LER Alumni Presenta1on. Execu1ve Coaching Kelly Ramon, MHRIR 01 Cer1fied Transforma1ve Coach.

Transcription

1 LER Alumni Presenta1on Execu1ve Coaching Kelly Ramon, MHRIR 01 Cer1fied Transforma1ve Coach

2 Today s Talk Execu1ve Coaching Some Background Purpose & Focus Areas Role of a Coach Selec1ng a Coach Selec1ng a Coachee My Coaching Methodology Case Studies Q&A

3 Execu1ve Coaching Background Explosive growth in industry since 90s Corpora1ons inves1ng heavily as a supplement to tradi1onal leadership development programs No regula1ng authority ICF playing role ShiR from poor performers to high poten1als 2009 HBR Survey (Kauffman) 2008 i4cp & AMA study 2009 Survey Kauffman

4 Execu1ve Coaching Defined ICF defines coaching as partnering with clients in a thought- provoking and crea1ve process that inspires them to maximize their personal and professional poten1al, which is par1cularly important in today's uncertain and complex environment.

5 Or in short. Suppor1ng and challenging individuals to lead (and live) as their BEST SELVES. Healthy striving is self- focused how can I improve. Perfec1onism is other- focused what will they think? Brené Brown, PhD.

6 Reasons for Coaching Develop high poten1al execu1ves Transi1on leaders into bigger or new roles Provide confiden1al support to senior leaders Elevate a leader s skillset in a specific area Address an area of concern (behavioral) Clear purpose leads to higher success rate.

7 The real reason corpora1ons invest in coaching. To create value for the business.

8 Common Coaching Areas Communica1on Rela1onships Team management Execu1ve presence Role transi1ons Emo1onal reac1ons Collabora1on Time management Innova1on strategy Big picture thinking Presenta1on style People development Stress management Energy management Priori1za1on Influencing Presence Perfec1onism Confidence Authen1city Personal brand Naviga1ng poli1cs Integrity / trust Limi1ng habits

9 External vs. Internal Coaches External + Senior Execu1ves + Confiden1ality + Coachee drives agenda + Transparent feedback + Investment in future + Unbiased viewpoint + Longer term growth + High priority Internal + Junior leaders + Mostly confiden1al + Organiza1on drives agenda + Filtered feedback + Cost- effec1ve + Exposure / visibility + Targe1ng a specific skill + General career growth

10 Role of an External Coach! Model high integrity! Listen deeply, observe & reflect back! Directly communicate honest feedback! Provide fierce support (empathy) while challenging client outside of comfort zone! Call client out - accountability! Offer tools and structure! Allow client to generate solu1ons! S1mulate new thought Serving not Pleasing

11 Selec1ng a Coach Creden1als Chemistry Trust- worthy reputa1on REFERRALS Authen1city HR preview experience the coaching yourself Know that what you want may not be what you need

12 Selec1ng a Coach 2009 Survey Kauffman

13 Selec1ng a Coachee COMMITMENT 200%

14 Assess State of Mind Insecure Pessimis1c Skep1cal Fearful Blaming Scarcity / Risk Averse Siloed Protec1ve Vic1mized Fixed Mindset* Op1mis1c Responsible risk- taking Open- minded Crea1ve Trus1ng Collabora1ve Accountable Confident Growth Mindset* *Mindset: The New Psychology of Success Carol Dweck

15 10% of life is made up of what happens to you. 90% of life is decided by how you react. Steven Covey

16 Typical Engagements Corporate sponsored Typically 6-12 months, but can be ongoing Fees ~$10K 250K+ Hourly less common Strict confiden1ality agree on what gets shared UPFRONT Variance depends heavily on the coach and on level of execu1ve and industry

17 Methodologies vary, but a few consistent themes Strict confiden1ality agreement Personality and/or 360 assessment Regular rhythm of sessions Out of comfort zone challenges Client accountable for results Qualita1ve ROI measures Approach will vary widely by coach and by organiza1on

18 How my coaching works

19 6+ Month Engagements 360! Priori1ze! Prac1ce! Reflect Confiden1ality Agreements vs. Expecta1ons Monitor Progress

20 Build Self- Awareness 360 Review interviews Birkman Method profile Performance reviews Anecdotal feedback Wisdom of one s spouse (or BFF)

21 Client gets very clear on priori1es and which obstacles are in the way

22 Coaching Process What I Should Do Informa1on Transforma1on What I Actually Do Assump1ons Language Beliefs Behaviors Habits

23 Don t let your circumstances or your habits rule your choices today. Become a master of yourself and use your willpower to choose. Seth Godin

24 Coaching Process New Insights

25 The impact of coaching The story of Ted

26 The impact of coaching The story of Liz

27 Q&A