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Part 1: Group-Based Leadership DevelopmentPresented by: Ashley Beaudoin, Technical Specialist

Effective Company Leaders: Coaching and Communicating for Success Webinar

Agenda

• Communication in the workplace• Spark action in others

– Meeting personal and practical needs of others– Techniques for providing meaningful feedback– Be proactive with coaching techniques

• Benefits of group-based leadership training paths

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Have You Ever Been Told…

“Thanks for completing that customer request the other week. Now, I would like to have this new project be completed as soon as possible.” –your boss

Initial thoughts: -Did my boss really appreciate what I submitted the other week?-Is there clarity that I need in order to complete this new project?-What is his/her timeframe for as soon as possible?

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Ineffective Communication in the Workplace• Lack of purpose• Lack of focus • Lack of productivity• Decrease in credibility• Increase stress in the workplace• Dissatisfied clients

Ultimately: Miscommunication can cost an organization about $5,200 per employee

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Begin to Spark Action in Others

• Focus on meeting personal needs• Focus on meeting practical needs• Provide feedback that direct reports are seeking• Be a leader by being proactive with coaching

techniques

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Begin to Spark Action in Others

Personal Needs

The human needs that people bring to their work and to an interaction

Meet these needs by: • Focus on providing empathy• Share thoughts and feelings• Support when needed

Practical Needs

The objectives to be accomplished through an interaction

Meet these needs by: • Provide structured 1:1 and

group meetings• Influence others• Solve a problem• Make a better decision

-Source: DDI 2020

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Begin to Spark Action in Others

Provide meaningful feedback

The components of the positive STAR acronym remind you to describe the Situation/Task, Action, and Result

ST: Situation/TaskThe situation or task the person faced- provide the context for his/her actions and explain their importance A: ActionThe action taken- details of what the person said of did to handle the situation or taskR: ResultThe result of the action- Describes what was achieved by the action and why it was effective

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Begin to Spark Action in Others

Be proactive with coaching techniques • Have forward thinking discussions rather than

after project completion• Set up for success rather than redirect• Create a positive experience rather than setting

yourself up for a possibly sensitive discussion

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Benefits of Group-Based Leadership Training Paths

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Of direct reports whose leader attended DDI leadership courses reported increased engagement

Average increase in work quality after leaders attended DDI leadership courses

Average increase in sales after leaders attended DDI leadership courses

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Stakeholder Centered Coaching

Manuel BaergaOpEx and Leadership CoachAction Solutions Group Inc.

Opening Notes• Frank Wagner• Chris Coffey• Marshall Goldsmith

• Worked with Alan Mulally at Boeing and at Ford• In my 35+ years working with executives, Alan is the most effective

leader that I’ve ever worked with – Patrick Lencioni

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What Is SCC?

• Proven process• Used worldwide• Focused on developing leadership behaviors• 1 on 1 coaching

• Two key factors of the process:• It helps leaders execute on key behaviors in a positive and measurable

manner.• Stakeholders play a pivotal role in helping the leader become

successful.

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SCC’s key is the feedback of Stakeholders

Stakeholders the key to SCC Stakeholders the key to SCC

Stakeholders the key to SCC

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SCC and Your Company• This is about advancing the organization by helping leaders

• It makes High Potential’s development more meaningful• It creates meaningful performance evaluations and brings

accountability to performance execution• This meshes with previous 360 degree feedback and programs (eg –

situational leadership and coaching)

• This creates a platform to drive effective change in the organization• It helps a leader build trust (Kotter model)

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Vision Skills Incentives Resources Action+ + + + = ChangeTrust +

Three Types of SCC Needs

• Leader with specific derailing behaviors• This leader must change behavior(s) in order to progress within the

organization / ensure business objectives are achieved.

• Solid Leader that is considered effective / ready for promotion• This leader is a high potential and high performing leader that can

benefit from minor course corrections in behavior (Alan Mulally example)

• Newly appointed leader that will benefit from support in engaging with their new team.

