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Copyright © 2016 Greatness Leadership Coaching, all rights reserved

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How to embed coaching values in an organization; what Greatness they unleash

Jean-Francois Cousin, MCC for ICF Singapore Chapter, 25th January 2016

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Jean-François Cousin, ICF MCC, serving Clients across Asia and the Middle-East,

former Senior Executive in Asia

Coaching and corporate experience Successful Clients

• Delivered over 6,000 hours of coaching to executives and teams since 2006

• One of his main interests: help leaders and organizations enhance collaboration and agility

• Former Managing Director of a Fortune-500 Company in Thailand (1998-2004)

Contact: [email protected]

mailto:[email protected]





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Let’s play!

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How does a Coaching Culture look like?

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An organizational setting in which not only formal coaching occurs, but also, most or a large segment of individuals in the organization practice coaching behaviors as a means of relating to, supporting and influencing each other.

By E. Wayne Hart, Ph. D. Center for Creative Leadership http://www.ccl.org/leadership/pdf/news/newsletters/hartcoachingastd.pdf

A definition of a Coaching Culture

http://www.ccl.org/leadership/pdf/news/newsletters/hartcoachingastd.pdf

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What beliefs nurture a Coaching Culture ?

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Example of beliefs nurturing a Coaching Culture We connect truly with one another

Beliefs Behaviors Authenticity and trust inspire reciprocity We are authentic and we choose to trust others

upfront

It is more productive to look for the best in others than to

obsess about their flaws

We look for others’ ’inner-beauty’

Everyone has worthwhile and different things to say;

we find better solutions to our problems with diverse ideas

We fully listen to others

We grow capabilities, initiative, and accountability

Everyone has potential;

It is our duty (and it is rewarding) to help unleash more of it

We help others unleash more of their potential

Blame promotes the fear of mistakes and discourages

initiatives;

Tolerating excuses decreases accountability

We choose a no-excuse and no-blame approach to

everything we do

A rising tide lifts all the boats We do all we can to help everyone play at their best

We tightly collaborate to delight audiences beyond their expectations

Collaboration and agility are critical to Greatness and its

sustainability;

Celebrating progress motivates to sustain the efforts

required

We build bridges, not walls, by making our animals

more cooperative across groups and more agile at

team work, and we celebrate our progress

The quality of Customers’ experience determines our future We center our decisions on the quality of the

Customers’ experience

Solving problems from the perspective of “What can best

serve our Circus’ purpose?” yields greater good for the Circus

When we are stuck at conflict resolution, we take a

step back from individual goals and ask ourselves,

“What can best serve our Company’s purpose?”

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What changes must happen at a deep level within leaders

so they become the change catalysts able to unleash a Coaching Culture?

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An almost true story… Once upon a time…

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Poor performance and collaboration

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Silo-mentality

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You little guys smoked your bamboo

sticks or what?

Hidden or overt hostility

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Under-par manager Fake superiority / pretence of invulnerability

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Under-par manager Limiting beliefs about themselves

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Under-par manager Black-and-white judgments and

plays the smartest guy in the room

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Under-par manager Fear of mistakes / perfectionism

and micro-management

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Under-par manager Hangs out only with one’s group only

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Under-par manager Blind selfishness

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Disengaged boss Change resistance and the

comfort-zone of managing silos

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Good news (finally!)

Athena has landed…

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Discuss changes must happen at a deep level within leaders so they become the change catalysts able to unleash a Coaching Culture in their organizations

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Self-awareness

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Self-awareness

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Self-acceptance

Mindful Growth

Self-trust and self-esteem

Authenticity & Humility

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Healthy self-confidence removes toxic habits

Let go of… Embrace…

Fake superiority / pretence of invulnerability

Limiting beliefs about themselves

Black-and-white judgments and playing the

smartest guy in the room

Fear of mistakes / perfectionism and micro-

management

Hanging out only with one’s entourage

Change resistance and the comfort-zone of

managing silos

Humility and openness

Their aspirations

Their ability to help others perform

at their best

Mistakes as sources of growth, and

empowerment

Interest in others

Change and a purpose-driven leadership

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Think of the ripple effects of your being on a coachee…

Who are you being when they are the most positive?

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Which particular elements of a coach posture best inspire leaders to evolve the way they lead transformations and anchor necessary shifts within themselves?

