• Where does executive coaching fit in transformation?
• Areas where executive coaching makes an impact
• The coaching purpose
• Our coaching approach
Coaching overlaps skills and behavior
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.
Behavioral shifts create achievers
Right skills Great behavior = High performance×
• 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
Potential to Performance
• Skill and competency building
• Performance management
• On-the-job training and
Learning how to learn together
• Designing learning processes and
• Developing a learning culture
• Designing knowledge sharing
processes and systems
• Building learning communities
Building shared vision and
• Building trust
• Developing personal vision and
values of people and aligning it with
the organizational vision and values
Assessment and development
• Holistic assessment of capacity,
values, vision, current reality, habits,
• Preparing long term development
Our coaching approach:
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
Multiple loops facilitate discovery
How do I help
coachee in changing
How do I help coachee in changing
his mental models?
How do I help coachee in realizing his potential for the
Our engagement process
To set up the
Handing over open
Develop high level
Key Action Steps
Handover to the
the change with
Develop action for
To implement the
coaching model in
accordance to the
Get agreement to
To understand the
and identify triggers
Build the impl
To understand the
expectations and set
determine the level
of intensity change
Draw out the entire
kick off session
Cause and action
Appreciate enquiry Issue analysis,
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
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 :
Business blog on technology, business, strategy, leadership, business models,competitive
dynamics that is widely read and quoted.
The proposition and experience:
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
Behavioral shifts, coaching sales people to
adopt a consultative sales approach to a IT
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