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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

Mentoring

Coaching

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:

Context

Adaptation

Integration

Drivers

Goals

Pace

Identity

Role

Triggers

Organizational

Growth norms

Organizational

Values

Consequences

Costs

Benefits

Implementation

Strategies

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

Discover

potentialThinking Actions

Outcomes

(desired

V/s actual

Breakthrough

performance

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 themechanism forsustained change

Determine theowners fororganizationalchange

Handing over openissues

Develop high leveltransition plan

Determine nextsteps

Objectives

Key Action Steps

Handover to theappropriate

sponsors

To institutionalizethe change withspecifics

Monitorcommitments

Determine furthertriggers

Monitororganizationalchanges

Discuss on-goingtransitions

Develop actionfor change

To implement thecoaching model inaccordance to theimplementation map

Identify currentbehavioral context

Establishbehavioral norms

Determineperformanceparameters

Identify gaps

Get agreement tochange

Coachingagreement and

implement

To understand theorganization andindividual contextand identify triggers

Identify orgn- Expectations- Challenges

Identify dynamics

Identify triggers

Evaluate thedirection ofcoachingintervention

Build the implroadmap

Conductdiagnosis

To understand thecoaching context,expectations and setthe agenda

Identify anddetermine the levelof intensity changedrivers

Determinecoachingintervention

Draw out the entireroadmap andproject plan

Performcoaching kick off

session

TOOLS …

Cause and action

Organizationalchange

Competencyprofiling,

Gap analysis

Appreciate enquiryIssue analysis,

Project plan

Open issues

Closure document

Deliverables

Recommendspecific changes

Organizationalchanges

Progress update

Agreements withsponsors

Diagnosis briefing

Implementationroadmap

Project plan

Communication

Internal alignment

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From my blog..

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Preliminary hypothesis on RIM:

Less optimal

performance

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:

Systematic

approach

Ethics andprofessionalism

Bias for

Action

Deep

diagnosis

+

+

+

= Successful

engagement

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