Leadership Coaching Framework

LEADERSHIP

COACHING

FRAMEWORK

Brought to you by

Building People the Coaching Way

February 8,

2010 LEADERSHIP COACHING FRAMEWORK

W w w w . c o a c h i n g w o r k s . c o m . m y

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All proposal information contain in this document is the sole property of PCW and therefore represents intellectual property and

copyright belonging to PCW. Proposal information shall be used only for the expected and agreed purpose(s) and shall not be used

for any other purpose or disclose to any third party under any circumstances whatsoever without permission from PCW.

February 8,



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LeadershipLeadershipLeadershipLeadershipCoachingFrameworkCoachingFrameworkCoachingFrameworkCoachingFramework

AS THE WORLD GETS FLATTER over time,

sustainable organisation success depends, to a certain extent,

on the ability of senior leaders in creating a practical balance

between vital organisation priorities and individual performance results.

From the business point of view, it is increasingly identified to be dictated by

behavioural elements. So, it is valid to claim that effective and efficient behavioiural

management is the only way where actions can be properly executed and desirec

outcomes are duly achieved.

Hence, increasing business performance is about leaders taking appropriate actions that

increase the desirable front line behaviour and decreasing unwanted ones at the same

time.

As such, LEADERSHIPLEADERSHIPLEADERSHIPLEADERSHIP COACHING FRAMEWORK COACHING FRAMEWORK COACHING FRAMEWORK COACHING FRAMEWORK is purposefully

designed and developed to support participating leaders with cutting edge, fast-track

development internalising approach to instill core values, desirable baheviours and

complementing competencies quickly. The observable outcomes include;

i) Work with appropriate behavioural assessment tools effectively.

ii) Appreciate the leader-coach process via accelerated coaching activities.

iii) Work with the ABCDEF coaching approach.

iv) Familiarise with personal roadblocks and blind spots to identify issue trends.

v) Recognise coaching red flags and how to prevent or overcome them.

vi) Make coaching work at work.

PREAMBLE

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Using advanced behavioural coaching techniques, POWER

Coaching SystemM triggers a shift in mindset and point to a

better and more productive way to lead a balanced life. It is a

self-reflection journey that elevates understanding in

themselves as well as in others, which in turn will bound to enhance working

relationships and individual performance results.

While the scope of coaching may differ, the essential components remain the same,

which is assessments, behavioural modelling, change considerations, dialogues,

exercises and feedbacks.

What makes a Good Coach? Complete dedication!

George Halas

People Coaching Work’s (PCW for short) corporate motto is

building people the coaching way. We recognise people are

not only a valuable asset to an organisation. It’s the most

productive asset! As such PCW has invested significant amount of resources to

extensively apply and learn the many coaching approaches available out there to

understand its strengths and weaknesses. Our aim is to consolidate the workable ones

and discard the rest.

Over the years, PCW’s efforts have paid off when the approach or methodology adopted

has produced tangible positive results for its clients. This approach or methodology has

since been known as the ABCDEFM Model and it looks like the diagram as illustrated

below. This model is the outcome of our consistent research and improvement on how to

execute coaching practice that produces tangible impact, starting from the initial

interaction with the participating leader and the organisation to the ultimate session.

APPROACH

THE

CONSTRUCT

February 8,


The explanation of each phase is as follows;

ACTUAL ISSUESACTUAL ISSUESACTUAL ISSUESACTUAL ISSUES – complete understanding and appreciation of the actual issues

will serve well throughout the coaching experience.

BEST SCENARIOBEST SCENARIOBEST SCENARIOBEST SCENARIO – by establishing the best scenario, participating leaders and the

coach can be aware of the gap they may be working with.

COCOCOCO----CREATE GOALSCREATE GOALSCREATE GOALSCREATE GOALS – what is not measured is not manageable. Hence,

measurements ought to be created at the outset of the coaching experience to provide

focus and direction. Specific goals are mutually created and agreed upon given the

timeframe of the coaching experience.

DEDICATED ACTIONSDEDICATED ACTIONSDEDICATED ACTIONSDEDICATED ACTIONS – one of the key reasons why coaching works better the

most development interventions is because of its highly customised actions to address

the participating leader’s areas of development only.

