The document provides information about Shivkumar, an executive coach and business consultant. It discusses his career experience spanning 39 years across various positions and businesses. It also outlines his expertise in areas like business growth strategy, talent management, leadership development, and change management. The document then describes Shivkumar's talent management journey and credentials as a certified executive coach. It provides details about his coaching approach, methodology, and the tools and processes involved in executive coaching engagements.

1. Transforming
Good Performers
To
A Shivkumar
Certified Executive Coach
&
Business ConsultantShiv 1

2. EXECUTIVE SUMMARY
Retired Chief Executive of EWAC Alloys Limited (Wholly owned subsidiary of Larsen & Toubro Limited)
having 39 years of work experience.
Carrier Span covered various positions different businesses and multi-location. Handled Domestic as well as international
operations covering P&L, Sales & Marketing, Manufacturing ,R&D & Talent management.
Key strengths include Business Growth Strategy, Starting New Business, and Creating marketing & distributor organisation,
Change Management , Talent Management & Leadership development.
TALENT MANAGEMENT JOURNEY
 Certified Executive Coach From Coaching Foundation Of India
 Certified MBTI Level II Practioner
 Was On Panel Of Leadership Assessment – Larsen & Toubro Ltd
 Clocked Over 75 Hours Of executive Coaching
PAST POSITIONS HELD
 Deputy Chairman – Association Of Welding Products Manufacturers
 Chairman - Industrial Maintenance Expo – CII
 Member Board – L&T Cutting Tools Limited
CURRENT POSITIONS
 Chairman – International Welding Conference
 Member – Indian Institute Of Welding
 Panel Of Jury – India manufacturing award
About Shiv
Shiv 2

3. Performance/Behavior Impactor
Self Limiting Belief
Performance
Governor
Coaching Enables The Person to Take self Exploration
Journey To Overcome The Blind Spots
1
2
3
Shiv 3

4. Shiv 4
What is seen is driven by what is not seen
Strengths
Blind spots
Type
Preferences
Belief systems
Emotions

5.  You should be unfailingly competent and almost perfect in all you undertake
 It is horrible when people and things are not the way you would like them to be
 It is easier to avoid than to face life’s difficulties and responsibilities
 You need something other or stronger or greater than yourself to rely on
 You are helpless and no control over what you experience or feel
 People are fragile and should never be hurt
 When people disapprove of you. It invariably means you are wrong or bad
 Your worth as a person depends on how much achieve or produce
 It is bad or wrong to be selfish
 You should feel fear or anxiety about anything which is unknown ,uncertain or
potentially dangerous
 If you don’t go to great lengths to please others they will abandon you or reject you
Shiv 5
Self Limiting Beliefs

6. Shiv 6
 Unable to adapt to differences
 Poor Administrator
 Overly ambitious
 Arrogant
 Betrayal of trust
 Blocked personal learner
 Lack of composure
 Defensiveness
 Lack of Ethics and Values
Career Stallers & Stoppers & fatal flaws
These are negative characteristics or flame –
out factors that can derail a person’s career.
 Failure to build a team
 Insensitive to others
 Key Skill deficiencies
 Non-Strategic
 Overdependence on an Advocate
 Overdependence on a single skill
 Over managing
 Performance Problems
 Political Missteps

7. Shiv 7
Some Examples Of Coaching And Mentoring Goals
Effective Communication
Effective Decision Making
Effective Delegation
Strategic Thinking
Execution Skill
Team Management
Team Bonding
Team Building
Public speaking
Competitive Analysis
Goal Orientation
Influencing
etc -----------------------------------------

8. Shiv 8
Leader Ship
Assessment
Coaching Mentoring
Leadership Development Process
Specialists Available
Combination Works

9. Shiv 9
MBTI
Via 24
360
Degree
Feedback
Type Preference
Character Strengths
People Perception
Indicative Behavior
Self Realisation
Assesment Tools

10. Story
New
Perspective
Leverage
Possibilities
Changed
Agenda
Commitment
Possible
Strategies
Best Fit
Plan
What Is Going On
What Solutions
Make Sense
How To achieve
What Is Required
Stage 1 Stage 2 Stage 3
How To make It Happen
Shiv 10
Coaching Model

11. Closure & Sign Off
Meeting HR/BusinessHead
To Finalise Coaching Agenda
Meeting With HR/ Coachee
Introduction Session
Sessions With Coachee
- Arrive at Initial Hypothesis
Feedback to HR/BU Head
Administer Tools
My Life Story,Via 24,360 Feed Back
Sessions With Coachee -To Finalise SMART
Goals
Development Strategy And Action Plans
Coachee Presentation To HR & BU Head
Sessions With Coachee
Live Project – Immediate Superior/BU Head To Decide
(To In sync with development plan)
Sessions With Coachee Presentation By Coachee to HR/BU Head / Immediate Superior
Stage
1
Stage
2
Stage
3
Coaching Engagement Stages

12. Unconsciously
Incompetent
Consciously
Incompetent
Unconsciously
Competent
(Forming Habit)
Consciously
Competent
(Consciously Putting Effort)
Coaching
Mentoring

13. Coaching Helps. . .
13
Succeeding in
current
role
Preparing
for
future
Managing
Transition
Managing
self & real life
as well as
meaning & purpose
Coaching in an
organizational
context
Shiv

14. Shiv 14
 Coaching contract with client
 Coaching agreement with coachee
 Three way meeting with coache and his/her superior
 One on One sessions with coachee
 Administering personality tools
 360 degree feedback
 Arriving at SMART Goal
 Strategy and action plan
 Periodic review with superior
 Hand holding during the action plan
 Final meeting with coachee and the superior
 Closure of coaching with the coachee and the client
The Total Process Takes Six To Eight Months
Coaching Process

15. Shiv 15
Thanks