A brief introduction of the key success factors of People Coaching Works. More success factors to come.

1. Brought to you by
People Coaching Works Sdn Bhd

2.  The History of People Coaching Works SB [PCW]
The Guiding Principles of PCW
The Performance of PCW
The Offerings of PCW
The Key Success Factors of PCW
The USP of PCW
What Others Felt About PCW
Service Offerings

3. Formerly known as MOBILETIVATION
“Mobile” + “Motivation”
Passion to develop leaders the coaching way

5. Founded by
Coach
Murphy
CMC (Aust), DMS (UK), Dip in Comp Studies,
(UK), HND in Bus Studies (UK), ITP (USA),
TTT(Mal), Cert in NLP (Aust), MCEC, DMS

6. Worked as
accountant,
principal
consultant,
training
director,
MD/CEO

7. “Respect is a two-way street, if you want to get it, you’ve got to give it.”
Core values are
Mutual
Respect

8. Shifting from ‘Gonna Do It’ to ‘Done It!’
Core values are
Excellence in
execution

9. “Saying = meaning; and meaning = action.”
Core values are
Sincere
intentions

10. “Maintaining balance in fulfilling mutual expectations/roles and achieving
mutually desired goals.”
Core values are
Harmony in
relationship

11. my.linkedin.com/in/coachmurphy/
http://www.youtube.com/user/people
coachingworks

13. To help organisations achieve
lasting results of peak
performance by developing
their leaders’ talents and
capabilities through the
coaching way.

14. Lasting thru behavioural and mindset
change.
Talent & capabilities by way of
identifying strengths and the ‘right fit’.
Way means the best practices that has
been tested and proven to consistently
produce the desired results.

15. To be the most effective
coaches in meeting our clients’
leadership learning and
development needs by walking
their path, feel what they feel
and do what it takes.

17. • “Assessment-by-performance”
• Observation report
• ELSA intervention
• 360 Coaching
• CLEAR framework
• PACE & EPIC
interventions
• Gamification
• Experience
• 6HELP intervention
• 70:20:10-oriented
• LearningLab
• L.E.A.R.N framework
Learning &
Development
Leadership
Growth
Strengths
Assessment
Executive
Coaching

18. CLARITY of
S stated outcome
M
A
R
T
D I V E N
commonWILL
to
succeed
- Readiness to participate
- Learn & apply
- Ample support &
encouragement
The Spirit of
PARTNERSHIP
The Joint Ownership of the Program
The Mind Set to
establish a Way-of-Life

19. Timeless
coaching
principles
Unique & diverse
coaching experience
Probed &
experimented
commonly used
coaching models
LEARN
Framework
& LearningLab
Enriched coaching
role plays as actual
practice
Developed coaching
mind set
•
L
•
E
A
R
N
The Spirit of
PARTNERSHIP

20. “Murphy Lum’s leadership coaching ability has helped
individuals to strengthen their personal leadership skills
so they can play more constructive leadership roles in
their respective organisations. His relentless drive in
grooming leaders to acquire the right attitude and
behavioural has undoubtedly increased their performance
and productivity.
I strongly recommend that organisations send their senior
management to be coached by Murphy Lum. He can coach
them on the right track to achieve their personal goal
whilst aligning to the company’s business objectives.
Whether you are one on one with him or with other 500
participants, you can be assured that Murphy will give
you the unwavering passion, energy and conviction.”

21. “Murphy is a very dedicated trainer and coach who
provide good added value services to my
management team for them to achieve great results.
He is friendly and never hesitates to share ideas and
give advices to people. We have learned so much
from him and he has great understanding not only on
business leadership needs but also the present
market industry as a whole thus making his coaching
relevant and effective. With his passionate attitude
he is definitely determine to achieve goals with his
business clients and partners. He is one of the rare
talents that I find in SEA and I will not hesitate to
introduce him and his coaching services to my
business friends, all the best to him.”