ACTUAL

ISSUESBEST

SCENARIO

CO-

CREATE

GOALS

DEDICATED

ACTIONS

ENSURE

PROGRESS

FOLLOW

UP WITH

FEEDBACK

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ENSURE PROGRESSENSURE PROGRESSENSURE PROGRESSENSURE PROGRESS – in the interest of the specific timeframe in which the

coaching experience has to complete, progress must be ensured at every step of the

way. In fact, this would be the key success factor of any coaching programs as without

measurable progress,...

FOLLOW UP WITH FEEDBACKFOLLOW UP WITH FEEDBACKFOLLOW UP WITH FEEDBACKFOLLOW UP WITH FEEDBACK – feedback allows the participating leader to

be aware of blind spots, subtle challenges, past behavioural patterns...

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Since coaching activities are widely regarded as a high impact

change intervention, the relevant tools play a significant part to

producing the desired results within the stipulated time. There are

a vast array of coaching tools avaiable in the market, ranging from

free to thousands of ringgit each. Although the value of the tools

per se are limited to its function, the ability to choose the right cocaching tools to suit the right

coaching moments can and will make the difference between coaching success and failure.

At People Coaching Works, we have adopted some coaching tools available in the market and

developed many of our own based on the feedback we actively sought from our past and existing

clients. To ensure we achieve progress at EVERY step of our ABCDEFM Coaching Model, we

assigned key coaching tools to each of the steps so that the right information are captured, the

right patterns are identified, leading to the right actions to take.

PCW always prioritise relevancy and effectiveness of all its learning & development programs. As such, it is proposed

here that the outline provided in this proposal is of a generic nature because our experience has always revealed that

new findings emerge as a result of the activities taken place during Phase One.

COACHING

TOOLS

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WHAT OTHERS HAVE SAID ABOUT MURPHY…

February 8,


Building People Performance The Coaching WayBuilding People Performance The Coaching WayBuilding People Performance The Coaching WayBuilding People Performance The Coaching Way | Murphy LUM

PEOPLE

COACHING

WORKS

SDN BHD

POWER ONE-TO-ONE

COACHING

: :: :: :: : PERFORMANCE PERFORMANCE PERFORMANCE PERFORMANCE OWNERSHIP WITH EFFECTIVE RESULTS OWNERSHIP WITH EFFECTIVE RESULTS OWNERSHIP WITH EFFECTIVE RESULTS OWNERSHIP WITH EFFECTIVE RESULTS

(POWER) COACHING(POWER) COACHING(POWER) COACHING(POWER) COACHING: :: :: :: :

Key Objective:- To precisely guide participating leaders from actual issues to best scenario, focusing on

co-creating goals and dedicated actions to take, to ensure progress is made with consistent feedback.

.

1) SCOPING CONVERSATION (tri-partite meeting)

a. Establish purpose for meeting

b. Set up the scope of coaching

c. Discover the ‘chemistry’ between the coach and the participating leader

d. Uncover various levels of coaching commitment in participating leader and

the organisation

e. Discuss the terms of engagement

2) FIRST SESSION - CONTRACTING

a. Confirm purpose of coaching with the participating leader

b. Agree on terms of engagement, ground rules and expectations

c. Clarify roles and responsibilities between the coach and the participating

leader

d. Agree on the level of trust and confidentiality

e. Submission of Coaching Session Report (CSR) to the sponsor

3) SECOND TO FIFTH SESSION – A2D DEVELOPMENT

a. Establish milestone for actual scenario to designing appropriate actions

b. Performance improvement check

c. Forward planning exercise

d. Submission of CSR to the sponsor

4) MID-WAY PROGRESS EVALUATION

a. Specialised activities to check on the direction of the progress

b. Celebrate small wins

c. Progress review with the sponsor

d. Adjustment to reflect evolving requirements

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5) SUXTH TO NINTH SESSION – A2D SUSTENANCE

a. Personal improvement check

b. Behavioural change check

c. Customised developmental activities for progress enhancement

d. Prepare hand-over or extension

e. Submission of CSR to the sponsor

6) TENTH SESSION

a. Review scope of coaching and mutually agreed goals

b. Hand-over or extension

c. Celebrate major wins

d. Submission of Coaching Experience by the participating leader

e. Submission of CSR to the sponsor

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PEOPLE

COACHING

WORKS

SDN BHD

GEARING UP TO HIGH

PERFORMANCE COACHING

SUCCESS

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: : : : : : : : GEARING UP TO HIGH PERFORMANCE COACHING SUCCESS GEARING UP TO HIGH PERFORMANCE COACHING SUCCESS GEARING UP TO HIGH PERFORMANCE COACHING SUCCESS GEARING UP TO HIGH PERFORMANCE COACHING SUCCESS : :: :: :: :

