Developing the Coaching Skills of Your Managers and Leaders | Webinar 06.23.15BizLibrary
What are the obligations of managers? It varies from organization to organization based upon a number of factors such as industry, culture, department, skill level of the team, etc. Regardless of the organization, at the very heart of this question lies a dilemma. In this webinar we'll discuss: why coaching skills are important, traditional coaching models and how we can improve them, emerging principles and competencies for managers and leaders, the difference between coaching and mentoring.
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The document discusses the importance and benefits of coaching in the workplace. It notes that over 70% of employees report being disengaged and that the number one reason is poor management by their immediate manager. Coaching by managers can increase productivity by 86% compared to just 22% with training alone, and can return $6 for every $1 spent on coaching. The document then outlines the coaching process, which involves identifying coaching opportunities, gaining agreement on goals, taking action, and following up. It emphasizes that coaching helps employees maximize their performance by collaboratively identifying opportunities for empowerment.
This document discusses leader as coach and provides information on coaching. It outlines that a leader envisions, evaluates, enables, empowers and energizes as a coach. Qualities of an effective coach include high self-awareness, empathy, clarity of mind and a desire to inspire others. Different types of coaching are discussed such as life coaching, executive coaching and sports coaching. Pitfalls of coaching like overconfidence and exhaustion are also outlined. The document recommends preparing for coaching through research, setting objectives and allocating time and energy. Coaching provides benefits like individual development, improved performance and organizational growth.
The Center for Creative Leadership designed Leader Development Roadmap which integrates within itself the logic and content of developing leaders in organizations on the basis of many years of research done by CCL.
This document summarizes an executive coaching workshop held on February 6, 2007. The workshop focused on sharing best practices for executive coaching to improve its effectiveness. It covered topics like executive coaching applications, improving coaching effectiveness, best practices for coaching, and measuring coaching impact. Participants were encouraged to ask questions and provide feedback to enrich the discussion. The workshop aimed to build knowledge around structuring coaching engagements and relationships to maximize their benefits for both the individual executives and their organizations.
How to build High Performance Culture
Content: Why, How & Reward of High Performance Culture
presented in Indonesia HR Expo 2015
Jakarta, 11 Dec 2015
by Erwin Muniruzaman
The document discusses the changing role of managers from one of command and control to that of a coach. Coaching involves an ongoing dialogue between manager and employee to develop skills, performance, and potential. It focuses on encouraging and motivating the employee to achieve higher goals, unlike performance assessments. Coaching is important for reinforcing formal training and sustaining new skills. It indicates that the highest reason employees leave organizations is dissatisfaction with their direct supervisor. Effective coaching involves managers asking open-ended questions to draw solutions from employees rather than being prescriptive. This approach increases innovation, learning, thinking, and team productivity.
Like A Boss: Why Executive Presence Matters and How You Can Master ItJennifer McClure
A recent study reported that 81% of business leaders found the concept of executive presence so contradictory and confusing that they don’t know how to act on it; however, having an effective “executive presence” is a determining factor in the ability to impact business strategy, grow your career and influence others.
Credibility, communication, countenance, courage and cultivation are the behavioral competencies honed by all leaders who speak clearly, ask mindful questions and have maximum influence in an organization.
While some people are natural born communicators, the good news is that an executive presence can be developed. Whether you’re an introvert or an extrovert, you can grow as a leader and advance your career by understanding the five keys to developing an executive presence that will allow you to communicate in a powerful way.
Presentation by Jennifer McClure, President of Unbridled Talent LLC - http://unbridledtalent.com
5 Ways to Build a Better Leadership Development Program | Webinar 06.09.15BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
What you'll learn:
- Importance of Leadership Development
Best Practices including:
- Strong executive involvement
- Use of tailored leadership competencies
- Alignment with the business strategy
- A “leaders at all levels” approach
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This document discusses leadership coaching and provides content on leadership, interpersonal communication, conflict management, and problem solving. It defines leadership as the ability to influence others with or without authority. It also describes five conflict handling modes: avoiding, accommodating, competing, collaborating, and compromising. Additionally, it discusses brainstorming as a problem solving technique and defines leadership coaching as a collaborative relationship between a leader and coach.
