academic festival executive leadership coaching guest v1

Leadership Effectiveness

Executive Coaching Panel Executive Coaching Panel Moderator: Dr. Terrence E. MaltbiaModerator: Dr. Terrence E. MaltbiaSaturday April 24, 2010

2Academic Festival 2010 – Executive Coaching for Leadership Effectiveness

Session Objectives

Framing & Leveraging our collective research and teaching experience to launch CCCP

Translating adult learning and psychological theories to inform professional practice

Considering future implications for the emerging field of executive and organizational coaching


Session Outline

Overview of Session and Preparation Program for Executive Coaches

– Terrence E. Maltbia, Senior Lecturer & Program Director

Assessment Tools and Executive Coaching – Patricia Raskin, Associate Professor of Psychology and Education

Organizational Frameworks, Feedback and the Coaching Process – Caryn Block, Associate Professor of Psychology and Education

Leadership Team Coaching – Debra Noumair, Associate Professor of Psychology and Education


Context for Coaching & Our WorkContext for Coaching & Our Work

Our participation in the co-creation of an emerging field of professional practice…


Trends and Drivers…Increased Complexity: globalization, demographic & market diversity, security (both physical & intellectual asserts), and rapid technology change (add citation)

Leverage Leadership Brand: need to increase efficacy of attaining results while senior leader “advertise” these results in business publications and to Wall Street analysts (Inagliata, Ulrich & Smallwood, 2000)

Use & Effectiveness of Leaders Development Activities: (1) special projects within current job scope, (2) special projects outside of current job scope, (3) expatriate assignments, (4) coaching and mentoring, and (5) formal workshops(Bernthal & Wellins’ 2006)

Coaching as Top 5 Leadership Best Practices – followed by experience/field assignments, smart content, action learning & simulations (2008 Leadership Excellence www.Leaderexcel.com)

Encouraging Early ROI/Impact Results: average of 5.7 times the initial investment (2001 Manchester Study by McGovern, Lindemann, Vergara, Murphy, Barker & Warrenfeltz); ROI for Executive Coaching Program exceeded 25% - Large U.S. based Hotel Firm (Philips 2007)


Why Coaching—Contextual Awareness

Research on Coaching for Human Capital Advantage IndicatesResearch on Coaching for Human Capital Advantage Indicates……

52% of North American Companies Have Coaching Programs & 55% of Companies in the International Sample

– AMA: Global Study of Best Practices 2008

Coaching used as customized leadership development strategy (e.g., transitions, high potentials, sounding board, team effectiveness, and derailment)

– The Realities of Coaching – HBR 2009

Annual Spending has Increased from $1 billion in 2004 to 2.4 billion in 2006– Harvard Business Review, December 2005– MarketDataInc. 2006

Projected Annual Growth Rate of 18%– MarketData Inc. 2006

Over 60% of Organizations Report Intention to Increase Use as Core Component of Talent Management Strategies

– FastCompany.Com, June 2007


Why Coaching—Contextual Awareness

To raise performanceTo develop high potentialsTo adapt to changes in the external environment

Individual OutcomesIndividual Outcomes

Reaching Individual Goals Producing Desired ResultsMaximizing Performance Increased Personal Fulfillment Finding Meaning in WorkWork-life Balance Becoming More Competent Employee Satisfaction

Collective OutcomesCollective Outcomes Goal and Role Clarity Delivering Business Results Productive Conversations Improved Strategic Thinking Facilitating Change Retaining High Potentials Enhancing Innovation Customer Loyalty Leadership Effectiveness


The “What” of Coaching—Conceptual Clarity: Role of a Coach…

Moving valuable people from where they are to where they want to be!


Meaning of Coaching—Conceptual Clarity

Executive and Organizational coaching is aExecutive and Organizational coaching is a……Supported learning from experienceAccelerated in pace and depth due to rapid changeProcess (motivational process)

Partnership (designed alliance-coach, client, & sponsors)

Balance (individual and organizational needs)

Way of Working (characterized by engagement & discovery)

New Face of Leadership (21st century competence)

Source: Maltbia & Power (2005), Diversity’s Impact on the Executive Coaching Process


Adult learning

Adult development Management education

Psychotherapy/counseling psychology

Organizational Behavior/Behavioral Sciences

Sports psychology

Executive coaching

Life coaching

Performance coaching

Team coaching

Organizational coaching

Transformational coaching

Spiritual coachingEvidence-based coaching

Financial coaching

Health and wellness coaching

Peer coachingOntological coaching

Group coaching

Managerial coaching

Sales coaching

Source: Adapted from concepts in I. F. Stein’s (2003, 2005), Introduction: Beginning a promising conversation (pp. viii-xii);

Career coaching

Integral coaching

Neurosciences

The “What” of Coaching—Academic disciplines guide many forms…


The Columbia Difference

A World-renowned Faculty at a Research-I University, located in a World-class City!

