The DNA of Leadership at the world’s most admired companies (Mumbai)Greatness Coaching
The document discusses leadership practices at successful tech companies that unleash collective intelligence. It suggests that nurturing diversity, inclusion, collaboration and agility allows companies to thrive in uncertain environments. Specifically, companies like Google emphasize coaching, empowering employees, and creating an inclusive culture where people feel psychologically safe to take risks and provide feedback. These practices have been shown to increase employee engagement, productivity and faster leadership development.
Why and How Coaching is helping to change the game with Jean-Francois CousinGreatness Coaching
The most important indicators of coaching impact that have been observed for the individual/team/organization:
1. Improved team functioning (57%)
2. Increased engagement (56%)
3. Increased productivity (51%)
4. Improved employee relations (45%)
5. Faster leadership development (36%)
Human connectedness and meaningful conversations - how coaching boosts the su...Greatness Coaching
8 traits of a coach/leader enabling inclusion, diversity, agility and collaboration:
1. Authentic and humble
2. Holistic listener
3. Learner of the leader’s Greatness
4. Non-judgmental thinking-partner
5. Comfortable with not knowing, with failure, trusting process
6. Empathetic, yet detached from outcome
7. Courageous feedback-provider
8. Supportive challenger
The DNA of Leadership at the world’s most admired companies by Jean-Francois ...Greatness Coaching
What’s so important in the Leadership-DNA of Silicon Valley’s most admired companies, and how it unleashes collective intelligence and boosts their success
Why and how Coaching boosts the success of tech companies in the Silicon ValleyGreatness Coaching
Eight traits of a coach / leader enabling inclusion, diversity, agility and collaboration:
1. Authentic and humble
2. Holistic listener
3. Learner of the leader’s Greatness
4. Non-judgmental thinking-partner
5. Comfortable with not knowing, with failure, trusting process
6. Empathetic, yet detached from outcome
7. Courageous feedback-provider
8. Supportive challenger
Why and how coaching boosts the success of tech companies in the Silicon ValleyGreatness Coaching
1) The document discusses how coaching boosts the success of tech companies in Silicon Valley. It explores the leadership styles and practices of successful tech companies like Google, Netflix, and Microsoft.
2) These companies have integrated coaching into their leadership development and culture to develop agile, collaborative leaders. Coaching helps bring out the best in individuals, teams, and the overall organization.
3) Key leadership traits that coaching cultivates include being authentic, humble, a good listener, comfortable with ambiguity, and able to foster inclusion, diversity, and collaboration.
Why and how coaching is helping change the game and enhancing the success of ...Greatness Coaching
The document discusses how coaching is helping change organizations and enhance success. It provides examples of leadership lessons that can be learned from successful companies like Google and Microsoft that emphasize qualities like collaboration, inclusion, and agility. Coaching is presented as a way for leaders to develop these skills and create a coaching culture within their organizations. Specific coaching techniques are demonstrated in a video example of a coaching session.
The DNA of Leadership at the world’s most admired companies (Mumbai)Greatness Coaching
The document discusses leadership practices at successful tech companies that unleash collective intelligence. It suggests that nurturing diversity, inclusion, collaboration and agility allows companies to thrive in uncertain environments. Specifically, companies like Google emphasize coaching, empowering employees, and creating an inclusive culture where people feel psychologically safe to take risks and provide feedback. These practices have been shown to increase employee engagement, productivity and faster leadership development.
Why and How Coaching is helping to change the game with Jean-Francois CousinGreatness Coaching
The most important indicators of coaching impact that have been observed for the individual/team/organization:
1. Improved team functioning (57%)
2. Increased engagement (56%)
3. Increased productivity (51%)
4. Improved employee relations (45%)
5. Faster leadership development (36%)
Human connectedness and meaningful conversations - how coaching boosts the su...Greatness Coaching
8 traits of a coach/leader enabling inclusion, diversity, agility and collaboration:
1. Authentic and humble
2. Holistic listener
3. Learner of the leader’s Greatness
4. Non-judgmental thinking-partner
5. Comfortable with not knowing, with failure, trusting process
6. Empathetic, yet detached from outcome
7. Courageous feedback-provider
8. Supportive challenger
The DNA of Leadership at the world’s most admired companies by Jean-Francois ...Greatness Coaching
What’s so important in the Leadership-DNA of Silicon Valley’s most admired companies, and how it unleashes collective intelligence and boosts their success
Why and how Coaching boosts the success of tech companies in the Silicon ValleyGreatness Coaching
Eight traits of a coach / leader enabling inclusion, diversity, agility and collaboration:
1. Authentic and humble
2. Holistic listener
3. Learner of the leader’s Greatness
4. Non-judgmental thinking-partner
5. Comfortable with not knowing, with failure, trusting process
6. Empathetic, yet detached from outcome
7. Courageous feedback-provider
8. Supportive challenger
Why and how coaching boosts the success of tech companies in the Silicon ValleyGreatness Coaching
1) The document discusses how coaching boosts the success of tech companies in Silicon Valley. It explores the leadership styles and practices of successful tech companies like Google, Netflix, and Microsoft.
