This document provides an overview of an executive coaching program and framework. It includes details on the coaching process such as pre-work options, kick-off meetings, monthly sessions focused on goal setting, development planning, reviewing progress, and end reviews. It also summarizes a research paper on the role of coaching in fostering exploration and exploitation. The paper found that coaching can help leaders balance behaviors that support exploitative learning with those that encourage exploratory learning and new ideas. A profile of the author is included, highlighting their experience in executive coaching, leadership simulations, and publications.

1. Capability Document
Executive Coaching
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2. Pre-work Options
 360 Review Report
 Psychometric tool
 Coach Fact Finding Data Gathering
Executive Coaching
2
Kick Off Meeting in
group with Coach ,
coachee and sponsor
1. Clarify issues and align objectives
2. Share program/ process
3. Agree deadlines & feedback procedures
Process and roles clarified
Month0
Session 1 Fact Finding
and Goals
1. Career Analysis & Review Or
2. Review of 360 report OR Psychometric Tool to agree
on goals
Reflection & Awareness
on Current Reality
Agree on High Level Goals
Month1
Session 2
Development planning
1. Refine personal goals
2. Identify gaps and agree on measures
3. Establish and work to action plan
Commitment to work on
changes
Month2
Session 3/4 Coaching
to Dev Plan
1. Review progress on coaching goals
2. Discuss obstacles
3. Provide further coaching
Action on changes
Month3
Review Mid term
1. Mid term review with sponsor on
2. Progress on coaching
3. Support needed
4. Agree future check points process and expectations
Course review and
calibration
Month4
Session 5/6
1. Provide further coaching basis mid review
2. End review with Sponsor and Leader
3. Agree closure / extension
Review of impact
Month5/6
Milestone Purpose Outcome
Exploration
Realisation
AgreementAction
Affirmation
Coaching Program Outline
Coaching Framework
B
Coaching Tools
C
A
Success
Lead
Reinforcement
© Proprietary Coaching Framework Developed & Cited in Article
Coaching for Exploration & Exploitation , J Karthikeyan

3. Coaching and Mentoring for Exploration and
Exploitation: J Karthikeyan
Abstract
•
This chapter highlights the role of coaching of senior management and leadership teams of Information Technology
and business process management (IT/BPM) services firms in building innovative capacity for fostering exploration and
exploitation of human capital. The chapter shares how coaching can support leaders confront business and confront
business and people management issues affecting creativity and lateral thinking within the senior management teams.
Key Findings
• After undertaking a content analysis of the key themes emanating from the senior leadership coaching cases, it
became apparent that the senior leaders need to review their efforts and balance explorative learning behaviours with
exploitative learning behaviours.
• The behaviours leaders used were conducive to exploitative learning were: action orientation, task and resource
planning, active engagement, valuing metrics, managing emotions, delegation, candour, clear communication and
information sharing, tough love, celebrate wins and achievements. The presence of above behaviours is logical for
developing exploitative routines and processes in organisations.
• However, when an organisation wants to develop new knowledge internally through its employees and teams, or
externally through its clients or through networks open innovation, the leaders and managers tasked with this
responsibility must undertake become more strategic whilst also keeping in mind the organisation’s internal strengths
and capabilities. This demanded newer behaviours in the leaders to practice and engage more in scenario planning ,
demonstrate open-mindedness to new ideas to foster free flow of ideas, often needing the leaders to “let go “of
established position that often acting as potential barriers 3

4. Profile
J Karthikeyan
 Karthikeyan has 2 decades years of experience in developing and managing consulting business and consulting and coaching top leadership teams. His consulting career includes
PriceWaterhouseCoopers (PwC) where he was a Principal in the Global Energy and Mining Practice and later the GRID ( Government Reforms and Institutional Development )
Practice . He joined Grow Talent the fastest growing Human Capital Firm in mid 2000s that was acquired by Right Management. In his 9 years in Right Management Karthikeyan was
Vice President Consulting Services with additional Regional Practice Leader roles for Engage and Align and later Career Management Practice . He was India Delivery Leader in
Right Management before joining Mercuri Urval a Swedish Talent Management firm responsible for new client acquisitions and supporting the delivery teams in solution and delivery.
He has branched out on his own from April 2016.
 Experiential Simulations for Leadership Development : Designed and Delivered Simulations for Decision Making , Team Working , Customer Service , Innovation , Leadership Styles ,
Execution, Influence that help leaders develop awareness of their conditioning for companies in Healthcare, Retail, Manufacturing , Automotive, , Energy and Utilities, Textiles , IT
services and Product companies
 Executive Coaching Assignments : VP for a large Software Product company , VP Platform, Senior Director PMG, Director Product Development , VP Cloud Services , Managing
Director for Logistics Company , Country Manager for Diversified Conglomerate, Regional Leader for FMCG company, Sales Leader Assessed High Potential, High Potential
transverse leaders in Aerospace
 Areas coached : Coaching for Role transition , Coaching for performance , Coaching for Influence , Coaching for communication , Coaching for working X boundaries , Coaching for
emotional intelligence, Coaching for Upward Management, Coaching Sales Leaders to be Strategic in Sales, Develop Next Line Sales Leaders
• Publications and Appearances :
• Chapter on Exploration and Exploitation in book Business Models and People Practices with foreword from Dr Marshall Goldsmith Worlds #1 Executive Coach and World Thinker List
published by Routledge Press, released in the monthly event of NHRD Bangalore July 2015.
• CII Speaker on Culture and Innovation in HR Innovation Summit , Coimbatore , Oct 2014
• National HRD Network: Co-facilitator for Large Scale Interactive process , Annual Conference Nov 2011
• Article on Engagement Quotient : The Nasscom –Right Management “ 15 Exciting companies to Work Survey 2008, Human Capital , May 2009 Issue
• Working Paper Stemming the Tide of Attrition in India : Keys to increasing retention , co-authored with Right Management USA and Villanova Business School in October 2008 cited in
Sloan Management Review , Journal of Career Management
• Talent Management Strategies to Attract and Retain Talent: Talent Management Quarterly National HRD Journal, India , June 2007
• Paper on Employee Engagement, co-authored with Sampurna Sonowal presented in the Confederation of Indian Industry (CII) HR Conclave held in Hyderabad , September 2007
4

5. Contact
J Karthikeyan
+919972341009
karthikramant@gmail.com
https://in.linkedin.com/pub/karthikeyan-j/b/842/247