Key Outcome:- To gear up busy managers and executives with essential performance coaching skills so that

they can begin holding coaching sessions comfortably within their working environment.

1) LET’S GROW TOGETHER

� Goals - Individual learning objective(s) orientation

� Reality check – illuminating your strengths and weaknesses

� Options available to learn more effectively

� What’s Next?

2) EXPLORING THE WORLD OF COACHING

� Understanding the difference between coaching & mentoring

� Why coaching works

� When coaching fails

� Resistance to coaching

3) UNDERSTANDING YOU AS THE COACH*

� Typing your coaching style

� Understanding the distance model of value

� Types of managerial blind spots

� The manager as the coach

� What is transference & counter-transference?

4) APPRECIATING THE COACHING APPROACHES*

� The ABCD of successful coaching

� The importance of contracting

� Dealing with uncommitted coachee

� Embracing the coaching best practices

5) THE COACHING CORE COMPETENCIES OF EFFECTIVE COACHING*

� The ICF coaching core competencies

� Coaching on competencies

6) MAKING COACHING WORK IN YOUR ORGANISATION*

� Sustaining coaching environment

� Coaching participant selection criteria

� Benefits of introducing a coaching culture

� Crafting an individual practise plan

* 75 percent of this module involves unique experiential learning activities to maximise and prolong retention.

February 8,


PEOPLE

COACHING

WORKS

SDN BHD

UNLEASHING THE SELLING

POWER THRU SALES

COACHING

February 8,


: : : : : : : : UNLEASHING SELLING POWER THRU SALES COACHING (6 MONTHS) UNLEASHING SELLING POWER THRU SALES COACHING (6 MONTHS) UNLEASHING SELLING POWER THRU SALES COACHING (6 MONTHS) UNLEASHING SELLING POWER THRU SALES COACHING (6 MONTHS) : :: :: :: :

Key Outcome:- To gear up busy managers and executives with essential sales coaching skills so that they can

begin holding coaching sessions comfortably within their working environment.

1) UNDERSTANDING YOU IN THE SELLING PROCESS

� Understanding your purpose and values

� What ‘Sales Type’ are you?

� Understanding the importance of transference & counter-

transference

� Action Learning

2) THE ART OF SALES COACHING

� The ABCD of successful coaching

� The importance of contracting

� Dealing with uncommitted coachees

� Mastering coaching best practices

� Action Learning

3) THE HEART OF SALES COACHING

� Building relationship through effective coaching conversation

� The fundamentals of beliefs

� The competing commitment

� Action Learning

4) SALES COACHING CORE COMPETENCIES

� Setting the foundation

� Co-creating the relationship

� Communicating effectively

� Facilitating learning & results

� Action Learning

5) MAKING SALES COACHING WORK IN YOUR

ORGANISATION

� Sustaining coaching environment

� Coaching participant selection criteria

� Benefits of introducing a coaching culture

� Individual action plan

February 8,


FOUNDER,CHIEFEXECUTIVECOACH,MASTERTRAINERFOUNDER,CHIEFEXECUTIVECOACH,MASTERTRAINERFOUNDER,CHIEFEXECUTIVECOACH,MASTERTRAINERFOUNDER,CHIEFEXECUTIVECOACH,MASTERTRAINER––––MURPHYLUMMURPHYLUMMURPHYLUMMURPHYLUM

CMC(Aust), DMS (UK), ITP (USA), TTT (Mal) ACB, ALB

MR.MURPHY LUM’s lifelong mission is to continuously learn from life experiences, to

consistently create exciting learning activities & programs based on personal & borrowed

wisdom; and to perpetually share them with others through his coaching, mentoring,

consulting & counselling skills. & experiences.