2) These companies have integrated coaching into their leadership development and culture to develop agile, collaborative leaders. Coaching helps bring out the best in individuals, teams, and the overall organization.
3) Key leadership traits that coaching cultivates include being authentic, humble, a good listener, comfortable with ambiguity, and able to foster inclusion, diversity, and collaboration.
Why and how coaching is helping change the game and enhancing the success of ...Greatness Coaching
The document discusses how coaching is helping change organizations and enhance success. It provides examples of leadership lessons that can be learned from successful companies like Google and Microsoft that emphasize qualities like collaboration, inclusion, and agility. Coaching is presented as a way for leaders to develop these skills and create a coaching culture within their organizations. Specific coaching techniques are demonstrated in a video example of a coaching session.
The Value of Coaching in High-Tech from Seattle with Jean-Francois CousinGreatness Coaching
"A leader is best when people barely know he exists, when his work is done, his aim fulfilled, they will say: We did it ourselves." - Lao Tzu
The most important indicators of coaching impact that have been observed for the individual/team/organization:
1. Improved team functioning (57%)
2. Increased engagement (56%)
3. Increased productivity (51%)
4. Improved employee relations (45%)
5. Faster leadership development (36%)
How to foster inclusion and diversity lessons from top tech companies (Chile)Greatness Coaching
The most admired tech companies develop agile, inclusive and collaborative leaders with coaching integrated in their leadership-DNA, allowing them to spread a coaching culture in their organization.
Four steps towards an inclusive culture of greatness leveraging diversity and inclusion:
1. Drop the masks (self leadership)
2. Lift others up (relational leadership)
3. Collaborate (team leadership)
4. Unleash an inclusive culture of greatness (organizational leadership)
The critical mindset and skills to thrive in BANI workspaces - Jean-Francois ...Greatness Coaching
3 traits of 'great' coaches:
1. Be curious about others' potential
2. Be still, and eventually...
3. Be fearless in enabling others to empower themselves to grow
The difference you will make as a leader-coach and why it immensely matters t...Greatness Coaching
What are the direct benefits of coaching?
1. Enhances situational and self awareness
2. Develops solutions and ensures actions are taken until success is met
3. Increase confidence and autonomy
Leaderonomics India Roundtable Sessions - Presentation SlidesRoshan Thiran
In February 2019, Roshan Thiran (Leaderonomics Group CEO) together with Parthiban Vijaraghavan and Riddhi Parikh (from Leaderonomics India) conducted roundtable sessions with India business leaders and HR directors in Hyderabad, Bangalore and also in Mumbai. Attached are the slides presented by both Roshan and also Parthi/Riddhi.
Master conversations for change – it immensely matters to you and the futureGreatness Coaching
3 Traits of 'Great' Coaches:
1. Be curious about others' potential
2. Be still and eventually, be fearless in stretching others
3. Be a minimalist - let your eyes ask the questions; ask the simplest questions you can; invite your coachee to simplify their ideas to their essence
This was the presentation I did at the SHELL shipping conference in Malaysia at Holiday Inn Glenmarie. It discussed how we can become best in the world if we address the right organisational constraints and also ensure individuals are motivated
For young professionals, having a mentor is often encouraged and touted; however, knowing how to find and effectively engage in such relationships is not necessarily easy or intuitive. This panel draws on primary and secondary research funded by the Plank Center for Leadership in Public Relations, the expertise of an employee engagement expert, and a public relations professional with experience in both corporate and agency settings to help attendees better understand and navigate mentoring relationships. Panelists will share both personal experiences and research insights derived from a survey of more than 400 millennial PR professionals; interviews with 50+ PR professionals and students across five countries; and a review of nearly 200 mentoring studies and articles. Specific topics include best organizational and interpersonal mentoring practices, mentoring’s role in growing diverse organizations and mentoring’s connection to leadership development.
By the end of this session, participants will be able to:
• Define what research tells us about mentorship’s value to PR practitioners in both the U.S. and abroad, and its link to PR leadership.
• Reflect on the different kinds of mentors (personal, academic, professional) and will learn about the importance of mentorship in growing diverse, inclusive workplaces.
• Analyze the 10 best organizational and interpersonal mentoring practices and will receive practical tips and advice for building and fostering them.