- A life coach helps clients make significant positive changes in their lives by helping them reach goals, manage life changes, or change their life path completely.
- Life coaching originated from sports coaching and was established as a profession in the 1980s, seeing growth between 1990-2004. There is increasing demand for life coaching to help with stress, anxiety, habits, relationships, productivity and focusing career goals.
- A life coach works with clients through sessions to help them build feasible life plans and inspire them to achieve their goals, providing support and encouragement.
This document provides an overview of coaching and management development. It begins with introductions and ground rules for the training. It then discusses definitions of coaching, the origins of the term, and different types of coaching. A review of the coaching literature covers a brief history, purposes, and recent areas of focus. Factors that influence coaching include the state of coaching, reasons organizations use it, external influences, and hindrances. The document also discusses adopting best practices, an international perspective on coaching, and forecasts how coaching may evolve in the future. It emphasizes that coaching success depends on factors like culture, attitudes, and coach qualifications.
The document discusses coaching and defines it as an ongoing partnership that helps clients achieve fulfilling personal and professional goals. It outlines the International Coach Federation's competency model for coaching, which includes establishing trust, active listening, asking powerful questions, and designing actions and goals to effect change. The document notes that coaching aims to develop long-term excellent performance, self-correction, and self-generation. It contrasts this to a model where clients are rewarded without effort or self-driven improvement. Finally, it outlines the coaching process of establishing the relationship and commitment, observing openings for change, and engaging in ongoing coaching conversations.
Is your organization prepared for your leadership readiness gaps? According to Forbes Magazine, (11/17), only 25% of organizations have leaders ready to meet tomorrow’s business challenges.
There are 7 strategic decisions HR can make to properly build and deploy an effective leadership development program.
HR has a unique opportunity to engage as an important strategic partner for the business by insisting on a more formalized approach to leadership development. And, there's programs that work and programs that don't!
At the end of this webinar, participants will identify:
- The 7 Strategic Decisions to Walk Through for an Effective Leadership Readiness Program
- How to Build and Make the Case for Leadership Development within your Organization
- How to Design your Approach - including how to select participants and what components will be the best fit for your organizational goals
- Key Methods for Tracking Results and Measuring the ROI
This document summarizes Anurag Kanoongo's journey of self-discovery over the past 11 months as part of SOIL. It describes how he has realized new abilities and perspectives about himself. He recognizes the importance of applying concepts in his daily work, building good reading habits, and enhancing assertiveness. Key learnings included appreciative inquiry, overcoming mental models, and using resilience and classes to further his self-leadership. The document reflects on Anurag's purpose in life and how to make progress towards it.
1. According to a study, leaders learned more about leadership from real work and life experiences than from formal leadership programs like MBAs, which helped them become more technically competent but did little to teach fundamental lessons or how to learn from experiences.
2. An experience-based approach to leadership development knits together on-the-job experience, life experience, and specific skill development, rather than a smorgasbord of unrelated classes.
3. This experience-based method can be adapted to people at all career stages and an organization's changing needs in complex environments.
GROW is one of the effective coaching models which is used for coaching high performance team or individual in earlier days, now it is been used by Corporate and business coaching.
This document discusses the GROW model for coaching and the types of questions coaches should ask. It explains that there are two types of questions: problem-focused and solution-focused. Solution-focused questions are generally more useful for coaching. The GROW model involves asking questions related to goals, current realities, options for moving forward, and establishing a plan of action. Example questions for each element of the GROW model are provided. The document concludes by providing contact information for the certified coach and trainer, Sirirat Siriwan.
