Building Leaders The Coaching Way

BUILDING LEADERS THE

COACHING WAY

Brought to you by

People Coaching Works Sdn Bhd

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IS P

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The History of People Coaching Works SB [PCW]

The Guiding Principles of PCW

The Performance of PCW

The Offerings of PCW

The Key Success Factors of PCW

The USP of PCW

What Others Felt About PCW

Service Offerings

TH

E

HIS

TO

RYFormerly known as MOBILETIVATION

“Mobile” + “Motivation”

Passion to develop leaders the coaching

way

CO

AC

H M

UR

PH

Y

TH

E

HIS

TO

RYFounded by

Coach

MurphyCMC (Aust), DMS (UK), Dip in Comp

Studies, (UK), HND in Bus Studies (UK),

ITP (USA), TTT(Mal), Cert in NLP (Aust),

MCEC, DMS

TH

E

HIS

TO

RY

Worked as

accountant,

principal consultant,

training director, MD/CEO

TH

E

HIS

TO

RYCore values

are

Mutual Respect

“Respect is a two-way street, if you want to get it, you’ve got to give it.”

TH

E

HIS

TO

RYCore values are

Excellence in

execution

Shifting from ‘Gonna Do It’ to ‘Done It!’

TH

E

HIS

TO

RYCore values are

Sincere intentions

“Saying = meaning; and meaning = action.”

TH

E

HIS

TO

RYCore values are

Harmony in

relationship

“Maintaining balance in fulfilling mutual expectations/roles and achieving

mutually desired goals.”

TH

E

HIS

TO

RY

my.linkedin.com/in/coachmurphy/

http://www.youtube.com/user/peoplecoachingworks

PEO

PLE C

OA

CH

ING

W

OR

KS

TH

E M

ISS

ION

To help organisations

achieve lasting results of

peak performance by

developing their leaders’

talents and capabilities

through the coaching way.

Lasting thru behavioural and

mindset change.

Talent & capabilities by

way of identifying strengths and the ‘right fit’.

Way means the best practices that

has been tested and proven to consistently produce the desired results.

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ISIO

N

To be the most effective

coaches in meeting our

clients’ leadership learning

and development needs by

walking their path, feel

what they feel and do what

it takes.

PA

ST E

XP

ER

IEN

CE / S

UC

CESS

S

TO

RIE

S

TH

E

OFFER

ING

• “Assessment-by-performance”

• Observation report

• ELSA intervention

• 360 Coaching

• CLEAR framework

• PACE & EPIC interventions

• Gamification

• Experience

• 6HELP intervention

• 70:20:10-oriented

• LearningLab

• L.E.A.R.N framework

Learning &

Development

Leadership Growth

Strengths Assessme

nt

Executive Coaching

KEY

SU

CC

ESS

FA

CTO

RS

CLARITY of

stated outcomeSMART

D I V E N

common WILLto

succeed

- Readiness to participate

- Learn & apply

- Ample support & encouragement

The Spirit of

PARTNERSHIP

The Joint Ownership of the Program

The Mind Set to

establish a Way-of-Life

UN

IQU

E S

ELLIN

G

PR

OP

OS

ITIO

N

Timeless

coaching

principles

Unique & diverse

coaching experience

Probed &

experimented

commonly used

coaching models

LEARN

Framework

& LearningLab

Enriched coaching

role plays as actual

practice

Developed coaching

mind set

• L

• E

A

R

N

The Spirit of

PARTNERSHIP

WH

AT O

TH

ER

S

FELT

“Murphy Lum’s leadership coaching ability has helped

individuals to strengthen their personal leadership skills so

they can play more constructive leadership roles in their

respective organisations. His relentless drive in grooming

leaders to acquire the right attitude and behavioural has

undoubtedly increased their performance and productivity.

I strongly recommend that organisations send their senior

management to be coached by Murphy Lum. He can coach

them on the right track to achieve their personal goal

whilst aligning to the company’s business objectives.

Whether you are one on one with him or with other 500

participants, you can be assured that Murphy will give you

the unwavering passion, energy and conviction.”

