The opportunity for coaching occurs at every level throughout an organization. Employees move through roles and responsibilities that change from a narrow focus to leadership roles where process, task and people skills are required, to senior level roles with a focus on communication, influencing and strategic thinking. No individual has well developed skills in all areas upon assuming a new job and a good coach will identify areas for development and provide support and follow up in a consistent manner. We can all become effective coaches and help our organization develop a coaching culture. It's good for our employees, good for us and good for the organization as a whole.

1. BUILDING & SUSTAINING
A COACHING CULTURE!!
Presented by:
Bill Medd
“Character & Behavior Matter!”
Suite 1400 – 275 Portage Avenue ● Winnipeg, Manitoba R3B 2B3
Tel: (204) 943-0553 ● www.legacybowes.com

3. KNOW THYSELF!

4. On the next slide you have 10 seconds to count
the number of times you see the letter ‘f’.

5. The first half of
February is often
the fastest freezing
and most frigid
time of the year

6. Decoding
What was your count?

7. The first half of
February is often
the fastest freezing
and most frigid
time of the year

8. What’s Wrong with the World?

9. It Is All About
Personal Leadership Effectiveness
“Knowing thyself is the most difficult task any of us faces. But until
you truly know yourself, strengths and weaknesses, know what you
want to do and why you want to do it, you cannot succeed in any
but the most superficial sense of the word.”
Warren Bennis
9

10. Today’s Leaders Face Unique Challenges
Improve Productivity
Reduce Loss of
Talent Turnover
Political Pressures
Personnel Initiatives
Not Tied to Targeted
Outcomes
Change
Drivers
Lack of Trust
and Confidence
in Leadership
Staff
“Compatibility”
Not Aligned To
Shared Values
Departmental Mergers
Baby Boomer Exodus
(Loss of Wisdom)

11. Workplace Realities
• Only 14% of employees are “fully engaged” in their jobs
and willing to go the extra mile.
Towers Perrin HR Services
• As much as 60% of the turnover at hourly
wage levels is the result of “characterrelated” issues.
Saratoga Institute
• #1 reason for mid-level supervisor
voluntary turnover is peer conflict or
relational fracture with a boss.
Spherion

12. Workplace Ethics
77% of working adults cite either the behavior of
management, or of direct supervisors, as setting the tone
for ethical behavior.
Executives believe that trust (65%) and transparency
(48%) will be leading factors in voluntary turnover in the
coming months.
Deloitte & Touche USA LLP - 2007 Ethics & Workplace Survey Results

16. Personal Leadership Effectiveness Is
Vital
To Performance, Productivity and Profit!
What Comprises Personal Leadership Effectiveness?
 Trust / Ethics / Integrity
 Personal / Professional Interest in Others
 Problem Solving
 Handling of Conflict Appropriately
 Managing Challenges
 Compassion / Empathy for Others
 Commitment To Excellence
 Listens Genuinely and Intently
 Good Relational / Communication Skills
 Respects Other Team Members
- Time, Ideas and Authority
 Team Empowerment
Personal Leadership Effectiveness is Comprised
of an Individual’s Character and Behavior DNA!

17. Personal Leadership Effectiveness

18. How do we learn…
Personalit
y
Inside-Out Model
“Empowerment”
g n hc ao C
i
Outside-In Model
“Confusion”
Behavior
Learning
18

19. What’s Missing??
IQ
Intellect - Education - Reasoning Abilities
- Job Skills Proficiency
Self Awareness - Self Management
Social Awareness - Relationship Management
CQ
Character Quotient (CQ) - CQ represents the element
of a person’s profile revealing their underlying
attitudes, beliefs and commitments that shape their
behavior.
©2010 Future Achievement International®

20. Why Character?
"Watch your thoughts, for they
become Words. Watch your words,
for they become actions. Watch your
actions, for they become habits.
Watch your habits, for they become
character. Watch your character, for
it becomes your destiny.“
Charles Reade (1814-1884), Attributed

21. A Person’s Character and Behavior
Is Foundational To Their Personal Leadership Effectiveness
None of the above have to do with
Education, Job Skills or Work Experience!
21

22. Bridging the Performance Gap
‘Will-Do’
Fit & Alignment
Character
Behavior
Skills
Capabilities
Knowledge
‘Can-Do’
22

23. Personal Leadership Character
Competencies / Principles
A
Make Things Happen
Achieve Personal Significance
X-Out The Negatives
B
Internalize Right Principles
March To A Mission
C
Integrate All Of Life
Zero In On Caring For People
Energize Internally
Realign Rigorously
Stay The Course
©2010 Future Achievement International®

25. What is Coaching?
What’s Different About Coaching ?
•
•
•
•
Ask vs. Tell approach
Focus on the employee-it’s about their development
Not about “fixing” anyone
Specific skills
- Asking powerful questions
- Allowing the employee to create their own solutions based
on clear, shared expectations and goals
- Clear accountability structure for action & outcomes
25

26. Reasons for Coaching
Training/Educating
Teach and practice new skills, tools, and processes
Supporting/Counseling
Encourage the employee and explore different points of view and
ideas for making decisions and taking action
Mentoring
Support and guidance for personal and career growth
Performance Improvement
Clarify expectations and specific action steps for behavior change to
improve results
26

27. Training vs. Coaching
Typical Learning Patterns
Performance
Training
&
Feedback
Behavior
Results
Time
Source: Camden Consulting

28. What is Coaching?
Learning Patterns With Coaching
Performance
Training
&
Feedback
Behavior
Results
Time
Source: Camden Consulting

29. DO I HAVE WHAT IT TAKES TO
COACH?
1
Is Fully Present
2
Balances Inquiry & Advocacy
3
Uncovers and Understands Employee’s View
4
Models Commitment
5
Seizes the Moment
6
Empowers Ownership
7
Assigns Stretch Experiences
8
Pursues Results
29

30. 8 STEPS OF SUCCESSFUL COACHES

31. BE FULLY PRESENT

32. BALANCE INQUIRY AND ADVOCACY

33. UNCOVER AND UNDERSTAND
EMPLOYEES VIEW

34. MODEL COMMITMENT

35. SEIZE THE MOMENT

36. EMPOWER OWNERSHIP

37. ASSIGN STRETCH EXPERIENCES

38. PURSUE RESULTS

39. The Coaching Model
The Five Step Coaching Process
39

40. CPI Coaching Skills Model
40

41. Benefits and Outcomes
Personal
Self Awareness
Personal Responsibility
Self Discipline
Values Clarification
Personal Achievement
Better Relationships
Improved Communication
Greater Sense of Purpose
Personal Significance
Organizational
Empowered Culture
Improved Recruitment
Practices
Greater Productivity
Effective Team Work
Increased Retention
Enhanced Company Morale
Improved Employee
Engagement
41

42. Thank you!
BUILDING & SUSTAINING
A COACHING CULTURE!!
Bill Medd
Executive Coach & Trainer
Phone: (204) 943-8826
Email: bill@legacybowes.com