Features public relations professionals:
- Keith Burton, principle, Grayson Emmett Partners
- Dr. Diana Martinelli, professor and administrator, West Virginia University
- Alicia Thompson, managing director, Porter Novelli
Big Dutchman MDP Presentation Slides - Becoming the Best in the WorldRoshan Thiran
This document discusses insights on becoming a world-class leader in the 21st century. It suggests that both organizational and individual constraints can prevent organizations and people from achieving their full potential. On an organizational level, constraints may include outdated business models, poor leadership, inefficient processes, and unhealthy cultures. On an individual level, constraints include limiting beliefs and an unwillingness to endure the discomfort of learning. To overcome these constraints, the document recommends seeking new experiences, actively soliciting feedback, and continuously developing new skills. The path to becoming the best requires addressing constraints, learning from the past, and taking action to improve.
Leading Millenniums to Leadership GreatnessRoshan Thiran
This file contains the presentation slides on a session I conducted with PIKOM on "Leading Millennials" - it highlights what we need to do as leaders to grow our Millennials in our workforce to become great leaders. you can also go to www.leaderonomics.com for more articles and insights on leadership development
Creating a Transformative Culture of Learning: The Benefits of Developing Emp...Human Capital Media
Organizations that flourish and succeed create a transformative culture of learning. Their leaders know that learning is as natural as breathing. And they intentionally develop employee potential.
Join Britt Andreatta, director of learning and development at lynda.com, to explore how a transformative culture of learning can boost employee engagement and encourage a “growth mindset” that yields higher levels of performance, motivation, creativity, and innovation.
This webinar will discuss:
Learning as a path to mastery
Blending in-person and on-demand instruction
Coaching employees to peak performances
Evaluating performance based on learning
The document discusses the need for effective leadership development in organizations. It notes that 45% of new leaders fail within 18 months and 37% of strategies fail due to a lack of leadership. The document outlines a 4-step process for developing the leaders organizations need: 1) map strategy to leadership competencies, 2) clarify unique leadership success criteria, 3) identify the right people, and 4) provide a leadership development process focusing on clarity, focus, and follow through. Developing strong leadership can reduce turnover by 50% and improve strategy execution and productivity by 33%.
This document outlines the vision, mission, values, strategic objectives, and risks of ArcelorMittal, the largest steel producer in Africa. It discusses the company's performance in 2014 and goals for 2015, focusing on health and safety, culture, license to operate, and profitability. It also addresses challenges like competition, costs, and safety. The document advocates for values-based leadership and creating value for stakeholders through leadership, learning, and storytelling. It discusses building a high-performance culture and motivating employees through autonomy, mastery, and purpose.
This document summarizes a presentation given at the Women's Insurance Networking Group meeting on November 18, 2014. It introduces the two speakers, Deborah Knupp and Shelli Greenslade, and their backgrounds. The presentation then covered topics like data on the lack of women in leadership positions, how women are not being groomed for top roles, examples of progress and challenges, and four things women can do to develop as leaders including getting feedback, strengthening their network, learning how to lead through change, and finding their authentic boldness through effective self-advocacy. The document provides details on developing personal brands and projecting confidence. It concludes with a roundtable discussion and thanks to attendees.
MISC - Becoming The Best in The World by Roshan ThiranRoshan Thiran
Attached is the presentation by Roshan Thiran during the launch of the Talent Acceleration Programme for MISC at the KL Convention Centre on July 10th, 2017
The WILD Network's partners with EthicalCoach to deliver 1:1 pro-bono Leadership Coaching.
EthicalCoach is a bridge between world-class coaches and nonprofit organizations. Delivering resources and tools that build leadership capacity within nonprofits, enabling them to increase their impact and serve more people in need. Recognizing that these global challenges affect us all, EthicalCoach reaches around the world to engage coaches and non-profit, social impact and other related organizations.
Whether you're in the C-suite or management, The McKinsey guide to excelling as a CEO provides insights to help you lead effectively. In their new 160-page collection, they have gathered some of their most popular recent and enduring insights on generative AI, digital transformations, the changing talent landscape, growth and resilience, the net-zero transition, and diversity, equity, and inclusion.
Unlock your ‘Being’ as a coach, in an accelerated world, instead of ‘doing’ c...Greatness Coaching
3 features of 'Being the Coach' that will help impact your coaching sessions:
1. Be inspired by clients
2. Be still and then...
3. Be fearless in stretching clients
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"A leader is best when people barely know he exists, when his work is done, his aim fulfilled, they will say: We did it ourselves." - Lao Tzu
The most important indicators of coaching impact that have been observed for the individual/team/organization:
1. Improved team functioning (57%)
2. Increased engagement (56%)
3. Increased productivity (51%)
4. Improved employee relations (45%)
5. Faster leadership development (36%)
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Four steps towards an inclusive culture of greatness leveraging diversity and inclusion:
1. Drop the masks (self leadership)
2. Lift others up (relational leadership)
3. Collaborate (team leadership)
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2. Develops solutions and ensures actions are taken until success is met
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In February 2019, Roshan Thiran (Leaderonomics Group CEO) together with Parthiban Vijaraghavan and Riddhi Parikh (from Leaderonomics India) conducted roundtable sessions with India business leaders and HR directors in Hyderabad, Bangalore and also in Mumbai. Attached are the slides presented by both Roshan and also Parthi/Riddhi.