Ripple effects of a coach’s posture

(notably about sense of self-worth, authenticity, vulnerability, comfort with not-knowing and uncertainty)

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8 shifts in manager’s posture as a coach, enabling faster growth, higher confidence & agility

Manager’s posture as a coach

• Authentic and humble

• Holistic listener

• Student / enabler of coachee’s talents

• Non-judgmental thinking-partner

• Comfortable with not knowing, with failure, trusting process

• Empathetic, yet detached from outcome

• Courageous feedback-provider

• Supportive challenger

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Manager’s posture as a coach

Coachee’s posture with manager / coach

Coachee’s posture with others

Ripple-effects on others (linked to agility & collaboration)

Student / enabler of coachee’s talents

Learns and gains self-awareness as s/he ‘teaches’ the coach

Open (to learn) from others Gain self awareness of one’s thinking, grow confidence; open (to learn) from others

Authentic and humble Authentic and humble Authentic and humble Authentic and humble

Holistic listener

Makes sense of her/his thinking, personal ‘experience’ and emergent learning

Listens to make others’ thinking visible

Think and contribute at best, listen and help to make others’ thinking visible

Non-judgmental thinking-partner

Crosses boundaries, attains self-acceptance

Less judgmental thinking-partner

Think more freely, less judgmental of others

Comfortable with not knowing, with failure, trusting process

Comfortable with not knowing and with failure

Comfortable with not knowing and with failure

Comfort with uncertainty and with failure

Empathetic, yet detached from outcome

Accountable for outcome, makes sense of conversation

Holds others accountable, in adult-to-adult relationships

More accountable, in adult-to-adult relationships with others

Courageous feedback-provider

Grows self as a ‘work in process’

Asks for and offers courageous feedback

Grow self-awareness and genuine self-esteem

Supportive challenger Experiments outside of comfort zone

Supportive challenger Experiment outside of comfort zone

8 shifts in manager’s posture as a coach, enabling greater collaboration & agility

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Accelerate your personal growth, way beyond your comfort-zone

Impact of Coaching on Coachees’ learning

http://www.greatness.coach/wp-content/uploads/2015/06/Finding-more-of-your-Inner-Greatness-book-GAME-CHANGERS-at-the-CIRCUS.pdf

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Self-awareness

Self-acceptance

Self-esteem & self-trust

+ -

Authenticity & Humility

Helping others grow

Openness to others

Productive relationship

Growth

The path from self-awareness to productive relationships

is fostered by coaching

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Agility

learn from mistakes

keen to experiment

comfortable not knowing

versatile thinking

accountable ‘adult’

eager learner

What develops agility

is fostered by coaching

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4 leadership-levels towards High Performance & Greatness www.greatness.coach

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1.Drop the masks

2.Lift others up

3.Get the acts together

4.Unleash a Coaching Culture

4 steps towards a Coaching Culture

Self Leadership

Relational Leadership

Organizational Leadership

Team Leadership

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Grow self-esteem, yours and others

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Tips in Appendix, on Facebook and on LinkedIn

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How to embed coaching values in an organization; what Greatness they unleash

Jean-Francois Cousin, MCC for ICF Singapore Chapter, 25th January 2016

THANK YOU!

Appendix

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Resource (click on picture for access)

http://www.greatness.coach/book

http://www.greatness.coach/book/


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Resource (click on picture for a preview)

Available at MPH bookstores in Malaysia, Kinokunya in Singapore and on Amazon (paperback and ebook)

http://www.amazon.com/Game-Changers-Circus-Greatness-Organizations-ebook/dp/B0155XUBWI/ref=tmm_kin_swatch_0?_encoding=UTF8&qid=&sr=

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Praise for the Book

“Game Changers at the Circus is a unique and charming story with important lessons for every leader. Jean-François Cousin’s creative energy springs from every page. Read this book and make a positive difference in your organization!”

– Ken Blanchard, co-author of The New One Minute Manager® and Leading at a Higher Level

“Enjoyable and compelling, this timely fable and its lessons read like a novel but serves as an

important business manual. With wisdom and context from a long and successful business career, Jean-François Cousin has painted a vivid picture of how to enact change effectively, with page after page of insight!”

– Marshall Goldsmith, a Thinkers50 Top Ten Global Business Thinker and top ranked executive coach, author of the NYT bestseller, What Got You Here Won’t Get You There

“Many organizations struggle to build a high-performance culture. Sometimes leaders can’t get aligned. Sometimes they disagree about what is most important. Let’s face it—sometimes it seems like a circus! Jean-François Cousin’s new book, Game Changers at the Circus, offers a powerful approach to change all that. Packed with easy-to-apply principles and practical action steps, this book will help you and your team achieve new levels of passion, productivity, and performance.”

– Ron Kaufman, New York Times bestselling author of UPLIFTING SERVICE: The Proven Path to Delighting Your Customers, Colleagues, and Everyone Else You Meet

“Game Changers at the Circus is a great story of the roles leaders can play in either limiting or accelerating greatness in an organization. The four leadership levels provide a framework for the future, as well as clarity around the essential behaviours contributing to the success of the organization.”

– Roland B. Smith, Vice President and Managing Director, Center for Creative Leadership

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Coaching tips and tools (click on the picture to open the tool)

The path from self-awareness to authenticity

http://www.greatness.coach/wp-content/uploads/2015/06/Self-awareness-exercises-GAME-CHANGERS-at-the-Circus.pdf

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Coaching tips and tools

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Accelerate your personal growth, way beyond your comfort-zone

Coaching tips and tools (click on the picture to open the tool)

http://www.greatness.coach/wp-content/uploads/2015/06/Finding-more-of-your-Inner-Greatness-book-GAME-CHANGERS-at-the-CIRCUS.pdf

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Coaching tips and tools

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