For several years now, Murphy has made a positive impact to the employees of Dhiraagu

(Maldives), Nokia (M) Sdn Bhd, News Straits Times Press Bhd., Faber Group Bhd, IBM Malaysia Sdn. Bhd,

Ericsson Expertise Centre Sdn Bhd, Panasonic Sales (M) Sdn Bhd, Perodua Sdn Bhd, Naza Kia Sdn Bhd, Tamco

Corporate Holding Bhd, Bozell Worldwide Sdn. Bhd., Hualon Corporation Sdn Bhd, Renesas Semiconductor

(Malaysia) Sdn Bhd, Mandarin Travel & Tours Sdn. Bhd., AIA Co. Ltd. (Singapore), and Dennis Wee Realty

Pte. Ltd. (Singapore), in areas pertaining Professional sales & service mindset & attitude, sustaining peak

performance in all situations and coaching & mentoring excellence.

Murphy is also known to be a passionate life-long learner, explorer & practitioner by his peers and

clients. He graduated from many world-class institutions including Excellerated Business School’s

“Instructors’ Training Program”, “The Secrets of Successful Facilitation” Workshop and The New Zealand

Learning Convention and Toastmaster International. Murphy is continuously in search of world-class

courses to upgrade himself!

In April 2007, he earned another prestigious accolade as a Certified Master

Coach (Behavioural Change) awarded by the prestigious Behavioural Change Institute

of Sydney. He was personally coached & supervised by the co-founder of the Institute,

Dr. Suzanne Skiffington, who is recognized for many years as the world’s leading

authority and educator in behavioural-based, professional leadership coach!

Murphy has also contributed immensely to the community. He was a member of the Young

Entrepreneurs Association of Malaysia (PUMM); the Technopreneur Association of Malaysia (TeAM); the

National Business Director for the Junior Chamber Malaysia from 2001/2002; the 48th President for the

Kuala Lumpur Junior Chamber; the Vice President – Education of Sunway Toastmasters Club from

2005/2006, where he won of the VPE Award 2005/2006 for his outstanding and dedicated support to his

club as well as the winner of the International Speech contest at the areas level in March 2007. Murphy was

unanimously elected as the President of Sunway Toastmasters Club and led it to be the President’s

Distinguished Club by achieving every single growth KPI set by Toastmasters International, USA!

Career-wise, he started out as a cost accountant in a Tumasek Pewter Sdn Bhd in 1992, where

he created the costing system in that company. In 1994, his entrepreneurial spirit led him to become the

understudy of a top management consultant in this region. Being a quick learner, Murphy set up his practice

own consultancy practice, 4i Resources in 1996, focusing on business process and systems optimisation. In

1999, he was head hunted to be a principal consultant for Cybertouch Sdn Bhd, in charge of the logistics

and distribution industry. In 2003, he was headhunted again to be the Managing Director of Agiga

WorldCom Sdn Bhd, where he popularised the web template business. In 2004, he started his own

human potential development company known as Mobiletivation Sdn Bhd and changed its name to

People Coaching Works Sdn Bhd in 2005 to reflect its core competencies leadership coaching.

February 8,


This learning program outline contain herein is generic in nature. While the

structure of the program remains, the content may be customized based on

your organisation’s prevailing issues or challenges.

At People Coaching Works, we consistently strive to make learning programs work for our

clients, hence protecting their investments in learning activities. We look at learning programs

as a means to solve challenges, which is the end. By employing our highly effective business

issue diagnostic tool, we are able to help organisation identify the Key Learning &

Development Objective(s) that directly addresses the earlier discovered issues or challenges.

When those issues or challenges are properly recognised and the Key Learning & Development

Objective(s) are SMARTly formulated, the customisation and delivery of the relevant learning

program(s) will naturally generate the desired outcome(s).

To acquire deeper appreciation on how these comprehensive learning solutions can add value

to your organisational development activities, kindly contact us at;

Mr. Murphy LUM CMC (Aust), DMS (UK), ITP (USA), TTT (Mal), ACB, ALB

Chief Executive Coach/Master Trainer

People Coaching Works Sdn Bhd (formerly known as Mobiletivation Sdn Bhd)

Hotline:- +6016 244 8530

Email:- [email protected]

CONTACT

Leadership Coaching Framework

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