WH

AT O

TH

ER

S

FELT

“Murphy is a very dedicated trainer and coach

who provide good added value services to my management team for them to achieve great results. He is friendly and never hesitates to share ideas and give advices to people. We have learned so much from him and he has great understanding not only on business leadership needs but also the present market industry as a whole thus making his coaching relevant and effective. With his passionate attitude he is definitely determine to achieve goals with his business clients and partners. He is one of the rare talents that I find in SEA and I will not hesitate to introduce him and his coaching services to my business friends, all the

best to him.”

SER

VIC

E O

FFER

ING

S

ELSA Core Training

6HELP

Performance Appraisal

Peer Coaching Group

Work Projects

Experiential

Leadership

Strengths

Assessment

Key Focus Areas;

• Winning attributes

• Leader skill

development

• Leadership influence

development

• Behavioural coaching

Six

Horizons of

Emphatic

Leadership

Pathways

VA

LU

E P

RO

PO

SIT

ION

BIG

P

ICTU

RE

Generating Organisational Learning & Development Framework

ELS

A

Experiential Leadership

Strengths Assessment

Addresses key lack of the usual online assessment exercises;

Presence of pressure, uncertainties & ambiguities

Assesses observable behaviours tied to key leadership competencies

Can be company-specific or generic

ELS

A

Assessment carried out via 4 key activities

Financial Challenge

Production Challenge

Boardroom (Communication) Challenge 1

Boardroom (Communication) Challenge 2

Business Acumen Challenge

ELS

A

Participants

conduct self- and

peer-assessment

via a simplified

360o feedback

tool

End with Learning

Cluster – platform

for participants to

regroup and

support each

other to come up

with 1 – 3 “must-

take” action steps.

ELS

A

PA

CE

Personal Aptitude

Coaching Engagement

PA

CE

For Guaranteed and Measurable Leadership Growth

PA

CE

Well supported by a Premier global coaching network

Successful high potentials

Su

pp

ortin

g

GrowingLeadership behaviour effectiveness

Determined by selected

stakeholders

Imp

rovem

en

ts

Supported by

Proven and tested

process globally

PA

CE

Well supported by a Premier global coaching network

Sustain Success --> Leadership Growth Progress Reviews

Measurable growth Discipline to share Evidence of growth

Leading Change Involving StakeholdersCapturing Stakeholders’ Suggestions

Monthly action plan Execution on the job

Determine Leadership Growth AreasVia Assessments Via Interviews

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L.E.A.R.N

Framework

Unique Selling Proposition

Guided by the highly impactful LEARN

Model;

Lesson Sharing – participants are required to

complete the pre-work exercises before

attending the workshop as the Learning

Conversation is build upon the pre-work

exercises of every participant.

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Model;

Experiential Learning Activities (ELAs) –

when the work challenges of every participant is

clearly established, they partake in customised

ELAs to experience what worked and what didn’t

work.

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ININ

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Model;

Assimilation of Learning Experience –

the facilitator will regroup everyone to identify

learnable moments for themselves through

further Learning Conversations about the ELAs.

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Model;

Reflective Learning – This is a vital

component of the LEARN Model as it guides

participants to reflect upon what make sense

to them vis-à-vis the ELAs.

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Model;

Next-Step Action Plan – Lessons would

have been learnt uniquely by each participant

and steps are taken to address current work

challenges with the benefits of the lessons

learnt.

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Core Leadership Training Key Focus Areas

Winning Attributes required for the

leader to exert the required influence on

his/her team.

Leader Skill Development looks at

specific skillsets and tool-set to enable the

leader to carry out his/her role efficiently.

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Key Focus Areas

Leadership Influence Development

focuses on shaping mind-set over a longer

period of time with tested principles, eco-

system and culture.

Behavioural Coaching is employed to

shape the leaders’ behaviours and

attitudes.

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ININ

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6H

ELP

6 Horizontal Empirical

Leadership Pathway

Key Highlights of a Systemic Leadership Structure

Based on the work of Ram Charan, Stephen

Drotter & James Noel (The Leadership Pipeline

Model).

6H

ELP


Addresses the 70% of the 70:20:10 Learning

Model

6H

ELP


Project-based leadership development

strategy.

6H

ELP


Project objectives clearly pre-determined

to ensure development criteria has been

fulfilled.

6H

ELP


No or minimal “down-time” compared to

classroom training.

6H

ELP


Automatically builds leadership bench

strengths at every level of the

organisation.

6H

ELP

PLEA

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www.coachingworks.com.my

[email protected]