1. Executive Coaching: Increasing performance and delivering proven results. Encouraging and delivering client-based change which facilitates long-term success.
2. Executive Coaching For Results “The paradox of success occurs because when we recognize the need to change before we have tochange.” Charles Handy, “The Age of Paradox” Harvard Business School Press, 1994
4. Executive Coaching For Results Executive CoachingConcepts: Coaching is an interactive process that relies on collaboration and is based on three components: increased focus and execution, personal support and individual challenge. The process has to be centered on an emotional bond that is positive in order to succeed. Sherman, S., Freas, A. “The Wild West of Executive Coaching”, Harvard Business Review 2004 Coaching is a customized and engaging process that both acknowledges and honors individuality (thus increasing consciousness and contribution). “Coaching and mentoring: How to develop top talent and achieve stronger performance”, Harvard Business School Publishing Corporation 2004
5. Executive Coaching For Results The Qualified Coach : An ICF certified coach Certification from the International Coach Federation (ICF) is extremely important when considering which coach to hire. ICF certification means the coach : Has received professional training from a program specifically designed to teach coaching skills in alignment with the ICF Competencies and Code of Ethics. Has demonstrated a proficient understanding and use of the coaching competencies as outlined by the ICF. Is accountable to the ethics and standards set forth by the ICF. Source: International Coach Federation web site, http://www.coachfederation.org/ICF/
6. Executive Coaching For Results John Carnes Professional Qualifications and Background: 18 year medical device sales and team leadership professional. Most recentbreakout years 2007 and 2009 achieved with executive coaching; 102% and 116% percent to plan respectively. Personal and executive coaching experience in my current profession, as well as within a limited private practice. Certified in EQ360, BarOn Emotional Intelligence assessment and TESI (Team Emotional and Social Intelligence) assessments. September 2009. Currently implementing and measuring within 20 person team. Team member of international group implementing and measuring the impact of coaching within an industry leader in Healthcare industry. To be published 2010. PCI, Performance Consultants International, Level I Certification, November 2009. ICF certified ACC (Associate Credentialed Coach) May 2009. Completed Masters Level Executive Coaching program, University of Texas at Dallas School of Management. March 2009. Graduate of the International Coach Federation accredited, Coach for Life, professional coaching program (106 hours) January 2008.
7. Executive Coaching For Results Executive Coaching: The Opportunity: Although most “major companies did not use coaching before the 1980’s, annual spending on coaching in the united states is estimated at roughly $1 billion”. “Developing more fruitful ways for businesses and executives to work together has become a priority and a new source of economic value”. Sherman, S., Freas, A. “The Wild West of Executive Coaching”, Harvard Business Review 2004
8. Executive Coaching For Results Executive Coaching in Client Company: Opportunity Implementation of a dedicated internal executive coaching program withinClient Companythat focuses on: Management: Regional Vice Presidents and District Managers. Teams: District levels. Individuals: Field Sales Representatives andsupport staff. Benefit: a coach with a thorough understanding of the challenges and opportunities of our industry. Benefit: Resource Allocation and Increased performance and execution.
9. Executive Coaching For Results Executive and Management coaching inClient Company : Potential Assist in clarifying and the self-concordance (internalization) of corporate goals. Increased utilization of assessment tools and feedback loops (EQ360’s, mini-surveys, customer feedback). Identify and leverage an individuals strengths and “multiple intelligences” through implementation of EQ-I surveys. Facilitate, design and implement strategies that enhance the interpersonal interactions of these unique motivational pathways as identified and described by Reuven Bar-On, PhD.
10. Executive Coaching For Results While IQ and analytical abilities are an important criteria for success (influencing and increasing profit by an average of 50%), Emotional Intelligence (self-management, relationship-management, social-management, social-awareness and self-awareness) has been shown to increase incremental profit by 390%. EQ competencies are both measureable and ripe for development through coaching. According to research by Daniel Goleman, EI contributes 80 to 90 percent of the competencies that distinguish outstanding from average leaders-sometimes more. Goleman, D., Boyatzis, R., McKee, A., “Primal Leadership, Learning to lead with Emotional Intelligence” 2002 Harvard Business Press.
11. Executive Coaching For Results District and Team Coaching: Potential Quarterly district/team meetings where corporate objectives and strategies are discussed and plans are established that analyze and implement these goals on a local level. Facilitate teams that recognize and focus on leveraging and aligning each individuals unique talents and strengths. Develop and implement individual SAMRT (Specific, Measureable, Achievable, Relevant and Time bound) action plans. Establish and implement 12 week coaching engagement with each team member that, on a weekly basis, promotes “accountabilitythroughempowerment”. This process will deliver measurable progress and have a positive impact on productivity and generate an observable ROI.
12. Executive Coaching For Results Training alone increased productivity by an average of 22% with most respondents reporting no change at all vs. an 88% increase in accountability, focus and retention with regular and dedicated follow-up. Olivero, G., Bane, K. D., & Kopelman, R. E. (2001). Executive coaching as a transfer of training tool: Effects on productivity in a public agency. Public Personnel Management. Guskey, T. R. (2000). Evaluating professional development.
13. Executive Coaching For Results Individual Sales Representative Coaching: Potential Weekly low-cost (phone) coaching engagements to increase accountability and increase performance. Implementation of on-call “laser” coaching that will address and provide pre-call planning to craft a customer centered strategy and message, minimizing ‘data dump” tendencies. Provide reinforcement of new behavioral skill-sets (VBS, SPIN Selling, sales meetings, trainings etc.) increasing retention of key concepts (as noted in previous slide) and promotion of insulated customer relationships designed to withstand competitive “commoditization” of the market.