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High Level Phases of a Stakeholder Centered Coaching Process Engagement (Typically 1–Year)PHASE 1: START SMARTAgree on Contracting for CoachingEnrolling StakeholdersCompleting 360 Assessment/Questions and Psychometric Testing (DISC,..etc)Selecting Behavior(s) to Develop

PHASE 2: IMPLEMENTING THE ACTION PLANCapturing Stakeholder Suggestions and following up (at least monthly)Develop Action Plan, ImplementCoaching with Leader (ongoing)Measuring Progress (Mid engagement Mini-Survey Process)

PHASE 3: SUSTAINING SUCCESSReinforcing the Coaching for Behavior Change ProcessMeasuring Progress (Final Mini-Survey Process)Planning the Transition

Stakeholder Centered Coaching -7 Steps for the Leader

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Sample Common Leadership Development Goals

Delegate more effectivelyCollaboration with othersListeningDeveloping othersCommunicate more persuasivelyTreat people with respect Confront conflict more constructively & timelyBuild cross functional relationshipsStand up to people who undermine teamworkBe more focused and/or strategicStand up for what I believe inTake appropriate risks

You have been successful if…

• Working on something important to you and your stakeholders.

• Wanting the input.• Appreciative of the feedback/feedfoward.• Committed with your decision of what to develop.• Committed to improve.• Demonstrating success. Measurable results.• When others feel they have contributed to your development.• Learning from the experience.

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Courage

Stakeholder Centered Coaching:The Leader will need enough…

HumilityDiscipline

Going Public

InvolvingStakeholder

Changing Behavior

Following UpWith Stakeholders

MeasuringResults

ChangingPerceptions

Stakeholder Centered Coaching Outcome:Changing the Relationship

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SCC Results…

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95% of LeadersUsing Stakeholder Centered Coaching Improved Their Effectiveness

In Summary, SCC…

• Is a disciplined practice and methodology.• Is aligned with company strategies.• It focuses on improving leadership behaviors effectively.• It measures improvements/results based on Stakeholder

perceptions, benefiting the organization from the inside out.

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Questions?

So Excited You Where Here• Accomplished Lean Six Sigma and operations leader (20+

years)• Held Continuous Improvement leadership positions for

multinational companies in several industries including manufacturing, government, chemicals, distribution, service and healthcare.

• Confident communicator and problem solver both on the shop floor as well as the C Suite.

• Coach of high-performance continuous improvement teams.

• Has conducted executive coaching at the VP+ level• Has conducted leadership development extensively• Certified Coach and Practitioner of the Stakeholder

Centered Coaching Methodology.

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Contact Info:Email: manuel.baerga@actionsolutionsgroupinc.com

Website: www.actionsolutionsgroupinc.comPhone: (305) 788-5526Thank You!

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Stakeholder Centered Coaching

Appendix

SCC and The Leadership Development Model

SCC will be part of your Leadership Development Program focusing on helping leaders execute on key leadership behaviors in a positive and measurable manner

SCC will provide evidence of

Leadership behavior improvements

SCC will enhance your internal coaching process and

develop internal coaches

SCC will augment your leadership

development training

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Leadership Development and SCC Aspects to ConsiderWe find that companies embark on leadership development programs without the necessary infrastructure and discipline to succeed.

ü For example, mentoring programs frequently fail because the discipline, senior leadership commitment, and infrastructure are not in place to sustain it.

ü Companies have tried to implement executive coaching programs without a well-thought-out plan of who is being coached, why, structure, and what are the expected measurable returns.

ü As mentioned above, without sponsorship by the company’s top leadership, programs like these tend to limp along. Often they are also disconnected from the business strategies.

Stakeholder Centered Coaching:ü Is a disciplined practice and methodology.ü Is aligned with company strategies.ü It focuses on improving leadership behaviors effectively.ü It measures improvements/results based on Stakeholder perceptions, benefiting the

organization from the inside out.

SCC and TWI-Job Relations

Stakeholder Centered CoachingMoves the leader proactively forward to a new level of ability, skill, and confidence. It affects far more than the development goal chosen to improve, it consequently furthers the relationships.

Job Relations•Job Relations are the everyday relations between you (leader) and the people you lead.•The kind of relations you have affects the kind of results you get.•Relations are sometimes good and sometimes poor, but there are always relationships.•When a leader wants to achieve good results he or she has to have good relations with his or her people.

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5 Needs Model for Good Leaders

SCC focuses on leadership

behaviors that will improve Job

Relations

Example of Leader Responsibility and Stakeholders

SCC focuses on leadership behaviors that will improve Job Relations with Stakeholders

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