Coach Approach to Leadership - Conversations for SuccessRay Lamb
Defining coaching for leaders, and a guide to coaching conversations for successful leadership using a 'coach approach' what, why and how of coaching for leaders
A study was conducted to determine the return on investment (ROI) of an executive coaching program for 43 leadership participants at a Fortune 500 company. The coaching program produced significant benefits:
1) It generated a 529% ROI from increased productivity and a 788% ROI when including employee retention benefits.
2) Coaching improved business measures like productivity, employee satisfaction, and customer satisfaction.
3) 77% of participants reported coaching had significant impact on business measures and 60% identified specific financial benefits from coaching.
How to plan & organize team building efficientlycarlosbarriosc
A short presentation on planning a TB action step by step, taking into account all elements efficiently in order to get the optimal output. This action can be a part of an annual training plan or just be implemented as part of a more improvised solution to cope with training needs in a whole company, or in a certain department, etc.
The document outlines 7 ways to improve coaching ROI and maximize the impact of coaching programs. It recommends: 1) preparing coachees' mindsets before programs begin, 2) securing senior management support and defining their roles, 3) prioritizing goals and measuring success, 4) selecting optimal target groups and individuals, 5) using competency models to guide outcomes, 6) tying progress to performance management, and 7) establishing progress review schedules. The document provides additional details on each recommendation and suggests assessing an organization's coaching system readiness through a short survey.
The document discusses leadership and provides insights from various leaders. It argues that genuine leadership has little to do with position and instead involves taking a stand for needed change. It distinguishes between transactional leadership, which focuses on daily goals and incremental change, and transformational leadership, which alters the course of history by raising aspirations. True leadership requires developing an inspiring vision and values, recognizing opportunities to make a difference, and daring to take action. The document outlines 10 elements of a leader's DNA, including being an iconoclast, having empathy, communicating an impossible future, being a game changer, and driving results. It argues that leadership skills can be learned through specific behaviors.
Are you giving a below par performance in your working organization or in your own business? If yes, then hiring an Executive coach will never be worthless. They will help you step by step in becoming a strong leader and to regain the confidence you have lost long before. But how will you choose the right Executive coach and how helpful they will be in the process of achieving your desired goal? Go through the slide to know the details.
return on investment in executive coachingguest3307d2
This document discusses return on investment (ROI) in executive coaching. It provides international findings showing that executive coaching delivers an average ROI of 5.7 times the initial investment. Two local case studies are presented, one involving executive team coaching that achieved a 750% ROI, and one involving one-on-one executive coaching of a CEO that achieved an 800% ROI. Five practical ways to deliver a 500% ROI from an executive coaching program are outlined. Executive coaching has been shown to be most beneficial in areas like reducing isolation, facilitating feedback and growth, supporting personnel through change, increasing managerial effectiveness, and increasing productivity.
Executive coaching has become a widely used leadership development technique over the past decade. However, it remains underutilized in many organizations due to a lack of empirical research demonstrating its effectiveness. The authors conducted research to quantify the business outcomes and return on investment of executive coaching. They interviewed 100 executives who had completed coaching programs, as well as supervisors and HR representatives. The executives described behavioral changes, tangible business benefits, and estimated monetary value. Their estimates were adjusted to isolate the impact specifically from coaching. The results showed that executive coaching positively impacted behaviors, business outcomes, and provided an average return of over four times the cost of the coaching program.
This document discusses calculating return on investment (ROI) for training programs. It provides formulas for calculating the benefit-cost ratio and ROI. An example is given for calculating ROI on a mentoring program by looking at benefits to mentees, mentors, and the organization in terms of skills, knowledge, expertise, retention, talent attraction, and cost savings.
POSITIVE COACH is an executive coaching firm, global coaching program management and contract coach staffing company providing scalable executive coaching, enterprise training and coaching program solutions. Unlike most large coach providers, Positive Coach offers a competitively priced, highly affordable suite of programs.
