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 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%)
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.
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
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%)
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%)
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.
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
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 presentation was made during the Community Service Public Relations Council's annual Spectrum Conference on May 20, 2014.
Program Description: Are you new to a leadership position? Do you aspire to take on a leadership role in your organization?
Do you want to be a better leader or improve your leadership skills? We will provide a “buffet” of
leadership elements to help you improve your capacity to lead. View the selections and sample small
portions on communicating, resolving conflict, project planning and management, goal setting, and
listening. You might have more of an appetite for some offerings and less for others, but there will be
something to satisfy everyone’s hunger for successfully leading themselves, a team, or organization.
5 Keys to Social Leadership Development - Webinar 04.23.14BizLibrary
What does leadership even look like today? What are the opportunities for learning and development in our more collaborative and social workplaces? And how can we adapt, move forward and develop leaders well-equipped to thrive in this fast changing world?
www.bizlibrary.com/webinars
1) The document discusses different leadership styles including autocratic, democratic, and laissez-faire. It provides examples of when each style would be most effective.
2) Key qualities of successful leaders are outlined such as openness to learning, meritocracy, speed, imagination, and excellence in execution.
3) Examples are given of influential international and Indian business leaders such as Bill Gates, Jack Welch, and Dhirubhai Ambani. Problems facing 21st century leaders and desirable qualities for the future are also discussed.
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.
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
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
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
The document summarizes a leadership conference with several speakers. Welby Altidor discussed nurturing creativity in companies and building trust to foster creative courage. Vince Molinaro talked about leadership accountability and the behaviors of accountable leaders. Dr. Tasha Eurich covered the importance of self-awareness, particularly the seven pillars of internal self-awareness. Amanda Lang emphasized the need for an engaging culture that allows questions to foster innovation and change. Joe Biden concluded the event by stressing that leadership requires making tough decisions and owning the consequences.
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.
This document provides strategies for career success, including developing relationships, enhancing your value within your company, and creating a career development plan. It discusses the importance of leadership and retaining talent. Specific tips are provided, such as understanding your company's culture, increasing your visibility, getting support from a coach or mentor, and regularly evaluating your progress. Developing emotional intelligence and communication skills is also emphasized. The goal is to help people advance their careers by taking leadership opportunities and continuously learning and developing themselves.
Leaders who develop coaching skills can significantly increase employee engagement, productivity and bottom-line results. The document describes a workshop called "The Extraordinary Coach" that teaches essential coaching skills to help leaders inspire and maximize the performance of their employees. Research shows that strong coaching from leaders can increase employee commitment, satisfaction, and retention while decreasing thoughts of quitting.
This document provides an overview of a series of leadership development programs presented by the Centre for Executive Education. It describes five programs that are designed to help business leaders address contemporary challenges through topics like developing a leadership legacy, leading during turbulent times, managing a multigenerational workforce, transforming the next generation of leaders, and achieving results through emotional intelligence. Each program aims to provide practical strategies and techniques for participants to improve their leadership abilities and develop personal leadership plans.
CEE 2015 Directory of Executive Briefing - Learn@Lunch Series ceeglobal
This document provides an overview of a series of leadership development programs presented by the Centre for Executive Education. It describes five programs that are designed to help business leaders address contemporary challenges through teachings on topics like developing a leadership legacy, leading during turbulent times, managing a multigenerational workforce, transforming the next generation of leaders, and achieving results through emotional intelligence. The programs utilize lectures, exercises and peer discussion to help participants strengthen their leadership skills and develop personal leadership plans.
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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leadership elements to help you improve your capacity to lead. View the selections and sample small
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5 Keys to Social Leadership Development - Webinar 04.23.14BizLibrary
What does leadership even look like today? What are the opportunities for learning and development in our more collaborative and social workplaces? And how can we adapt, move forward and develop leaders well-equipped to thrive in this fast changing world?
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1) The document discusses different leadership styles including autocratic, democratic, and laissez-faire. It provides examples of when each style would be most effective.
2) Key qualities of successful leaders are outlined such as openness to learning, meritocracy, speed, imagination, and excellence in execution.
3) Examples are given of influential international and Indian business leaders such as Bill Gates, Jack Welch, and Dhirubhai Ambani. Problems facing 21st century leaders and desirable qualities for the future are also discussed.
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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.
