COACHING & MENTORING TO $MPACT YOUR BOTTOM L$NE

COACHING IS…

Retention tool:

Misfits self-select Identify Hidden Gems

Business sustainability strategy

Confidential relationship of trust

Questions, assessments, & tools for professional

development & behavioral responses for

effectiveness

A professional development technique

Fast Company reports that

43% of CEOs and 71% of Senior Executives say they’ve

worked with a coach. ---------------

92% of leaders being

coached say they plan to use

a coach again.

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Generational harmony

People development for company’s competitive advantage

Profitability

Peak functioning teams communicating in synchrony

Hiring tool: Anti-coaching sentiment candidates identified in advance

Coaching environment culture

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WHY?

SETTING UP A SUCCESSFUL COACHING RELATIONSHIP

Chemistry & Rapport

Employer Expectations – requested, mandated

Session preferences: FTF, phone, Skype, Email, Time

Advance Profile:• Values• Vision for Outcome• Challenges/Barriers• Previously attempted solutions• Strengths/Weaknesses• Success looks like? What would be different as a result?• Actions willing to take• Sacrifices willing to make• Who is affected by choices/decisions?• Who must be in concurrence with these changes/sacrifices?• Other insights © The Leaders’ Haven. All Rights Reserved.

COACHING SESSIONS

Check-in

Focus Session/Outline of

Issue

Definition of Success

80% Coachee/20% Coach

What & How/Present to

Future Not Why/Past

Recap

Agreement

Accountability

Coach’s summary

STAYING IN INQUIRY…..

1. What are you bringing into the session that you want to share before we focus on a topic today?

2. How are you feeling today?

3. What do we need to discuss from your homework before we move into today’s topic?

4. What topic would you like us to focus on today?

5. What outcome would you like to achieve by the end of this session?

1. Given the topic you selected and where you were prior to this session, have you made the progress you desired today?

2. If yes, what do you attribute that progress to? Where was your breakthrough?

3. Can you identify anything that will keep you from taking the desired actions you outlined between now and our next session?

4. What will you do to ensure your success?

5. Who will hold you accountable to taking those steps?

6. Do you see a natural follow-up to this session that we should be thinking about in the interim?

OPEN WITH: CLOSE WITH:

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SESSION QUESTIONS….1. What have you tried? What are the results from what you have tried?

2. On a scale of 1-5, how satisfied are you with the results? What do you think you can do to improve the results?

3. Are there other strategies you might employ that might bring a more satisfactory result?

4. What would be your ideal outcome?

5. What are the barriers that are blocking you from achieving that outcome? What steps could you take that would begin to remove those barriers?

6. What is preventing you from taking that step?

7. How do you feel about the place you are in right now? Project yourself having accomplished this change. How do you feel at that point?

8. What must you give up in order to achieve this outcome? What are the benefits of making that/those sacrifices?

9. Who can support you in working towards these goals? What resources can you pool in order to make progress in this area?

10. Who in your life can you share this with who will help hold you accountable on progress towards this outcome?

11. What habits would you like to establish around this in order to imbed this new approach in your life?

12. What are you willing to do in the next week –even a small change that would be a positive step forward? What expectations do you need to let go of in order to move towards a new outcome?

13. If you never move towards this outcome, how will you feel about that? Are you willing to stay in that space?

LEADERSHIP PAVES THE WAY……

Encourage the Company Owner to participate in CEO coaching to experience the benefits and subsequently dedicate the financial and time resources to their teams:

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1. Hire an executive/professional coach

2. Vistage International:

www.vistage.com3. C12:

www.C12group.com

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USE OF THIRD PARTY COACHES

Confidentiality and trust is easily

built and maintained

between Coach and Coachee

Confusion regarding coaching and performance

evaluations is eliminated

Time commitment to coaching by

executives, crew leaders, supervisors

is eliminated

Qualified coaches are certified

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TRAIN LEADERS TO BECOME INTERNAL CERTIFIED COACHES:

Enhanced leadership

skill set

Internal competency of all executives allows

company to interconnect goals

of organization with developing

professionals

External investment by

company to train leaders as coaches comes to

an end

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CREATING A SUCCESSFUL COACHING PROGRAM

REQUIRED OF THE

COMPANY:Time

Resources

Commitment

Example by leadership

Type of co. & employee coaching needed:•Executive/professional coaching•Career coaching•Life coaching•Health coaching•Spiritual coaching•Business coaching•Sales coaching

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WHAT TO LOOK FOR IN A THIRD PARTY COACH

Experience

Certifications

Chemistry

Recommendations

•Behavioral Coaching Institute

•World Coach Institute• ICF

•Professional/Client List• LinkedIn•Websites

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COMPANY & PROFESSIONALSUSTAINABILITY INVESTMENT

Helping misfits to self-select

Aligning employees’ professional visions with

the company’s

Finding the hidden gems

Maximizing expectations of younger generations

Increasing the

company’s productivity/profitability

Employee retention

If you take care of your people, you have much better shot at increasing profitability.© The Leaders’ Haven™. All Rights Reserved.

RESOURCES: TCI EXPO HAND-OUT

§ The Executive Coaching Handbook: www.instituteofcoaching.org/images/pdfs/ExecutiveCoachingHandbook.pdf

§ The Coaching Tools Company: www.thecoachingtoolscompany.com/free_coaching_tools

§ Please Mind the Gap: www.theexecutivecoachingblog.com/wp-content/uploads/2012/05/Please-Mind-the-Gap.pdf

§ Behavioral Coaching Institute (BCI): www.behavioral-coaching-institute.com

§ International Coach Federation (ICF): www.coachfederation.org

§ International Association of Coaching (IAC): www.certifiedcoach.org

§ World Coach Institute (WCI): www.worldcoachinstitute.com

§ Vistage International: www.vistage.com

§ C12: www.C12group.com

§ Big Five: www.centacs.com/who-we-are/personality-testing

§ Culture Index: www.cindexinc.com

§ Disc: www.discpersonalitytest.com

§ Keirsey: http://keirsey.com

§ Myers Briggs: www.myersbriggs.org

RESOURCES

§ TCI EXPO Session Hand-outs

§ Coaching Investments in the Workforce: Sustainability Strategy & Competitive Advantage: TCI Magazine Article, October 2013 edition

§ www.TheLeadersHaven.com: monthly blogs on leadership, coaching, etc.

§ @TheLeadersHaven: tweets on coaching, leadership articles, etc.

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COMING SOON AT WWW.THELEADERSHAVEN.COM......

Cynthia Mills, FASAE, CAE, CMC, CPC, CCRC Founder,President&CEO

704-604-3005

CynthiaMills@TheLeadersHaven.com@TheLeadersHaven

www.TheLeadersHaven.com

Strategic, Business, & Board Consultant Leadership Catalyst & Executive Coach

Facilitator, Speaker & Author

BESTSE

LLER

2018 August2018

™