COACHING FOR ALIGNMENT

COACHING FOR ALIGNMENT

is a source of competitive advantage for the organisation” Hopkins et al. (2005: 2-3)

It influences an organisation’s business conduct in the sense that it drives

behaviour towards customers, both internally and externally

Corporate culture

Companies gain STRENGTH and PROSPERITY when their employees have upheld “shared values” Deal and Kennedy’s (1982: 22)

Values become shared when reinforced, especially by the managers of the organisation

Pennington (2006) makes a compelling case for leaders to choose an organisational culture which engages all stakeholders in the company’s mission.

Resulting benefits revolve around effective partnerships and teams, and a focus on what is

good and not what comes easy.

need recognition, and when made to feel good, tend to repeat this behaviour, thus reinforcing the resulting culture.

lead to a preferred way of doing and being which ultimately results in a definite culture.

Shared values

Corporate experience taught me……

recognises and reinforces certain behaviours in similar ways to conditioning.

A strong culture

Shared values facilitate a process whereby individuals feel they can contribute to the vision of the organisation. Bellingham (2001: 18)

Values inform strategy

and establish purpose.

The translation of VALUES into

behaviour

It describes a value as “a code of behaviour, belief, or

material element that you intrinsically adopt or hold important”

and suggests that it makes leadership sense to agree a set of behaviours which result in capturing of team energy

because of the human tendency to value what people need and believe in. XenerGie.

Values of an OrganisationDeal and Kennedy (1982: 21)

“the essence of a company’s philosophy for achieving success, is

providing a common sense of direction for all employees and guidelines for their day-to-day behaviour”.

there has to be agreement by all leaders in the organisation as to the behaviours which would underpin the chosen core values, if they are to be expected to support these openly and willingly.

Change in behaviour, rather than a change in thinking, as the priority

Tony Manning

Research showed

It’s about who you are, the values that that you pass on to the next level of leaders/managers to ensure alignment in behaviour

It’s about who you are, the values that you endorse as a leader, and

the embodiment of those values that you pass on to the next level of managers to ensure alignment in behaviour.

Aligning sub-cultures and their values

Hopkins et al. (2005)

integrate the cultures of six different business units to achieve alignment

Significant Personal Learning

Phenomenology appropriate Culture does facilitate strategyContinuous reminders of role ensures focusContracting facilitates direction and resultsCoaching in one’s mother tongue - preferable

Significant learning – Other coaches

The value of a combined group/individual coaching approach

A process for reaching agreement within a group of leaders re their preferred organisational culture

The importance of contractingRoles/Responsibilities/Confidentiality

The value of financial and other support

TEAM COACHINGTEAM FACILITATION

TEAM FACILITATION VERSUS TEAM COACHING

Why team coaching followed by Individual coaching?

Transformation

ORGANIZATION TRANSFORMATION

because people are best able to change when they receive positive reinforcement from the primary institutions in their lives: their families, schools and work-lives.

PERSONAL TRANSFORMATION

Values are priorities that tell you how to spend your time,

right here, right now. Pavlina (2007: 1)

“the main benefit of knowing your values is that you gain tremendous clarity and focus”, and this facilitates

consistency in decision making and commitment to action.

Personal experience …

“discovery and reflection upon personal values” is best achieved through a trusting

one-on-one relationship, since values represent a person’s innermost being, forming the basis of all beliefs and directing the individual’s behaviour.

The Thinking Environment as “a way life and work and love and everything human was meant to me” Kline’s

(1999: 19)