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Executive coaching
approach
Subba Iyer




PING THINK
Contents
   • Where does executive coaching fit in transformation?

   • Areas where executive coaching makes an impact

   • The coaching purpose

   • Our coaching approach

   • Credentials




PING THINK
Coaching overlaps skills and behavior


      Managing Teaching/ Mentoring         Counseling         Meditation
                Training           Coaching           Therapy



                   Focus on skills                   Focus on behavior

  Executive coaching helps the client achieve a mutually sense to improve professional
  performance, and in turn improving the organization’s effectiveness within the framework of
  a formally defined coaching agreement and model.
  The behavioral shifts are brought about through deeper analysis of organizational
  dynamics,individuals and interactions.
  More details of the approach can be found here.




PING THINK
Behavioral shifts unleash potential
       Realized through:
             •Behavioral shifts
             •New experience                   A proactive endeavor
             •New realizations                 produces amazing
                                   Potential   results!


                                               Realized through:
                                                  •Skills development
                                                  •On the job
                                                  •Training
                                  Competency



PING THINK
Behavioral shifts create achievers

                           Enhancing skills
                           dev through
                           training
                                              High achievers
             Building new
             perspectives
             through coaching




     Right skills     Great behavior = High performance
PING THINK
Coaching relevance:
   • To develop individual leaders:
        –    Seeing and contributing to the big picture
        –    Transforming potential into high performance
        –    Building trust and a learning culture in the organization
        –    Building high-performance teams
        –    Developing breakthrough ideas and practices
        –    Helping people to new realities.


   • To help teams:
        –    Align to new direction amidst change
        –    Get focused, aligned and improve team performance
        –    To remove possible conflicts, deadlocks, and resistance
        –    To create healthy compromises, sustained consensus
        –    To create new possibilities, configurations and develop a winning spirit



PING THINK
Coaching domain

           Potential to Performance             Learning how to learn together
         • Skill and competency building      • Designing learning processes
         • Performance management               and experiences
         • On-the-job training and            • Developing a learning culture
           mentoring                          • Designing knowledge sharing
                                                processes and systems
                                              • Building learning communities

           Building shared vision and           Assessment and development
           commitment                           plans
         • Building trust                     • Holistic assessment of capacity,
         • Developing personal vision and       values, vision, current reality,
           values of people and aligning it     habits, etc.
           with the organizational vision     • Preparing long term development
           and values                           plans


PING THINK
Organization coaching approach:
Holistic, sustainable, integrated and a blended approach

  Context
  Adaptation                                                                  Consequences
  Integration               Organizational
  Drivers                   Growth norms            Implementation
  Goals                                               Strategies                   Costs
  Pace                     Organizational             And actions
  Identity                    Values
  Role                                                                            Benefits
  Triggers
                                                      Single loop learning
                                                         Learning in action

                                                        Double loop learning
                                             Learning in action based on organizational norms

                                              Triple loop learning
                Learning in action based on organizational norms and new organizational contexts.

PING THINK
Multiple loops facilitate discovery

                                                                   Outcomes
 Discover                                                                       Breakthrough
 potential
                      Thinking               Actions                (desired
                                                                                performance
                                                                   V/s actual

                                                      How do I help
                                                      coachee in changing
                                                      his actions?


                                 How do I help coachee in changing
                                 his mental models?



             How do I help coachee in realizing his potential for the
             organization?



PING THINK
The coaching engagement process
           Perform                                          Coaching                                 Handover to the
                                    Conduct                                    Develop action
       coaching kick off                                 agreement and                                 appropriate
                                   diagnosis                                     for change
           session                                         implement                                    sponsors