23. Generating Organisational Learning & Development Framework
Key Focus Areas;
• Winning attributes
• Leader skill development
• Leadership influence
ELSA Core
Training
6HELP Performance
Appraisal
Experiential
Leadership
Strengths
Assessment
development
• Behavioural coaching
Six
Horizons of
Emphatic
Leadership
Pathways

24. Experiential Leadership
Strengths Assessment

25.  Addresses key lack
of the usual online
assessment
exercises;
 Presence of pressure,
uncertainties &
ambiguities
Assesses observable
behaviours tied to
key leadership
competencies
 Can be company-specific
or generic

26.  Assessment carried out via 4 key activities
 Financial Challenge
 Production Challenge
 Boardroom (Communication) Challenge 1
 Boardroom (Communication) Challenge 2
 Business Acumen Challenge

27. Participants
conduct self- and
peer-assessment
via a simplified
360o feedback tool
End with Learning
Cluster – platform
for participants to
regroup and
support each other
to come up with 1 –
3 “must-take”
action steps.

28. Personal Aptitude
Coaching Engagement

29. For Guaranteed and Measurable Leadership Growth

30. Well supported by a Premier global coaching network
Successful high potentials
Supporting
Growing
Leadership behaviour effectiveness
Determined by selected
stakeholders
Improvements
Supported by
Proven and tested
process globally

31. Well supported by a Premier global coaching network
Determine Leadership Growth Areas
Via Assessments Via Interviews
Leading Change Involving Stakeholders
Capturing Stakeholders’
Suggestions
Monthly action plan Execution on the job
Sustain Success --> Leadership Growth Progress Reviews
Measurable growth Discipline to share Evidence of growth

32. L.E.A.R.N
Framework

33. Unique Selling Proposition
 Guided by the highly impactful LEARN Model;
Lesson Sharing – participants are required to
complete the pre-work exercises before attending
the workshop as the Learning Conversation is build
upon the pre-work exercises of every participant.

34. Unique Selling Proposition
 Guided by the highly impactful LEARN Model;
Experiential Learning Activities (ELAs) – when the
work challenges of every participant is clearly
established, they partake in customised ELAs to
experience what worked and what didn’t work.

35. Unique Selling Proposition
 Guided by the highly impactful LEARN Model;
Assimilation of Learning Experience – the
facilitator will regroup everyone to identify
learnable moments for themselves through further
Learning Conversations about the ELAs.

36. Unique Selling Proposition
 Guided by the highly impactful LEARN Model;
Reflective Learning – This is a vital component of
the LEARN Model as it guides participants to reflect
upon what make sense to them vis-à-vis the ELAs.

37. Unique Selling Proposition
 Guided by the highly impactful LEARN Model;
Next-Step Action Plan – Lessons would have been
learnt uniquely by each participant and steps are
taken to address current work challenges with the
benefits of the lessons learnt.

38. Core Leadership Training Key Focus Areas
 Winning Attributes required for the leader to
exert the required influence on his/her team.
 Leader Skill Development looks at specific
skillsets and tool-set to enable the leader to
carry out his/her role efficiently.

39. Key Focus Areas
 Leadership Influence Development focuses on
shaping mind-set over a longer period of time
with tested principles, eco-system and culture.
 Behavioural Coaching is employed to shape the
leaders’ behaviours and attitudes.

40. 6 Horizontal Empirical
Leadership Pathway

41. Key Highlights of a Systemic Leadership Structure
 Based on the work of Ram Charan, Stephen Drotter
& James Noel (The Leadership Pipeline Model).

42. Key Highlights of a Systemic Leadership Structure
 Addresses the 70% of the 70:20:10 Learning Model

43. Key Highlights of a Systemic Leadership Structure
 Project-based leadership development strategy.

44. Key Highlights of a Systemic Leadership Structure
 Project objectives clearly pre-determined to ensure
development criteria has been fulfilled.

45. Key Highlights of a Systemic Leadership Structure
 No or minimal “down-time” compared to classroom
training.

46. Key Highlights of a Systemic Leadership Structure
 Automatically builds leadership bench strengths at
every level of the organisation.

47. www.coachingworks.com.my
murphy@coachingworks.com.my