NIPM - Aurangabad Session on May 21, 2010

1. LEADERSHIP COACHING
FOR
PERFORMANCE & DEVELOPMENT
December, 2012
10 / 5, Rustom Baug, Next to Masina Hospital, Victoria Road, Mumbai – 400027, India
: +919967822993 : bomi@shawmacons.com

2. Content
1. Making Sense of it all
2. You are the reason
3. What do Leadership Programs Deliver?
4. Coaching Skills for Leadership
5. What do Leadership Coaches Do?
6. The Story Who’s Time Has Come
7. Trends in Executive Development
8. What’s Coaching?
9. The Role of Internal Professionals
10. Internal vs. External Coaching Compared
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3. Making Sense of it all
Marshall Goldsmith : In many ways executive coaching is still a
primitive and newly emerging field. Both leaders and companies are
struggling with, “Exactly what does an executive coach do?” and “What
can executive coaching do for our company?”
Many books have discussed how an individual
can be a great coach for one leader, yet little
has been written on how organizations can
create great coaching processes that impact
many of their leaders.
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4. YOU are the reason
So how can organizations create great coaching processes that impact many of their
potential leaders?
Leadership development was largely focused
on participants’ involvement in training
programs. These programs were all based
upon one completely invalid assumption—if
they understand, they will do it.
Wrong!
Everyone who buys diet books makes the
same assumption as everyone who goes to
training programs: If I understand how to go
on a diet, I will do it.
Wrong again!
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5. What do Leadership Programs Deliver?
Every individual participant in training programs actually do apply what they have
learned, and they do get better. Many don’t! Why do so many leaders attend training
programs, return to work with a short-term “religious conversion experience,” and
then end up making no real change? The answer is seldom because of a lack of values
or a lack of intelligence.
The reason why many leaders don’t
apply what they learn in traditional Voice Mails emails
training when they’re “back on the
job” is that they are buried in work. Providing Building
All in Feedback Inclusion
delivering Creating Chasing
Leaders in major corporations today Alignment Targets
work harder than leaders have Barely meeting the minimum
worked in the past 40 years. Work – Life balance
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6. What do Leadership Coaches Do?
Executive coaches can help potential leaders bridge the huge gap between
understanding what to do and actually doing it. Your coach is a person who sticks with
you over time and makes sure that you do what you know you should do, but have a
tendency to “put off until tomorrow”—a tomorrow that (without help) may never come.
You know how hard it is to
achieve positive, lasting
change. We are just as busy,
just as over-committed and
just as crazy. If we don’t have a
coach to give ongoing advice,
support and encouragement,
we tend to slip back, just like
anyone else.
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7. The Story Who’s Time Has Come
What keeps Leaders away?
EQ don’t like dealing with behavioral issues
Understand
But (experience) ability is not that great
Executive
Theory
Coaching
for
Juggling
Results focus– so, no time for coaching
Peak
Assignments Performance
External
Costly but lesser than a full time CEO
Resource
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8. The Story … continued
Today, more than ever before in our Corporate World
…
Stakes have gone up,
The time
the pressure has gone up, and for
Executive
Coaching
the need to develop great
leaders has gone up is
HERE!
The time available for executives
to do this has diminished
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9. Trends in Executive Development
Executive Development Associates (EDA) bi-annual survey of more than 100 Fortune
1000 and Global 500 companies
Top Five Learning Methods (2005 vs. 2010)
Action Learning Senior executives as faculty
Outside experts Action Learning
Senior executives as faculty Outside speakers
Outside speakers Outside experts
Inside experts External executive coaches
56% of corporations said that they used external executive coaching as a prevalent
learning methodology amongst the top 5 methods since the study’s inception in 1984.
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10. Understanding Coaching
Coaching is not Counseling, Consulting or even Mentoring … It is transporting from
where they are to where they want to be.
The Purpose? The top reason companies hire coaches is to develop the leadership
capabilities … retain high-pots, manage leadership transitions and fix performance.
Who Gets Coaching? Ones with the greatest impact. Early adopters should be
viewed as highly influential leaders who publicly endorse the value of coaching.
Coaching includes an integrated system with HR and leadership development
practitioners to facilitate the journey of a leader eager to be transported.
One great opportunity is to include high-potentials. As the future executives of
tomorrow, companies would gain a great deal by dedicating resources to this group,
improving both retention and succession planning.
What’s Growing Ourselves Through Coaching Got
to Do with Growing Our Business?
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11. Role of Internal Professionals
Internal Coaching is more cost effective …
Decreasing reliance on External Interventions …
Builds Internal Leadership Champions …
Internal Coaching gives a quick ability to focus on specific assignment
One great opportunity is creating a unique corporate culture … starting a
Mentoring program
Our recommendation is for organizations to find a
balance between internal and external coaching.
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12. Internal vs. External Coaching
INTERNAL EXTERNAL
Lower cost Higher credibility
Greater understanding of Experience in many
organization’s culture organizations, industries, and
business environments
May be able to spend more Greater objectivity /
time observing leaders in Bring fresh perspective
action
Scheduling flexibility Less availability without
notice
Managing time challenging Greater exposure to other
coaches and best practices in
the field
Perceived as less credible Higher level of confidentiality
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13. THANK YOU
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