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Subba Iyer

Executive coaching approach

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Contents

• Where does executive coaching fit in transformation?

• Areas where executive coaching makes an impact

• The coaching purpose

• Our coaching approach

• Credentials

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Coaching overlaps skills and behavior

Managing Teaching/Training

MentoringCoaching

Counseling

Therapy

Meditation

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.

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Behavioral shifts unleash potential

Realized through:•Behavioral shifts•New experience•New realizations

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

A proactive endeavor produces amazing results!

Competency

Potential

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Behavioral shifts create achievers

Enhancing skills dev through training

Building new perspectives through coaching

High achievers

Right skills Great behavior = High performance

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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

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Coaching domain

Potential to Performance

•Skill and competency building

•Performance management

•On-the-job training and mentoring

Learning how to learn together

•Designing learning processes and experiences

•Developing a learning culture

•Designing knowledge sharing processes and systems

•Building learning communities

Building shared vision and commitment

•Building trust•Developing personal vision and values of people and aligning it with the organizational vision and values

Assessment and development plans

•Holistic assessment of capacity, values, vision, current reality, habits, etc.

•Preparing long term development plans

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Organization coaching approach:

ContextAdaptationIntegration

DriversGoalsPace

IdentityRoleTriggers

OrganizationalGrowth norms

Organizational Values

Consequences

Costs

Benefits

ImplementationStrategies And actions

Single loop learningLearning in action

Double loop learningLearning in action based on organizational norms

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

Holistic, sustainable, integrated and a blended approach

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Multiple loops facilitate discovery

Discoverpotential

Thinking ActionsOutcomes(desired

V/s actual

Breakthroughperformance

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?

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The coaching engagement process

To set up the mechanism for sustained change

Determine the owners for organizational change

Handing over open issues

Develop high level transition plan

Determine next steps

Objectives

Key Action Steps

Handover to the appropriate sponsors

To institutionalize the change with specifics

Monitor commitments

Determine further triggers

Monitor organizational changes

Discuss on-going transitions

Develop action for change

To implement the coaching model in accordance to the implementation map

Identify current behavioral context

Establish behavioral norms

Determine performance parameters

Identify gaps Get agreement to

change

Coaching agreement and

implement

To understand the organization and individual context and identify triggers

Identify orgn- Expectations- Challenges

Identify dynamics Identify triggers Evaluate the

direction of coaching intervention

Build the impl roadmap

Conduct diagnosis

To understand the coaching context, expectations and set the agenda

Identify and determine the level of intensity change drivers

Determine coaching intervention

Draw out the entire roadmap and project plan

Perform coaching kick off session

TOOLS …

Cause and action Organizational

change

Competency profiling,

Gap analysis

Appreciate enquiry Issue analysis, Project plan

Open issues Closure document

Deliverables Recommend

specific changes Organizational

changes

Progress update Agreements with

sponsors

Diagnosis briefing Implementation

roadmap

Project plan Communication Internal alignment

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From my blog..

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Preliminary hypothesis on RIM:

Less optimalperformance

Expectation mismatch

Behavioral norm setting

Clearing mental models

FUD, stress, political factors

Others (need discovery)

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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.

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Our proposition and experience:

Systematicapproach

Ethics andprofessionalism

Bias for

Action

Deepdiagnosis

Successfulengagement

Partial recent list of engagements

Transition management into new roles in the context of a major restructuring. Bringing the changed focus, behavioral shifts and performance alignment for a major Bank.

Building trust process, alignment of initiatives, shaping performance parameters, facilitating the shared responsibility in view of a large IT outsourcing transition.

Behavioral shifts, coaching sales people to adopt a consultative sales approach to a IT solutions vendor.

Team cohesion, new strategic approaches and change mechanisms to get higher wallet share for a large IT outsourcing firm.

Executive coach to the CIO/IT management to bring about Business - IT alignment for a telco.

Rescued 2 failing projects by coaching the project team and removing organizational barriers