The Columbia Business School, Executive Education– Global Presence in a Global World

Teachers College, Columbia’s Graduate School of Education – Programs…

– Adult Learning and Leadership– Organizational Psychology – Counseling Psychology


2nd Wave

Fall 2006

Exploration:

Q-Storming

Conferences

4th Wave

Spring /

Summer 2007

ProgramDevelopment

Emerging Wave

Fall 2007 - Present

The Launch4 Cohorts

1st Wave

Summer 2006

Faculty

Conversations

3rd Wave

Winter 2007

Research

Marketing

It started with an ideaIt started with an idea……

The Columbia Program…


The Columbia Coaching Certification ProgramThe Columbia Coaching Certification Program(Columbia Business School Executive Education & Teachers College)


The Foundations of Coaching

CCCP

CoachingProcess

CoachingCompetencies

GuidingPrinciples

Our Compass

Our Vehicle

Our Map

The JourneyThe Journey……


Guiding Principles - Our Compass

Coaching Effectiveness

Adhere to High Standardsof Ethical Conduct

Focus on the Client’s

Agenda

BuildCommitment

ThroughInvolvement

Earn the Right to Advance at Each Stage of theCoaching Process


Core Competencies – Our Vehicle

Relating

CoachingPresence

LeveragingDiversity

Questioning

Listening

TestingAssumptions

Reframing

Contributing

BusinessAcumen

Co-creating the Relationship

Meaning Making with Others

Helping OthersSucceed


The Process – Our Map

Theoretical / Empirical Basis…– Science of Human Performance– Action Research

Structure– Phases – Components– Coaching Tasks

Learning & Results-focused– Focus: Learning for Perspective – Alignment: Learning for Knowledge– Performance: Learning from Experience


Program Milestones

4 Cohorts of Front-end Coach Intensives Since Fall 2007 – 4 External Coach Intensives – 4 Internal Coach Intensives – 4 Advanced Coach Intensives

Participants– 170 Participants (93 External & 77 Internal)– 85 Certified – 30 In Process– 20 States Across the US (from California to New York / from Florida to Boston) & Over 20

Countries/Regions (including Brazil, China, Japan, Mexico, Romania, South Africa, Europe)

1st Custom Client


Assessment Tools and CoachingAssessment Tools and Coaching

Grounding coaching engagements with a solid foundation for taking informed action

20Academic Festival 2010 – Executive Coaching for Leadership Effectiveness 20

Topic #2

Assessment and executive coachingFoundation of need for assessment is to increase self-awareness

Further, to increase self-awareness of oneself with others


How does that happen?

Mostly a journey of discovery: bumps in the road

Learning who you are when you are with others can reduce size of bumps

Learning who others are when you are with them can help as well, but not as much

21


Kinds of assessment used at work

Intelligence (Wonderlic)

Aptitude (LSAT, MCAT’s, DAT)

Personality (NEO-big five, Cattell)

Personal style (MBTI®)

Reputation (Hogan, 360°)

Skill assessments (in-box exercises)

In-house assessments (assessment centers)

22


Uses

Selection

Remediation

Growth

Potential

Performance appraisal (not appropriate)

23


Organizational Frameworks and Organizational Frameworks and the Coaching Processthe Coaching Process

Establishing clear leadership developmental focus based on organizational role-based feedback


Guiding Framework

BehaviorBehavior (f) EnvironmentEnvironment PersonPersonx

Lewinian Perspective

Behavior of…• Client

Environment• Organizational Culture• Work Group Climate• Leadership• Job/Work Situation

Person• Life History• Personality, needs, values• Preferences


Assessing Behavior: 360 Feedback

Perceptions of client behaviors

Assessed via survey or interviews – Multiple perspectives

Self ManagerPeersDirect ReportsOther


What is 360 Feedback?

DirectReports

Boss

Peers OthersClient


The Purpose of 3600 Feedback in Coaching

To increase client’s understanding of impact on others

To identify discrepancies between client’s intentions and other people’s perceptions

To enhance the accuracy of client’s self awareness

To provide a focus for coaching


Leadership Team CoachingLeadership Team Coaching

Expanding the Impact of Executive Coaching


Coaching Point of View

Similarities between Executive Coaching and Leadership Team Coaching Lewinian perspective Open Systems Theory Organizational Models Process Consultation Group Relations


Coaching Point of View

Group Relations Individual Group System Interrelatedness among all 3

Focus on irrational aspects of organizational life and the shadow side

Group as a whole perspective


Forces always operating in groups…

Content = Overt– What is explicit?

– Task or stated purpose of the group

– Conscious intentions

Process = Covert– What is implicit?

– What is being thought and felt but not stated?

– Unconscious and irrational intentions


Group-as-a-Whole Level of Analysis

Answers the question of why individuals often act differently as members of groups and organizations than they would were they acting solely on behalf of themselves

Provides a framework for understanding how individuals, teams, and entire organizations participate in maintaining the “problem”

Links emotion and intellect of individuals and groups


Leadership Team Coaching

Goals, Roles, Processes, Interpersonal relationships

Boundary, Authority, Role, Task

Real Team, Compelling Direction, Enabling Structure, Supportive Context, Coaching

34


Are there any questions?15 minutes14 minutes13 minutes12 minutes11 minutes10 minutes9 minutes8 minutes7 minutes6 minutes5 minutes4 minutes3 minutes2 minutes1 minuteThank you for

your questions


Executive Coaching Panel Executive Coaching Panel Moderator: Dr. Terrence E. MaltbiaModerator: Dr. Terrence E. MaltbiaSaturday April 24, 2010

academic festival executive leadership coaching guest v1

Documents