Presented by: Pankaj Gautam Renu Sharma

Corporate Executives
In reality, most leaders are average
20% are superior 60% are solid leaders 20% are incompetent leaders

Executive Coaching Defined

Executive Coaching is an experiential and individualized leader development process that builds a leaders capability to achieve short-and long- term organizational goals. It is conducted through one-on-one interactions, driven by data from multiple perspectives, and based on mutual trust and respect. The executive, the coach and the organization work in partnership to achieve maximum impact.
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Uses of Executive Coaching

70% leadership development
64% skill or style development

40% retain top talent

Situations for Executive Coaching

Transition to new role.
Helping a valued executive with a specific performance problem to make necessary, often difficult, behavior changes. Fast-track High Potentials with a focus on leadership skills. A confidant, sounding board, or devils advocate is needed.

Executive Coaching Is Different

The overriding purpose is to enhance the individuals contribution to organizational performance.
System perspective. Always involves a partnership between executive, coach, and organization. Individual goals of the engagement link back and are subordinated to strategic organizational objectives.
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Far-Ranging Impact
Participating executive
Organization

Financial bottom line

Far-Ranging Impact
Coaching translates into doing. Doing impacts the business. The impact can be quantified (ROI).
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What is the role of Executive Coaching?

Focus on leadership behaviors and style
Improve the effectiveness of a leader: Primarily within the context of the firm Secondarily within personal relationships Executive coaching is is not: Therapy Counseling

Executive Coaching Program Types

Changeoriented: Emphasize supplementing and refocusing skills Executive is at a crossroads Growth-oriented: Emphasize accelerating the learning curve Executive is high-potential or recently promoted

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Measuring the Impact

1.

Reaction to program

4. Business results

Opinions about it Planned next steps

Tangible intangible

2. Learning

5. Return on investment

Competencies acquired Expected and achieved

Monetary value of results Cost of the initiative

3. Behavioral change

Doing things differently

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Reaction to Program

It was great working with someone who was very savvy and had experience around senior people. This has been the greatest gift the company ever gave meWhen this started, my new boss was ready to fire me. Now hes promoted me. 86 percent of participants and 74 percent of stakeholders indicated that they were very satisfied or extremely satisfied with the coaching process.
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Learning

Executive coaching content focus

Leadership skills
Management skills Fostering personal growth Business agility and technical or functional credibility Interpersonal skills

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Behavioral Change

What are you doing differently that you may otherwise not have done without the coaching?

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Business Results

Tangible/Intangible Results
We invested about $10 million in a venture that was not making progressI began managing this initiativeI convinced our management to put another $3 million into this project and its now successful I developed closer relationships with my boss, direct reports, and peersmy network blossomed. I didnt understand the process of valuing relationships; now I do.

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ROI

Measuring return on investment

Purely economic Numeric outcome that flows from coaching engagement Spent x dollars and received x+y dollar value
Non-financial results Behavior changes easy to measure if well-defined Competency development easy to measure (if competency model in place)

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ROI

Measuring return on investment

Value is in the eye of the beholder Looking for value creation implicitly or explicitly Cost focus signals lack of understanding
ROI metrics must relate to perceived value Specific to each organization Strategic, not remedial

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DOES COACHING ALWAYS WORK?

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The Answer is No When:

A wrong hiring decision has been made
The candidate is not convinced that opportunities to

improve exist The candidate does not really want to be in a leadership role There is poor chemistry between candidate and coach

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HOW DO WE MAXIMIZE THE IMPACT OF

EXECUTIVE COACHING?

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Understand the Key Factors

DETRACTING ENHANCING

Participant Commitment

Organizational Support
Communication Issues Participant Availability

Coach/Participant

Relationship Quality of Feedback Quality of Assessment Participant Commitment Managers Support

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Plan for a successful engagement

1.

Select coaches with care

Participant/coach matching is critical

2.

Provide strong organizational support

Participants manager is the key Communicate program in a positive manner

3.

Measure and communicate the impact

Removes barriers Increases acceptance and desirability

4.

Make coaching more widely available

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THANK YOU

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