Guaranteed high quality teams of experienced coaches are hand picked, trained, matched with clients, and supervised in response to corporate needs for greater accountability
Implementing an intensive 90-day coaching program helped improve business performance at an Indian life insurance company facing stiff competition. The program paired external insurance coaches with branch managers to provide personalized, experiential learning opportunities focused on skills for recruitment, sales, and performance reviews. Coaches worked one-on-one with managers, observing them in the field and providing feedback as managers practiced and applied their new skills with customers. This led managers to deeply embed the coaching mindset in their work. The intervention successfully increased agent activity by over 50% and saw remarkable improvements in sales productivity, recruitment, and management behaviors, significantly boosting business results.
Coaching is a tool used by organizations to help individuals enhance their performance and reach their full potential. It is a confidential, one-on-one process where a qualified coach helps the individual identify barriers and solutions. Coaching benefits both individuals and organizations by improving skills, motivation, succession planning and overall performance. For coaching to be successful, organizations must provide proper training and support for coaches, integrate coaching into performance reviews, and foster a culture where coaching is valued.
Coaching in the workplace can address stress, improve confidence and self-esteem, promote work-life balance, and help managers work towards common goals. Studies show coaching leads to a more satisfied and productive workforce, which benefits the company. Coaching is more effective than traditional command-and-control management and uses techniques like "The Coaching Circle" model. Research finds coaching delivers a strong return on investment, with one study showing a 529% ROI, through improved employee performance, retention, relationships, and job satisfaction.
CERTIFIED CORPORATE COACH PROGRAM DIRANCANG UNTUK
• Perusahaan atau organisasi yang ingin merancang dan menjalankan program coaching di perusahaan.
• Para pemimpin, manajer, profesional pengembangan SDM yang ingin meningkatkan keterampilan dan kompetensi coaching mereka secara mendasar untuk meningkatkan potensi maupun retensi karyawan dalam organisasi mereka maupun untuk melatih manajer lain dan berbagi keahlian coaching mereka
• Pengembangan kepemimpinan dalam perusahaan dan organisasi dengan pendekatan coaching.
• Internal dan eksternal coach yang akan mendaftarkan diri menjadi member ICF (Intenational Coach Federation) dan melanjutkan ke ICF Credential ACC.
• Para profesional pengembangan organisasi, Konsultan, Coach, Konselor, Akademisi yang ingin menggunakan keterampilan coaching dalam aplikasi profesinya di perusahaan atau organisasi
• Kepada siapa saja yang ingin mendapatkan keuntungan dari ketrampilan dalam praktek aplikasi teknik coaching di perusahaan dan organisasi.
Peserta akan melalui proses belajar dalam 3 tahap yang membuat peserta langsung dapat mengaplikasikan ketrampilan dan kompetensi professional Coach dalam pekerjaan dan kehidupannya
Program berbasiskan ICF Kompetensi, peserta yang telah mengikuti program ini dapat mendaftar sebagai ICF member dan melanjutkan ICF credential ACC dan bergabung dengan komunitas Professional coach global.
Program ini dibawakan para senior professional Coach - ICF Certified Coach dan ICF Mentor Coach Registry yang berpengalaman dalam mengembangkan profesi Coach dan telah membantu banyak perusahaan menjalankan Coaching program.
Peserta akan dilatih dan didampingi dalam proses belajar dan praktek di perusahaan ataupun organisasi
Bergabung dengan alumni dan komunitas professional coach di berbagai industri.
Peserta akan langsung merasakan manfaat coaching pada dirinya melalui praktek dan sesi coaching selama program.
Your organization's greatest assets are the human capital. Are you investing in them wisely?
An insurance company I conducted sales leadership training for saw new sales go up by 20% as a result of the training.
Another company I conducted employee motivation training for, saw absences and “call in sicks” reduce by a whopping 37.67%.