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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- Alicia Thompson, managing director, Porter Novelli
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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
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
The document summarizes a leadership conference with several speakers. Welby Altidor discussed nurturing creativity in companies and building trust to foster creative courage. Vince Molinaro talked about leadership accountability and the behaviors of accountable leaders. Dr. Tasha Eurich covered the importance of self-awareness, particularly the seven pillars of internal self-awareness. Amanda Lang emphasized the need for an engaging culture that allows questions to foster innovation and change. Joe Biden concluded the event by stressing that leadership requires making tough decisions and owning the consequences.
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This document provides strategies for career success, including developing relationships, enhancing your value within your company, and creating a career development plan. It discusses the importance of leadership and retaining talent. Specific tips are provided, such as understanding your company's culture, increasing your visibility, getting support from a coach or mentor, and regularly evaluating your progress. Developing emotional intelligence and communication skills is also emphasized. The goal is to help people advance their careers by taking leadership opportunities and continuously learning and developing themselves.
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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
- Which insecurities and what else stand in your way of being the best coach you can be ? - ‘trouble shooting’ discussion
- Live coaching session demonstrating a deep, holistic coaching presence
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- Optimize the way you contract with your client at the start of a session
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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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4. Go deeper sooner
5. Dance with your client
6. Silence is empowering
7. Step back enough
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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
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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
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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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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
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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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- Demonstration
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- Expand your coachee’s ‘world of possibilities’
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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.
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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.
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7. Inquire about what your clients’ guts and hearts want;
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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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Episode 5 Title:
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1. Listen for real
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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
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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
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.
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During an organizational transformation, the shift is from the previous state to an improved one. In the realm of agility, I emphasize the significance of identifying polarities. This approach helps establish a clear understanding of your objectives. I have outlined 12 incremental actions to delineate your organizational strategy.
Originally presented at XP2024 Bolzano
While agile has entered the post-mainstream age, possibly losing its mojo along the way, the rise of remote working is dealing a more severe blow than its industrialization.
In this talk we'll have a look to the cumulative effect of the constraints of a remote working environment and of the common countermeasures.
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The DNA of Leadership at the world’s most admired companies by Jean-Francois Cousin
1. Jean-Francois Cousin, MCC
Nairobi, 11th July 2019
What’s so important in the Leadership-DNA of the
Silicon Valley’s most admired companies, and how it unleashes
collective intelligence and boosts their success
19. 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
21. Leadership principles at Microsoft
Source: https://www.slideshare.net/JamesSmee1/b2b-marketing-a-new-age-scott-allen-cmo-microsoft
Watch: https://www.youtube.com/watch?v=2P3kLlUxBPE
27. 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
27
29. % High Performance Employees
Complexity
29
Process-focus Drives
More Talent Out
30. Process Brings Seductively Strong
Near-Term Outcome
• A highly-successful process-driven company
– Minimal thinking required
– Few mistakes made – very efficient
– Very optimized processes for its existing market
– Efficiency has trumped flexibility
30
31. Then the Market Shifts…
• Market shifts due to new technology or competitors or
business models
• Company is unable to adapt quickly
– because the employees are extremely good at following the
existing processes, and process adherence is the value system
• Company generally grinds painfully into irrelevance
31
32. Seems Like Three Bad Options
1. Stay creative by staying small, but therefore have
less impact
2. Avoid rules as you grow, and suffer chaos
3. Use process as you grow to drive efficient execution of
current model, but cripple creativity, flexibility, and
ability to thrive when your market eventually changes
32
33. 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
33
35. 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
36. 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
36
37. 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
40. To develop agile and collaborative leaders,
‘most admired’ Companies have integrated
Coaching in their Leadership-DNA and
a Coaching Culture in their organization
41. 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
44. 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
46. 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
47. 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
53. How can we be, as leaders/coaches, 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
54. Think of your ‘posture’, your way of being…
c
and it’s ripple effects on the employees you support
55. Think of the ripple effects of your way of being
on the employees you support…
How are you being with them when
they become more agile and collaborative?
1
2
4
Group
56. 8 traits of a coach / 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
57. 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?
58. Coaching … an act of unconditional love
Source: https://www.amazon.com/dp/B076ZHG3H3/ref=dp-kindle-redirect?_encoding=UTF8&btkr=1
68. Jean-Francois Cousin, MCC
Nairobi, 11th July 2019
Thank you for your contribution!
What’s so important in the Leadership-DNA of the
Silicon Valley’s most admired companies, and how it unleashes
collective intelligence and boosts their success