coaching in the corporate landscape
TRANSCRIPT
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Coaching in the Corporate Landscape
Kim Morgan, Owner and Director of Barefoot Coaching Ltd
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Schopenhauer
Ridicule
Violent Opposition
Acceptance as Self-Evident
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Violent Opposition
Lack of clear definition
Lack of regulation
Coach confusion
No success measures
No fit with business objectives
Telephone number fees!
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DISORIENTATION & CONFUSION
CRITICAL REFLECTION
TRANSFORMATIONAL LEARNING
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Nearly!
Coaching is certainly a maturing industry.
Acceptance as self-evident?
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Growth of internal coaches
Growth of in-house
coach training
Emergence of
coaching supervisi
on for internal coaches
Clarity about role of external coaches in organisati
ons
Chemistry meetings
to establish fit, triad
meetings to establish objectives
Preferred supplier lists to
establish quality
Where are we now?
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Leader derailment
TransitionsCareer
progression
First 100 Days
in postRealisingpotential
Achieving peak
performance
Overdone traits Boardroom/
meeting behaviour
Managingrelationships
Addressing a problem
Improved gravitas/ personal impact
Reasons for coaching in organisations
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In early days – coaching for everyone
In “violent opposition” times – coaching only for senior execs
Now swinging back to coaching for all levels
Use of one-to-one coaching
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Support
Listen before you speak. Understand. Diagnose. Listen with your ears...and your eyes and heart.
Challenge
Take issues head on, even the “undiscussables.” Address the tough stuff directly. Acknowledge the unsaid.
Source: Stephen Covey – High Trust Leaders
Organisations now understand that coaching means support and challenge
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What do we see with a coaching culture in place?▪ A commitment to feedback and honest conversations
▪ The predominant use of non-directive leadership styles
▪ Evident role models/champions for coaching
▪ Coaching being used as developmental rather than remedial
▪ A high level of trust between individuals with constructive confrontation
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Coach training for retail store
managers
Coach training for retail trainers
‘Manager as coach’ training
Accredited coach training
for HRBPs
Coaching for delegates on leadership
programmes
Coaching for grads and
apprentices
Coaching for women
returners
Introduction to Exec Board of coaching so they support and sponsor
coaching
Coaching resources/intra
net
Supervision for internal coaches
1 day workshops on coaching for
entire population
Case Study | Large Multinational Retailer
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Case Study | Technology Company
“In terms of recruitment fees and training, we have made savings in the region of £250k-£300K in reduced attrition this year. This number does not include lost revenue for every day not charged out in the down time between a leaver and a new joiner starting, which for us is huge, and could take that saving well north of £500K.”
“Our engagement levels are the best for many years. We achieved a place on the Sunday Times top 100 small companies to work for list this year, and 3 star accreditation in the Best Companies survey.”
Coaching Fundamentals – for anyone
being coached
Coaching Conversations
– for managers to be able to
coach
Being an Internal Coach
– for designated
coaches
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Inner City Primary SchoolOne to one Exec
Coaching for Head and
Deputy Head
3 monthly full day team coaching
session for SMT
Accredited coach training
for Head Teacher
Parent coaching training for two
members of teaching staff
Coaching workshops for all teaching
staff on specific topics e.g.
stress coaching
One to one coaching on
assertiveness for two NQTs
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Creation of coaching academies
NHS, City and Borough Councils, Universities
Pooling budgets and resources to train in-house coaches and then coach in one another’s organisations
Public Sector Developments
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Benefits of Coaching | 6 months after in-house coach training for managers
▪ 83% reported using the coaching techniques in 1-1s and appraisals▪ 91% reported using the techniques in general coaching conversations▪ 48% reported specifically using the coaching techniques in team meetings▪ 75% reported using the coaching techniques more than once a week▪ 83% reported using powerful questions▪ 74% reported using appreciative inquiry
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Benefits of Coaching | 6 months after in-house coach training for managers
▪ 70% saw improved performance in their team ▪ 65% saw improved confidence levels in their team ▪ 48% saw improved motivation levels in their team
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“Coaching produced a 529% return on investment and significant intangible benefits to the business. Including the financial benefits from employee retention, coaching boosted the overall ROI to 788%. The study provided powerful new insights into how to maximize the business impact from executive coaching.”
Return on Investment | The “Holy Grail” of Coaching in Organisations
Merrill Anderson
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Critical for coaching to demonstrate its impact and to establish measures before any coaching is implemented
Essential to understand “Why are we doing this?” and fit with overall business objectives
Engagement of passionate and influential sponsors of coaching key to its success
What now?
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What now? The expansion of the industry:
Neuroscience
Introversion revolution
Niche coaching – e.g. “Keeping Women In”
Development of internal coaching capability and need for rigorous coaching supervision
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“The art of progress is to preserve order amid change and
change amid order.”Alfred North Whitehead
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Kim Morgan
Director of Barefoot Coaching Ltd
@BarefootCoaches
www.barefootcoaching.co.uk Available now on Amazon