Do you want to supercharge your organization’s performance?
Do you feel like there’s more that your business could be accomplishing?
Are you ready to take your employees or members to another level?
Looking for a keynote speaker at your next event?
I offer customized lectures, seminars and workshops for small, medium and large organizations with the desire of equipping their employees with the skills and knowledge they need for increased productivity and results.
Some popular courses I offer are:
Overcoming Obstacles & Challenges
Customer Service
Leadership & Influence
Employee Motivation
Leading Innovation and Change
Digital Marketing Basics
Workplace Stress Management
Effective Communications
Building Passionate Teams
Performance Management
Business Ethics
Business Writing
Emotional Intelligence
Consultative Selling
Strategic Planning
Facilitation Skills
Coaching & Mentoring
Corporate leadership training is a vital component for businesses aiming to cultivate a robust and dynamic leadership team. In today's competitive business environment, effective leadership is more critical than ever.
What you must know about training & how to measure its effectivenessSCS universal
this presentation is talk about to know all about training, how to give training, what be taken care how the training will be given. Training different methods. How to monitor training effectiveness. How to prepare training feedback forms etc.
Coach Effect, Inc. is a leadership and organizational effectiveness firm that provides coaching, consulting, training, and public speaking services to small and medium sized organizations. They help business owners and senior managers address common issues faced by managers such as navigating organizational politics, managing time effectively, and balancing oversight and delegation. Coach Effect offers executive coaching, career coaching, peer group coaching, organizational assessments and design consulting, and training programs. Their goal is to improve workplaces by refining managers' skills, behaviors, and awareness so they can provide practical solutions to clients' tough issues.
Strengthen Your Human Capital Investment with Staff Developmentjscher
The document discusses the importance of training and developing employees at all levels, from new hires to experienced staff, in order to gain a competitive advantage and maximize performance. It provides recommendations for establishing effective training programs, including assessing skills, setting objectives, selecting trainers, and evaluating programs. The author advocates for ongoing training and coaching to retain top talent, maintain skills, and promote continued growth.
Strengthen Your Human Capital Investment with Staff DevelopmentPeak Focus
The document discusses the importance of training and developing employees at all levels, from new hires to experienced staff, in order to gain a competitive advantage and maximize performance. It provides recommendations for establishing effective training programs, including assessing skills, setting objectives, selecting trainers, and evaluating programs. Regular training is emphasized as a way to retain top talent, improve productivity and efficiency, and help the business adapt to changes.
Coaching efficacy: Do coaches deliver what they promise?
People who coach human performance in workplaces operate in a wide variety of ways, with relatively little evaluation reported. The perceptions of a sample of coaches and their clients are reported – before, during and after coaching. Examples are given of the concerns clients have on promises made and processes used. The concerns of inadequate processes of planning, evaluation and monitoring are explored. The apparent strength of these processes in psychological approaches to coaching is compared with benefits expected or achieved. The lack of clarity of roles, goals and ways of working reduces funder confidence and work opportunities. Making explicit agreements with clients about goals, standards expected and results achieved appear to encourage client and coach to more rapid achievement of goals—more and less effective examples of each are examined.
The document discusses how coaching employees is more effective than annual performance reviews. It outlines five key elements of successful coaching: job fit, motivation, chemistry with the manager, chemistry with the team, and leadership ability. The document advocates transitioning from annual performance evaluations to ongoing coaching through open communication and understanding employees' strengths and development areas.
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 ResultsExecutive 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 2004Coaching 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 ResultsThe Qualified Coach : An ICF certified coachCertification 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 ResultsJohn 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 ResultsExecutive 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 ResultsExecutive Coaching in Client Company: OpportunityImplementation 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 ResultsExecutive and Management coaching inClient Company : PotentialAssist 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 ResultsDistrict and Team Coaching: PotentialQuarterly 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 ResultsIndividual Sales Representative Coaching: PotentialWeekly 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.