Master conversations for change – it immensely matters to you and the futureGreatness Coaching
3 Traits of 'Great' Coaches:
1. Be curious about others' potential
2. Be still and eventually, be fearless in stretching others
3. Be a minimalist - let your eyes ask the questions; ask the simplest questions you can; invite your coachee to simplify their ideas to their essence
This was the presentation I did at the SHELL shipping conference in Malaysia at Holiday Inn Glenmarie. It discussed how we can become best in the world if we address the right organisational constraints and also ensure individuals are motivated
For young professionals, having a mentor is often encouraged and touted; however, knowing how to find and effectively engage in such relationships is not necessarily easy or intuitive. This panel draws on primary and secondary research funded by the Plank Center for Leadership in Public Relations, the expertise of an employee engagement expert, and a public relations professional with experience in both corporate and agency settings to help attendees better understand and navigate mentoring relationships. Panelists will share both personal experiences and research insights derived from a survey of more than 400 millennial PR professionals; interviews with 50+ PR professionals and students across five countries; and a review of nearly 200 mentoring studies and articles. Specific topics include best organizational and interpersonal mentoring practices, mentoring’s role in growing diverse organizations and mentoring’s connection to leadership development.
By the end of this session, participants will be able to:
• Define what research tells us about mentorship’s value to PR practitioners in both the U.S. and abroad, and its link to PR leadership.
• Reflect on the different kinds of mentors (personal, academic, professional) and will learn about the importance of mentorship in growing diverse, inclusive workplaces.
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Features public relations professionals:
- Keith Burton, principle, Grayson Emmett Partners
- Dr. Diana Martinelli, professor and administrator, West Virginia University
- Alicia Thompson, managing director, Porter Novelli
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This document discusses insights on becoming a world-class leader in the 21st century. It suggests that both organizational and individual constraints can prevent organizations and people from achieving their full potential. On an organizational level, constraints may include outdated business models, poor leadership, inefficient processes, and unhealthy cultures. On an individual level, constraints include limiting beliefs and an unwillingness to endure the discomfort of learning. To overcome these constraints, the document recommends seeking new experiences, actively soliciting feedback, and continuously developing new skills. The path to becoming the best requires addressing constraints, learning from the past, and taking action to improve.
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Organizations that flourish and succeed create a transformative culture of learning. Their leaders know that learning is as natural as breathing. And they intentionally develop employee potential.
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This webinar will discuss:
Learning as a path to mastery
Blending in-person and on-demand instruction
Coaching employees to peak performances
Evaluating performance based on learning
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This document summarizes a presentation given at the Women's Insurance Networking Group meeting on November 18, 2014. It introduces the two speakers, Deborah Knupp and Shelli Greenslade, and their backgrounds. The presentation then covered topics like data on the lack of women in leadership positions, how women are not being groomed for top roles, examples of progress and challenges, and four things women can do to develop as leaders including getting feedback, strengthening their network, learning how to lead through change, and finding their authentic boldness through effective self-advocacy. The document provides details on developing personal brands and projecting confidence. It concludes with a roundtable discussion and thanks to attendees.
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1. Adjust your's and your client's energy to a productive level at the start of your conversation
2. Enable your clients to formulate a 'problem' in a way that allows a resolution to emerge quickly
3. Unleash your client's imagination and intuition in service of the resolution of the problem
4. Make sense of clients' energy and energy-shifts
5. Ensure clients' energy "matches the frequency of the reality that they want" and then "get that reality".
- 10 insights and 10 practical tips to coach at your very best
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- Live coaching session demonstrating a deep, holistic coaching presence
- Exercises, tips, experience sharing and discussion about deepening your coaching presence
- Optimize the way you contract with your client at the start of a session
- Demonstration
- Practice 1-on-1 and debrief
- Expand your coachee’s ‘world of possibilities’
- Exercises and tips to adopt inspiration’, ‘stillness’ and ‘fearlessness’ in your coach’s way of being