Objectives
         To understand the       To understand the       To implement the      To institutionalize   To set up the
         coaching context,       organization and        coaching model in     the change with       mechanism for
         expectations and set    individual context      accordance to the     specifics             sustained change
         the agenda              and identify triggers   implementation map
Key Action Steps
           Identify and           Identify orgn           Identify current      Monitor                Determine the
           determine the level    - Expectations          behavioral context    commitments            owners for
           of intensity change    - Challenges            Establish             Determine further      organizational
           drivers                Identify dynamics       behavioral norms      triggers               change
           Determine              Identify triggers       Determine             Monitor                Handing over open
           coaching                                       performance           organizational         issues
           intervention           Evaluate the
                                  direction of            parameters            changes                Develop high level
           Draw out the entire    coaching                Identify gaps         Discuss on-going       transition plan
           roadmap and            intervention                                  transitions            Determine next
           project plan                                   Get agreement to
                                  Build the impl          change                                       steps
                                  roadmap
TOOLS …
           Issue analysis,        Appreciate enquiry      Competency            Cause and action
           Project plan                                   profiling,            Organizational
                                                          Gap analysis          change
Deliverables
           Project plan           Diagnosis briefing      Progress update       Recommend              Open issues
           Communication          Implementation          Agreements with       specific changes       Closure document
           Internal alignment     roadmap                 sponsors              Organizational
                                                                                changes
PING THINK
From my blog..




PING THINK
Preliminary hypothesis on RIM:
               Expectation mismatch




               Behavioral norm setting




Less optimal
               Clearing mental models
performance




               FUD, stress, political factors



               Others (need discovery)

PING THINK
Profile:
  Subba Iyer has over 25 years industry experience in the high tech sector in multiple operational, consulting
  , change management and organization renewal roles. His core competencies are:

  Strategy development and deployment: His unique framework of Strategy@Work blends Balanced
  scorecard and the project portfolio providing organizations with focus, speed and alignment. This
  supplements his deep understanding of business drivers, technology trends and organizational change
  issues.
  Business consulting: He has delivered over 35 consulting projects in the last 8 years that spans banks,
  telcos, technology companies, government and the SMB sector.
  Program management: He has managed complex programs including Asia’s largest broadband rollout and
  has helped rescue several projects with his disciplined focus and long range thinking.
  People management: He has helped people discover their potential. As a certified coach, he has helped
  several executives and entrepreneurs make career transitions, improve performance and discover meaning.


 More details about his profile :
 Coaching credentials.
 Coaching testimonials.
 Business blog on technology, business, strategy, leadership, business models,competitive
 dynamics that is widely read and quoted.

PING THINK
Our proposition and experience:
                                       Partial recent list of engagements
 Systematic                         Transition management into new roles in the
                                    context of a major restructuring. Bringing the
  approach                          changed    focus,   behavioral     shifts  and
                                    performance alignment for a major Bank.
       +                            Building trust process, alignment of initiatives,
                                    shaping performance parameters, facilitating the
     Deep                           shared responsibility in view of a large IT
   diagnosis                        outsourcing transition.

                       Successful
       +          =   engagement
                                    Behavioral shifts, coaching sales people to
                                    adopt a consultative sales approach to a IT
                                    solutions vendor.
   Bias for                         Team cohesion, new strategic approaches and
                                    change mechanisms to get higher wallet share
   Action                           for a large IT outsourcing firm.
       +                            Executive coach to the CIO/IT management to
                                    bring about Business - IT alignment for a telco.
  Ethics and                        Rescued 2 failing projects by coaching the
                                    project team and removing organizational
professionalism
                                    barriers

