The document discusses executive coaching and an organization coaching approach. It describes executive coaching as helping clients improve professional performance and organizational effectiveness through behavioral shifts brought about via deeper analysis of dynamics, individuals, and interactions. The organizational coaching approach is described as holistic, sustainable, integrated, and blended, focusing on discovery, diagnosis, implementation of change, and institutionalizing change. The engagement process involves kickoff, diagnosis, agreement, implementation, development of actions for change, and handover.

1. Executive coaching
approach
Subba Iyer
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2. 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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3. Coaching overlaps skills and behavior
Managing Teaching/ Mentoring Counseling Meditation
Training Coaching Therapy
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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4. Behavioral shifts unleash potential
Realized through:
•Behavioral shifts
•New experience A proactive endeavor
•New realizations produces amazing
Potential results!
Realized through:
•Skills development
•On the job
•Training
Competency
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5. Behavioral shifts create achievers
Enhancing skills
dev through
training
High achievers
Building new
perspectives
through coaching
Right skills Great behavior = High performance
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6. 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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7. Coaching domain
Potential to Performance Learning how to learn together
• Skill and competency building • Designing learning processes
• Performance management and experiences
• On-the-job training and • Developing a learning culture
mentoring • Designing knowledge sharing
processes and systems
• Building learning communities
Building shared vision and Assessment and development
commitment plans
• Building trust • Holistic assessment of capacity,
• Developing personal vision and values, vision, current reality,
values of people and aligning it habits, etc.
with the organizational vision • Preparing long term development
and values plans
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8. Organization coaching approach:
Holistic, sustainable, integrated and a blended approach
Context
Adaptation Consequences
Integration Organizational
Drivers Growth norms Implementation
Goals Strategies Costs
Pace Organizational And actions
Identity Values
Role Benefits
Triggers
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.
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9. Multiple loops facilitate discovery
Outcomes
Discover Breakthrough
potential
Thinking Actions (desired
performance
V/s actual
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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10. The coaching engagement process
Perform Coaching Handover to the
Conduct Develop action
coaching kick off agreement and appropriate
diagnosis for change
session implement sponsors
Objectives
To understand the To understand the To implement the To institutionalize To set up the
coaching context, organization and coaching model in the change with mechanism for
expectations and set individual context accordance to the specifics sustained change
the agenda and identify triggers implementation map
Key Action Steps
Identify and Identify orgn Identify current Monitor Determine the
determine the level - Expectations behavioral context commitments owners for
of intensity change - Challenges Establish Determine further organizational
drivers Identify dynamics behavioral norms triggers change
Determine Identify triggers Determine Monitor Handing over open
coaching performance organizational issues
intervention Evaluate the
direction of parameters changes Develop high level
Draw out the entire coaching Identify gaps Discuss on-going transition plan
roadmap and intervention transitions Determine next
project plan Get agreement to
Build the impl change steps
roadmap
TOOLS …
Issue analysis, Appreciate enquiry Competency Cause and action
Project plan profiling, Organizational
Gap analysis change
Deliverables
Project plan Diagnosis briefing Progress update Recommend Open issues
Communication Implementation Agreements with specific changes Closure document
Internal alignment roadmap sponsors Organizational
changes
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11. From my blog..
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12. Preliminary hypothesis on RIM:
Expectation mismatch
Behavioral norm setting
Less optimal
Clearing mental models
performance
FUD, stress, political factors
Others (need discovery)
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13. 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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14. Our proposition and experience:
Partial recent list of engagements
Systematic Transition management into new roles in the
context of a major restructuring. Bringing the
approach changed focus, behavioral shifts and
performance alignment for a major Bank.
+ Building trust process, alignment of initiatives,
shaping performance parameters, facilitating the
Deep shared responsibility in view of a large IT
diagnosis outsourcing transition.
Successful
+ = engagement
Behavioral shifts, coaching sales people to
adopt a consultative sales approach to a IT
solutions vendor.
Bias for Team cohesion, new strategic approaches and
change mechanisms to get higher wallet share
Action for a large IT outsourcing firm.
+ Executive coach to the CIO/IT management to
bring about Business - IT alignment for a telco.
Ethics and Rescued 2 failing projects by coaching the
project team and removing organizational
professionalism
barriers
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