- Coda: illuminate your coaching practice with artistry
1. Adjust your's and your client's energy to a productive level at the start of your conversation
2. Enable your clients to formulate a 'problem' in a way that allows a resolution to emerge quickly
3. Unleash your client's imagination and intuition in service of the resolution of the problem
4. Make sense of clients' energy and energy-shifts
5. Ensure clients' energy "matches the frequency of the reality that they want" and then "get that reality".
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10 insights to coach at your very best:
1. Coaching is an act of unconditional love
2. Coaching is anchored in partnership
3. Be authentic, humble and vulnerable
4. Go deeper sooner
5. Dance with your client
6. Silence is empowering
7. Step back enough
8. Make your client your teacher
9. Your presence and intention matter more than your questions
10. The less you 'work' in a session, the more your client does - and that's what matters
10 tips to coach at your very best:
1. Help your client be fully present
2. 'Contract' in depth
3. Don't worry if you don't fully understand your client, nobody does
4. Make sure you are never in the way of your client's thinking
5. Let silence do the heavy work for you!
6. Let the conversation inspire your next question 'naturally'
7. Be humble
8. Do a mid-way check
9. Conclude on a high
10. Good coaching raises your energy
1. Adjust your's and your client's energy to a productive level at the start of your conversation
2. Enable your clients to formulate a 'problem' in a way that allows a resolution to emerge quickly
3. Unleash your client's imagination and intuition in service of the resolution of the problem
4. Make sense of clients' energy and energy-shifts
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1. Adjust your's and your client's energy to a productive level at the start of your conversation
2. Enable your clients to formulate a 'problem' in a way that allows a resolution to emerge quickly
3. Unleash your client's imagination and intuition in service of the resolution of the problem
4. Make sense of clients' energy and energy-shifts
5. Ensure clients' energy "matches the frequency of the reality that they want" and then "get that reality".
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The 'way of being' as a coach that will enable our clients to empower themselves to shine far and long:
1. Be trusting
2. Be calm
3. Be fearlessly curious
10 insights to coach at your very best:
1. Coaching is an act of unconditional love
2. Coaching is anchored in partnership
3. Be authentic, humble and vulnerable
4. Go deeper sooner
5. Dance with your client
6. Silence is empowering
7. Step back enough
8. Make your client your teacher
9. Your presence and intention matter more than your questions
10. The less you 'work' in a session, the more your client does - and that's what matters
10 tips to coach at your very best:
1. Help your client be fully present
2. 'Contract' in depth
3. Don't worry if you don't fully understand your client, nobody does
4. Make sure you are never in the way of your client's thinking
5. Let silence do the heavy work for you!
6. Let the conversation inspire your next question 'naturally'
7. Be humble
8. Do a mid-way check
9. Conclude on a high
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- Live coaching session demonstrating a deep, holistic coaching presence
- Exercises, tips, experience sharing and discussion about deepening your coaching presence
- Optimize the way you contract with your client at the start of a session
- Demonstration
- Practice 1-on-1 and debrief
- Expand your coachee’s ‘world of possibilities’
- Exercises and tips to adopt inspiration’, ‘stillness’ and ‘fearlessness’ in your coach’s way of being
- Coda: illuminate your coaching practice with artistry
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2. Attend to clients' needs, fears, emotions and energy to restore their sanity
3. Identify and resolve what will most help the client to steer away from 'overwhelmed-in-crisis' and then create enduring value for them
3 steps to reconnect with our inner base to build resilience
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3. Enhance my presence to others
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Unleash your artistry to coach at far deeper levels and co-create far higher value
1. Let go of your wish to know solutions - we coach at our best when we don’t know.
2. Be still and invite silence a lot more to your conversations, as an inspiring third party.
3. Ascertain with your clients what they really need, not what their culture or ecosystem makes them need.
“Ask questions where culture does not provide an answer.” (Dr. Elena Espinal)
4. Connect and partner with your clients' shadows as creative resources.
5. Explore deeply your client’s discomfort zone. This may be hurtful - ensure it never harms. Empathize while staying detached from emotions. Sensibility helps; sentimentality doesn’t.
6. Detect your clients’ energy sources activated by the conversation, and question what turned them on.
7. Inquire about what your clients’ guts and hearts want;
involve their three brains in deconstructing the irrelevant or toxic “old stories" wandering in their minds.
