness Model Generation Key Key Key Cost Value Customer Revenue Customer ChannelsPartners Activities Resources Structures Proposition Relationships Streams SegmentsCost Structures:Strukturpembiayaanmengawasbiaya yangditanggungolehaspek-aspekbisnisdalammenyampaikan value proposition(nilai) CBT: CG: Balanced Sepak Bola Learning MenawanAgen Breaking Competency Corporate Score Card & &Manajemen Organization siInternasional News! Based Training Governance Business Model
    11. 11. Customer Key Relationship Activities s Key Value Customer Partners Key Segments Proposition Channels Resources Cost Revenue Structures StreamsBusiness Model Generation Key Key Key Cost Value Customer Revenue Customer ChannelsPartners Activities Resources Structures Proposition Relationships Streams SegmentsValue Proposition:Organisasiberusahauntukmemecahkanmasalahpelanggandanmemenuhikebutuhanpelanggan value proposition (nilai) yang memadaikebutuhan. CBT: CG: Balanced Sepak Bola Learning MenawanAgen Breaking Competency Corporate Score Card & &Manajemen Organization siInternasional News! Based Training Governance Business Model
    12. 12. Customer Key Relationship Activities s Key Value Customer Partners Key Segments Proposition Channels Resources Cost Revenue Structures StreamsBusiness Model Generation Key Key Key Cost Value Customer Revenue Customer ChannelsPartners Activities Resources Structures Proposition Relationships Streams SegmentsCustomer Relationships:Hubungandengankonsumendijalindandipeliharauntuksetiapsegmenpelanggan. CBT: CG: Balanced Sepak Bola Learning MenawanAgen Breaking Competency Corporate Score Card & &Manajemen Organization siInternasional News! Based Training Governance Business Model
    13. 13. Customer Key Relationship Activities s Key Value Customer Partners Key Segments Proposition Channels Resources Cost Revenue Structures StreamsBusiness Model Generation Key Key Key Cost Value Customer Revenue Customer ChannelsPartners Activities Resources Structures Proposition Relationships Streams SegmentsChannels: Saluranadalahcaraorganisasimeyediakan value proposition (nilai)merekadalambentuk: komunikasi, distribusi, ataupenjualan. CBT: CG: Balanced Sepak Bola Learning MenawanAgen Breaking Competency Corporate Score Card & &Manajemen Organization siInternasional News! Based Training Governance Business Model
    14. 14. Customer Key Relationship Activities s Key Value Customer Partners Key Segments Proposition Channels Resources Cost Revenue Structures StreamsBusiness Model Generation Key Key Key Cost Value Customer Revenue Customer ChannelsPartners Activities Resources Structures Proposition Relationships Streams SegmentsRevenue Streams:Sumberpendapatanadalahhasildari value proposition(nilai) yang ditawarkankepadapelanggandengansukses. CBT: CG: Balanced Sepak Bola Learning MenawanAgen Breaking Competency Corporate Score Card & &Manajemen Organization siInternasional News! Based Training Governance Business Model
    15. 15. Customer Key Relationship Activities s Key Value Customer Partners Key Segments Proposition Channels Resources Cost Revenue Structures StreamsBusiness Model Generation Key Key Key Cost Value Customer Revenue Customer ChannelsPartners Activities Resources Structures Proposition Relationships Streams SegmentsCustomerSegments:Sebuahorganisasibiasanyamelayanisatuataubeberapasegmenpelanggan. CBT: CG: Balanced Sepak Bola Learning MenawanAgen Breaking Competency Corporate Score Card & &Manajemen Organization siInternasional News! Based Training Governance Business Model

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