PING THINK

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Pingthink executive coach

  • 2. Contents • Where does executive coaching fit in transformation? • Areas where executive coaching makes an impact • The coaching purpose • Our coaching approach • Credentials PING THINK
  • 3. Coaching overlaps skills and behavior Managing Teaching/ Mentoring Counseling Meditation Training Coaching Therapy Focus on skills Focus on behavior Executive coaching helps the client achieve a mutually sense to improve professional performance, and in turn improving the organization’s effectiveness within the framework of a formally defined coaching agreement and model. The behavioral shifts are brought about through deeper analysis of organizational dynamics,individuals and interactions. More details of the approach can be found here. PING THINK
  • 4. Behavioral shifts unleash potential Realized through: •Behavioral shifts •New experience A proactive endeavor •New realizations produces amazing Potential results! Realized through: •Skills development •On the job •Training Competency PING THINK
  • 5. Behavioral shifts create achievers Enhancing skills dev through training High achievers Building new perspectives through coaching Right skills Great behavior = High performance PING THINK
  • 6. Coaching relevance: • To develop individual leaders: – Seeing and contributing to the big picture – Transforming potential into high performance – Building trust and a learning culture in the organization – Building high-performance teams – Developing breakthrough ideas and practices – Helping people to new realities. • To help teams: – Align to new direction amidst change – Get focused, aligned and improve team performance – To remove possible conflicts, deadlocks, and resistance – To create healthy compromises, sustained consensus – To create new possibilities, configurations and develop a winning spirit PING THINK
  • 7. Coaching domain Potential to Performance Learning how to learn together • Skill and competency building • Designing learning processes • Performance management and experiences • On-the-job training and • Developing a learning culture mentoring • Designing knowledge sharing processes and systems • Building learning communities Building shared vision and Assessment and development commitment plans • Building trust • Holistic assessment of capacity, • Developing personal vision and values, vision, current reality, values of people and aligning it habits, etc. with the organizational vision • Preparing long term development and values plans PING THINK
  • 8. Organization coaching approach: Holistic, sustainable, integrated and a blended approach Context Adaptation Consequences Integration Organizational Drivers Growth norms Implementation Goals Strategies Costs Pace Organizational And actions Identity Values Role Benefits Triggers Single loop learning Learning in action Double loop learning Learning in action based on organizational norms Triple loop learning Learning in action based on organizational norms and new organizational contexts. PING THINK
  • 9. Multiple loops facilitate discovery Outcomes Discover Breakthrough potential Thinking Actions (desired performance V/s actual How do I help coachee in changing his actions? How do I help coachee in changing his mental models? How do I help coachee in realizing his potential for the organization? PING THINK
  • 10. The coaching engagement process Perform Coaching Handover to the Conduct Develop action coaching kick off agreement and appropriate diagnosis for change session implement sponsors Objectives To understand the To understand the To implement the To institutionalize To set up the coaching context, organization and coaching model in the change with mechanism for expectations and set individual context accordance to the specifics sustained change the agenda and identify triggers implementation map Key Action Steps Identify and Identify orgn Identify current Monitor Determine the determine the level - Expectations behavioral context commitments owners for of intensity change - Challenges Establish Determine further organizational drivers Identify dynamics behavioral norms triggers change Determine Identify triggers Determine Monitor Handing over open coaching performance organizational issues intervention Evaluate the direction of parameters changes Develop high level Draw out the entire coaching Identify gaps Discuss on-going transition plan roadmap and intervention transitions Determine next project plan Get agreement to Build the impl change steps roadmap TOOLS … Issue analysis, Appreciate enquiry Competency Cause and action Project plan profiling, Organizational Gap analysis change Deliverables Project plan Diagnosis briefing Progress update Recommend Open issues Communication Implementation Agreements with specific changes Closure document Internal alignment roadmap sponsors Organizational changes PING THINK
  • 12. Preliminary hypothesis on RIM: Expectation mismatch Behavioral norm setting Less optimal Clearing mental models performance FUD, stress, political factors Others (need discovery) PING THINK
  • 13. Profile: Subba Iyer has over 25 years industry experience in the high tech sector in multiple operational, consulting , change management and organization renewal roles. His core competencies are: Strategy development and deployment: His unique framework of Strategy@Work blends Balanced scorecard and the project portfolio providing organizations with focus, speed and alignment. This supplements his deep understanding of business drivers, technology trends and organizational change issues. Business consulting: He has delivered over 35 consulting projects in the last 8 years that spans banks, telcos, technology companies, government and the SMB sector. Program management: He has managed complex programs including Asia’s largest broadband rollout and has helped rescue several projects with his disciplined focus and long range thinking. People management: He has helped people discover their potential. As a certified coach, he has helped several executives and entrepreneurs make career transitions, improve performance and discover meaning. More details about his profile : Coaching credentials. Coaching testimonials. Business blog on technology, business, strategy, leadership, business models,competitive dynamics that is widely read and quoted. PING THINK
  • 14. Our proposition and experience: Partial recent list of engagements Systematic Transition management into new roles in the context of a major restructuring. Bringing the approach changed focus, behavioral shifts and performance alignment for a major Bank. + Building trust process, alignment of initiatives, shaping performance parameters, facilitating the Deep shared responsibility in view of a large IT diagnosis outsourcing transition. Successful + = engagement Behavioral shifts, coaching sales people to adopt a consultative sales approach to a IT solutions vendor. Bias for Team cohesion, new strategic approaches and change mechanisms to get higher wallet share Action for a large IT outsourcing firm. + Executive coach to the CIO/IT management to bring about Business - IT alignment for a telco. Ethics and Rescued 2 failing projects by coaching the project team and removing organizational professionalism barriers PING THINK