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Episode 7 Title:
Tips for strategic planning to rebound in crisis
1. Vision (« by 202X, we are…, we do…, we have… »)
2. Assessment of environment and its evolution (PESTEL factors)
3. Our core competencies / competitive advantages
4. Our S.W.O.T. analysis against the vision
5. Our main strategic opportunities + our choice (=our Strategy)
6. Prove of fit between strategy and priorities with the Group’s
7. Necessary resources to ensure a smooth and efficient
implementation of the strategy
8. Business Plan
9. Sensitivity analysis & contingency plan for ‘worst case scenario’
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Insights and Energy for Leaders in Crisis Time Webinar
Episode 5 Title:
10 tips to re-motivate your team
1. Listen for real
2. Find out the motivation boosters of your team members and activate them
3. Make your team members aware that they learn on the job - a lot!
4. Demand that each negative comment is reworded with a solution-focused mindset
5. Help your team members and team play at their best, thus growing togetherness
6. Say 'I believe in us. We can do more, we can do (even) better'
7. Give choices to your team
8. Let go and empower for real
9. Celebrate small wins, at least weekly
10. Conclude your meetings in a motivating way
Insights and Energy for Leaders in Crisis Time Webinar - Episode 4Greatness Coaching
Insights and Energy for Leaders in Crisis Time Webinar
Episode 4 Title:
Smart practices to enhance collaboration, agility and collective intelligence in your team
1. Make brainstorming safe and collaborative
2. Highlight team members' unique talents and make them shine
3. Define the problem you are trying to solve in different ways
4. Activate right brains
5. Stand up and move
6. Let fears and unmet needs be heard and transform them into actionable insights
Insights and Energy for Leaders in Crisis Time Webinar - Episode 3Greatness Coaching
Insights and Energy for Leaders in Crisis Time Webinar
Episode 3 Title: 6 coaching skills for leaders in crisis time
1. Build trust, then stretch safely
2. Listen and stay silent way longer
3. Explore different levels of thinking
4. Coach your coachee, not the problem
5. Question like a child
6. Strengthen coachee's confidence
Insights and Energy for Leaders in Crisis Time Webinar - Episode 2Greatness Coaching
Insights and Energy for Leaders in Crisis Time Webinar
Episode 2 Title:
Tips to become crisis-proof leaders
Tip #1 - Be the "Trusted One"
Tip #2 - Generate hope that we can win
Tip #3 - Build trust and closeness amongst co-workers
Tip #4 - Make everyone a purposeful leader
Tip #5 - Increase diversity of ideas
Tip #6 - Raise staff's agility and increase speed in decision-making
Tip #7 - Protect at least 2x2 hrs/week for thinking
10 Insights and 10 Tips to Coach at Your Very Best (ICF Panama)Greatness Coaching
Ten Insights:
· Insight #1 - Coaching is an act of unconditional love
· Insight #2 - Coaching is anchored in Partnership (ICF definition)
· Insight #3 - Be authentic, humble and vulnerable
· Insight #4 - Go deeper sooner
· Insight #5 - Dance with your Client
· Insight #6 - Silence is golden
· Insight #7 - Step back enough
· Insight #8 - Make your Client your teacher...
· Insight #9 - Your presence & intention matter more than your questions
· Insight # 10 - The less you ‘work’ in a session, the more you Client does, and that’s what matters...
Ten Tips:
· Tip #1 - Help your Client be fully present
· Tip #2 - ‘Contract’ in depth
· Tip #3 - Don’t worry if you don’t fully understand your Client, nobody does
· Tip #4 - Make sure you are never in the way of your Client’s thinking
· Tip #5 - Let silence do the heavy work for you!
· Tip #6 - Let the conversation inspire your next question ‘naturally’
· Tip #7 - Be humble
· Tip #8 - Do a mid-way check
· Tip #9 - Conclude on a high
· Tip # 10 - Good coaching raises your energy
Employment PracticesRegulation and Multinational CorporationsRoopaTemkar
Employment PracticesRegulation and Multinational Corporations
Strategic decision making within MNCs constrained or determined by the implementation of laws and codes of practice and by pressure from political actors. Managers in MNCs have to make choices that are shaped by gvmt. intervention and the local economy.
A team is a group of individuals, all working together for a common purpose. This Ppt derives a detail information on team building process and ats type with effective example by Tuckmans Model. it also describes about team issues and effective team work. Unclear Roles and Responsibilities of teams as well as individuals.
Sethurathnam Ravi: A Legacy in Finance and LeadershipAnjana Josie
Sethurathnam Ravi, also known as S Ravi, is a distinguished Chartered Accountant and former Chairman of the Bombay Stock Exchange (BSE). As the Founder and Managing Partner of Ravi Rajan & Co. LLP, he has made significant contributions to the fields of finance, banking, and corporate governance. His extensive career includes directorships in over 45 major organizations, including LIC, BHEL, and ONGC. With a passion for financial consulting and social issues, S Ravi continues to influence the industry and inspire future leaders.
