This document describes Subba Iyer's approach to executive coaching. It discusses how executive coaching helps clients improve professional performance and organizational effectiveness through formally defined agreements and behavioral shifts brought about through deeper analysis. Iyer's coaching approach involves multiple loops of learning to facilitate discovery of a coachee's potential, thinking, actions, and outcomes. The engagement process includes understanding the organizational and individual context through diagnosis and setting coaching objectives, action steps, and deliverables. Iyer brings over 25 years of industry experience in strategy, business consulting, program management, and people management to his role as an executive coach.

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Subba Iyer
Executive coaching
approach

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Contents
• Where does executive coaching fit in transformation?
• Areas where executive coaching makes an impact
• The coaching purpose
• Our coaching approach
• Credentials

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Coaching overlaps skills and behavior
Managing Teaching/
Training
Mentoring
Coaching
Counseling
Therapy
Meditation
Focus on skills Focus on behavior
Executive coaching helps the client achieve a mutually sense to improve professional
performance, and in turn improving the organization’s effectiveness within the framework of
a formally defined coaching agreement and model.
The behavioral shifts are brought about through deeper analysis of organizational
dynamics,individuals and interactions.
More details of the approach can be found here.

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Behavioral shifts unleash potential
Realized through:
•Behavioral shifts
•New experience
•New realizations
Realized through:
•Skills development
•On the job
•Training
A proactive endeavor
produces amazing results!
Competency
Potential

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Behavioral shifts create achievers
Enhancing skills
dev through
training
Building new
perspectives
through coaching
High achievers
Right skills Great behavior = High performance×

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Coaching relevance:
• To develop individual leaders:
– Seeing and contributing to the big picture
– Transforming potential into high performance
– Building trust and a learning culture in the organization
– Building high-performance teams
– Developing breakthrough ideas and practices
– Helping people to new realities.
• To help teams:
– Align to new direction amidst change
– Get focused, aligned and improve team performance
– To remove possible conflicts, deadlocks, and resistance
– To create healthy compromises, sustained consensus
– To create new possibilities, configurations and develop a winning spirit

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Coaching domain
Potential to Performance
• Skill and competency building
• Performance management
• On-the-job training and
mentoring
Learning how to learn together
• Designing learning processes and
experiences
• Developing a learning culture
• Designing knowledge sharing
processes and systems
• Building learning communities
Building shared vision and
commitment
• Building trust
• Developing personal vision and
values of people and aligning it with
the organizational vision and values
Assessment and development
plans
• Holistic assessment of capacity,
values, vision, current reality, habits,
etc.
• Preparing long term development
plans

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Our coaching approach:
Context
Adaptation
Integration
Drivers
Goals
Pace
Identity
Role
Triggers
Organizational
Growth norms
Organizational
Values
Consequences
Costs
Benefits
Implementation
Strategies
And actions
Single loop learning
Learning in action
Double loop learning
Learning in action based on organizational norms
Triple loop learning
Learning in action based on organizational norms and new organizational contexts.
Holistic, sustainable, integrated and a blended approach

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Multiple loops facilitate discovery
Discover
potential
Thinking Actions
Outcomes
(desired
V/s actual
Breakthrough
performance
How do I help
coachee in changing
his actions?
How do I help coachee in changing
his mental models?
How do I help coachee in realizing his potential for the
organization?

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Our engagement process
To set up the
mechanism for
sustained change
 Determine the
owners for
organizational
change
 Handing over open
issues
 Develop high level
transition plan
 Determine next
steps
Objectives
Key Action Steps
Handover to the
appropriate
sponsors
To institutionalize
the change with
specifics
 Monitor
commitments
 Determine further
triggers
 Monitor
organizational
changes
 Discuss on-going
transitions
Develop action for
change
To implement the
coaching model in
accordance to the
implementation map
 Identify current
behavioral context
 Establish
behavioral norms
 Determine
performance
parameters
 Identify gaps
 Get agreement to
change
Coaching
agreement and
implement
To understand the
organization and
individual context
and identify triggers
 Identify orgn
- Expectations
- Challenges
 Identify dynamics
 Identify triggers
 Evaluate the
direction of
coaching
intervention
 Build the impl
roadmap
Conduct diagnosis
To understand the
coaching context,
expectations and set
the agenda
 Identify and
determine the level
of intensity change
drivers
 Determine
coaching
intervention
 Draw out the entire
roadmap and
project plan
Perform coaching
kick off session
TOOLS …
 Cause and action
 Organizational
change
 Competency
profiling,
 Gap analysis
 Appreciate enquiry Issue analysis,
 Project plan
 Open issues
 Closure document
Deliverables
 Recommend
specific changes
 Organizational
changes
 Progress update
 Agreements with
sponsors
 Diagnosis briefing
 Implementation
roadmap
 Project plan
 Communication
 Internal alignment

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From my blog..

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Preliminary diagnosis (after 5 weeks):
Less optimal
performance
Expectation mismatch
Behavioral norm setting
Clearing mental models
FUD, stress, political factors
Others (need discovery)

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Profile:
Subba Iyer has over 25 years industry experience in the high tech sector in multiple operational,
consulting , change management and organization renewal roles. His core competencies are:
Strategy development and deployment: His unique framework of Strategy@Work blends Balanced
scorecard and the project portfolio providing organizations with focus, speed and alignment. This
supplements his deep understanding of business drivers, technology trends and organizational change
issues.
Business consulting: He has delivered over 35 consulting projects in the last 8 years that spans banks,
telcos, technology companies, government and the SMB sector.
Program management: He has managed complex programs including Asia’s largest broadband rollout and
has helped rescue several projects with his disciplined focus and long range thinking.
People management: He has helped people discover their potential. As a certified coach, he has helped
several executives and entrepreneurs make career transitions, improve performance and discover meaning.
More details about his profile :
Coaching credentials.
Coaching testimonials.
Business blog on technology, business, strategy, leadership, business models,competitive
dynamics that is widely read and quoted.

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The proposition and experience:
Systematic
approach
Ethics and
professionalism
Bias for
Action
Deep
diagnosis
+
+
+
= Successful
engagement
Partial recent list of engagements
Transition management into new roles in the
context of a major restructuring. Bringing the
changed focus, behavioral shifts and
performance alignment for a major Bank.
Building trust process, alignment of initiatives,
shaping performance parameters, facilitating the
shared responsibility in view of a large IT
outsourcing transition.
Behavioral shifts, coaching sales people to
adopt a consultative sales approach to a IT
solutions vendor.
Team cohesion, new strategic approaches and
change mechanisms to get higher wallet share
for a large IT outsourcing firm.
Executive coach to the CIO/IT management to
bring about Business - IT alignment for a telco.
Rescued 2 failing projects by coaching the
project team and removing organizational barriers