Integrity in leadership builds trust by ensuring consistency between words an...Ram V Chary
Integrity in leadership builds trust by ensuring consistency between words and actions, making leaders reliable and credible. It also ensures ethical decision-making, which fosters a positive organizational culture and promotes long-term success. #RamVChary
Enriching engagement with ethical review processesstrikingabalance
New ethics review processes at the University of Bath. Presented at the 8th World Conference on Research Integrity by Filipa Vance, Head of Research Governance and Compliance at the University of Bath. June 2024, Athens
Designing and Sustaining Large-Scale Value-Centered Agile Ecosystems (powered...Alexey Krivitsky
Is Agile dead? It depends on what you mean by 'Agile'. If you mean that the organizations are not getting the promised benefits because they were focusing too much on the team-level agile "ways of working" instead of systemic global improvements -- then we are in agreement. It is a misunderstanding of Agility that led us down a dead-end. At Org Topologies, we see bright sparks -- the signs of the 'second wave of Agile' as we call it. The emphasis is shifting towards both in-team and inter-team collaboration. Away from false dichotomies. Both: team autonomy and shared broad product ownership are required to sustain true result-oriented organizational agility. Org Topologies is a package offering a visual language plus thinking tools required to communicate org development direction and can be used to help design and then sustain org change aiming at higher organizational archetypes.
Ganpati Kumar Choudhary Indian Ethos PPT.pptx, The Dilemma of Green Energy Corporation
Green Energy Corporation, a leading renewable energy company, faces a dilemma: balancing profitability and sustainability. Pressure to scale rapidly has led to ethical concerns, as the company's commitment to sustainable practices is tested by the need to satisfy shareholders and maintain a competitive edge.
Impact of Effective Performance Appraisal Systems on Employee Motivation and ...Dr. Nazrul Islam
Healthy economic development requires properly managing the banking industry of any
country. Along with state-owned banks, private banks play a critical role in the country's economy.
Managers in all types of banks now confront the same challenge: how to get the utmost output from
their employees. Therefore, Performance appraisal appears to be inevitable since it set the
standard for comparing actual performance to established objectives and recommending practical
solutions that help the organization achieve sustainable growth. Therefore, the purpose of this
research is to determine the effect of performance appraisal on employee motivation and retention.
Org Design is a core skill to be mastered by management for any successful org change.
Org Topologies™ in its essence is a two-dimensional space with 16 distinctive boxes - atomic organizational archetypes. That space helps you to plot your current operating model by positioning individuals, departments, and teams on the map. This will give a profound understanding of the performance of your value-creating organizational ecosystem.
Colby Hobson: Residential Construction Leader Building a Solid Reputation Thr...dsnow9802
Colby Hobson stands out as a dynamic leader in the residential construction industry. With a solid reputation built on his exceptional communication and presentation skills, Colby has proven himself to be an excellent team player, fostering a collaborative and efficient work environment.
A presentation on mastering key management concepts across projects, products, programs, and portfolios. Whether you're an aspiring manager or looking to enhance your skills, this session will provide you with the knowledge and tools to succeed in various management roles. Learn about the distinct lifecycles, methodologies, and essential skillsets needed to thrive in today's dynamic business environment.
A dive in the Silicon Valley - unveiling the DNA of Leadership at the world’s most admired companies
1. Masterclass with Jean-Francois Cousin, MCC
@ ICF Bangkok
9th May 2019
Why and how coaching boosts the success
of tech companies in the Silicon Valley…
25. Process Emerges
to Stop the Chaos
Processes
“Time to grow up” becomes the
professional management’s mantra
No one loves process, but process feels good
compared to the pain of chaos
26
27. % High Performance Employees
Complexity
28
Process-focus Drives
More Talent Out
28. A Fourth Option
• Avoid Chaos as you grow with Ever More
High Performance People – not with Rules
– Then you can continue to mostly run informally with
self-discipline, and avoid chaos
– The ‘run informally’ part is what enables and attracts
creativity
32
30. Netflix Culture:
Freedom & Responsibility
Source: http://www.slideshare.net/reed2001/culture-1798664
Read: How Patty McCord created what Sheryl Sandberg called "the most important document ever to come out of the Valley“:
https://www.fastcompany.com/3056187/the-future-of-work/the-woman-who-created-netflixs-enviable-company-culture
31. The Rare Responsible Person
• Self motivating
• Self aware
• Self disciplined
• Self improving
• Acts like a leader
• Doesn’t wait to be told what to do
• Picks up the trash lying on the floor
35
32. Coaching someone increases their
▪ Status
▪ Certainty
▪ Autonomy
▪ Relatedness (relationship)
▪ Fairness
… and –of course- makes them THINK!
Neuroscience explains why Coaching motivates
those who benefit from it
Source: David Rock; https://www.epa.gov/sites/production/files/2015-09/documents/thurs_georgia_9_10_915_covello.pdf
35. Leadership lessons we can learn from Tim Cook
1. Take risks
2. Focus and listen attentively to those you speak with
3. Trust others around you
4. Diversity is important
5. Be humble
6. Admit when you’re wrong
[…]
Source: https://www.lifehack.org/articles/productivity/11-leadership-lessons-can-learn-from-tim-cook.html
36. Traits of a collaborative leader
Brings out
her/his best
Brings out
her/his best
+
Others’ best
Brings out
her/his best
+
Others’ best
+
Teams’ best
Brings out
her/his best
+
Others’ best
+
Teams’ best
+
Orga’s best
39. To develop agile and collaborative leaders,
‘most admired’ Companies have integrated
Coaching in their Leadership-DNA and
a Coaching Culture in their organization
40. Impact of coaching
Most important indicators of coaching impact that have been observed
for the individual/team/organization
Source:
ICF
survey
report
‘Building
a
Coaching
Culture
for
Increased
Employee
Engagement’
(2016)
Improved team functioning Increased engagement
Increased productivity Improved
employee relations
Faster
leadership
development 44
41. ICF’s Definition of Strong Coaching Culture
1. Strongly/somewhat agree that employees value coaching
2. Strongly/somewhat agree that senior executives value coaching
3. Managers/leaders and/or internal coaches received accredited coach-specific
training
4. Have all three coaching modalities at their organisation (internal coach
practitioners, external coach practitioners and managers/leaders using
coaching skills)
5. Coaching is a fixture in the organisation with a dedicated line item in the
budget
6. All employees in the organisation have an equal opportunity to receive
coaching from a professional coach practitioner
To have a strong CC, an organisation needs to be a ‘yes’ to at least 5 of these
6 statements:
42. Strong coaching cultures are more than twice as likely
to be high-performing organisations.
# ICFAHRICoachingCulture
43. What organisations do to support change management
Coaching activities
Source: Revel Gordon PCC, from data in ICF – HCI survey 2018 Building a Coaching Culture for Change Management
44. Ranking by activities most helpful for change management
Coaching activities
2 of the 3 least
effective change
management
activities are the most
commonly used
Rank
Activities Supporting Successful Change
Management
% of
Respondents
Offering
Activity
% of Respondents
Rating Very or
Extremely Helpful
1 One-to-one coaching with a professional coaching practitioner 29% 78%
1 Work group coaching with professional coaching practitioner 16% 78%
3 Meetings/facetime with senior leaders 49% 74%
4 Action learning 25% 73%
5 Learning labs 11% 72%
6 Access to manager/leader using coaching skills 38% 70%
7 Stretch assignments or job rotations 35% 67%
8 Team coaching with a professional coach practitioner 25% 67%
9 Formal mentoring programs 23% 65%
10 Peer networking at events or conferences 26% 58%
11 Assessments 35% 55%
12 Classroom training 59% 49%
13 Micro-learning content 20% 44%
14 Web based training or e-learning 57% 34%
Source: Revel Gordon PCC, from data in ICF – HCI survey 2018 Building a Coaching Culture for Change Management
50. How can we be, as leaders, to best support the growth
of agility and collaboration in our organization?
Agile
leader
learns
from
mistakes
keen to
experiment
comfortable
not
knowing
versatile
thinker
courageous
decision-
maker
eager
learner
Brings out
her/his best
+
Others’ best
+
Teams’ best
Collaborative
leader
51. Think of your ‘posture’, your way of being…
c
and it’s ripple effects on the people you coach
52. Think of the ripple effects of your way of being
on the people you coach…
How are you being with them when
they become more agile and collaborative?
1
2
4
Group
53. 8 traits of a coach or a leader enabling in a leader
higher confidence, agility in thinking and collaboration
• Authentic and humble
• Holistic listener
• Learner of the leader’s Greatness
• Non-judgmental thinking-partner
• Comfortable with not knowing, with failure, trusting process
• Empathetic, yet detached from outcome
• Courageous feedback-provider
• Supportive challenger
Leader
Coach
54. Invitation: practice the posture of
‘a learner from the leader’s Greatness’
Leader
Coach
Suggestions of questions to ignite the session:
• What would you like to explore today?
• What makes this important to you?
• At a deeper level, what is it all about?
57. 8 traits of a coach or a leader enabling in a leader
higher confidence, agility in thinking and collaboration
• Authentic and humble
• Holistic listener
• Learner of the leader’s Greatness
• Non-judgmental thinking-partner
• Comfortable with not knowing, with failure, trusting process
• Empathetic, yet detached from outcome
• Courageous feedback-provider
• Supportive challenger
1. Choose one partner
2. Introduce yourselves (‘build rapport’ ☺ ) – 2-3 minutes
3. Choose one trait (below) you want to be coached about
4. Coach each other (7 minutes each) OR coach coaches leader (15mn)
61. Thank you for your contribution!
Masterclass with Jean-Francois Cousin, MCC
@ ICF Bangkok
9th May 2019
Why and how coaching boosts the success
of tech companies in the Silicon Valley…