miami, 17 october 2017 jean-francois cousin, jfc@1-2-win · jean-françois cousin, mcc based in...
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Where the development of leaders’ agility and collaborative skills
and coaching mastery meet!
Miami, 17th October 2017 Jean-Francois Cousin, jfc@1-2-win.net
Jean-François Cousin, MCC based in Asia since 1995
Coaching experience Selection of Clients
• Master Certified Coach, since 2012
• Director at the ICF Global Board of Directors
• Delivered over 10,000 hours of coaching and team facilitation since Oct ’06
• Author of ‘Game Changers at the Circus: how leaders can unleash Greatness in their organization’
• Former Managing Director of a Fortune-500 Company in Thailand (1998-2004)
The big picture and its hard truths
• The easy part of the growth is over
• Leaders now work in a ‘VUCA’ environment
•Collaboration and agility are critical to organizations’ success
Leaders should role-model and enable collaboration and agility in their organization.
How can we help?
the ‘game’ of business has changed, leaders must become game-changers
Raising Agility and Collaboration
• Unhealthy levels of self-esteem
Symptoms of unhealthy levels of self-esteem: toxic behaviors
Fake superiority / pretence of invulnerability
Limiting beliefs about themselves
Black-and-white judgments or/and
‘playing the smartest guy in the room’
Fear of mistakes / perfectionism and micro-management
Hanging out only with one’s ‘gang’
Change resistance and the comfort-zone of managing silos
Raising Agility and Collaboration
• Unhealthy levels of self-esteem
• Risk and mistake avoidance, discomfort with uncertainty
• Directive management lowering accountability and engagement levels
• Lack of collaboration between departments
Agility
learn from mistakes
keen to experiment
comfortable not knowing
versatile thinking
courageous decision-maker
eager learner
Traits of an agile leader
Copyright © 2017, www.greatness.coach all rights reserved
Collaborative relationships
Team aligned on the Vision and ‘way of working together’
Team-members help each other
play at their best
Effective Collaboration
Boosters of collaboration
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Self-awareness
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Self-awareness
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Self-acceptance
Self-awareness
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Self-acceptance
Mindful Growth
Self-awareness
www.greatness.coach
Self-acceptance
Mindful Growth
Self-trust and self-esteem
Authenticity, humility & vulnerability
Healthy self-esteem replaces toxic behaviors
by behaviors supporting collaboration and agility
Let go of… Embrace…
Fake superiority / pretence of invulnerability
Limiting beliefs about themselves
Black-and-white judgments and/or
playing the smartest guy in the room
Fear of mistakes / perfectionism and micro-
management
Hanging out only with one’s ‘gang’
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
Purpose and change-driven leadership
Copyright © 2017, www.greatness.coach all rights reserved
www.greatness.coach
Self-awareness
Self-acceptance
Self-esteem & self-trust
+ -
Authenticity, humility &
vulnerability
Openness to others
Mindful Growth
The path from self-awareness
to collaborative relationships
Look at your neighbor… and say what strength or beauty you see in her/him
Self-awareness
Self-acceptance
Self-esteem & self-trust
+ -
Authenticity, humility &
vulnerability
Helping others grow
Openness to others
Mindful Growth
The path from self-awareness
to collaborative relationships www.greatness.coach
Self-awareness
Self-acceptance
Self-esteem & self-trust
+ -
Authenticity, humility &
vulnerability
Helping others grow
Openness to others
Collaborative relationships
Mindful Growth
The path from self-awareness to collaborative relationships
Copyright © 2017, www.greatness.coach all rights reserved
From collaborative relationships to effective collaboration
Collaborative relationships
Team aligned on the Vision and ‘way of
working’
Team-members help each other play at their
best
Effective Collaboration
Authenticity, humility and vulnerability
TEAM LEADERSHIP
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From effective collaboration to a collaborative, agile culture
Collaborative relationships
Spread supportive beliefs & behaviors
Enhance organizational agility
Authenticity, humility and vulnerability
Effective collaboration
High performance Culture
ORGANIZATIONAL LEADERSHIP
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Self-Leadership
Relational Leadership
Team Leadership
Organizational Leadership
4 steps towards High Performance through Collaboration and Agility
Team Leadership
Organizational Leadership
As coaches, who do we need to be with leaders, to support the growth of
agility and collaboration through them?
Agility
Pick up from mistakes
keen to experiment
comfortable not knowing
versatile thinking
courageous decision-maker
eager learner
Self-awareness
Self-acceptance
Self-esteem & self-trust
+ -
Authenticity, humility &
vulnerability
Helping others grow
Openness to others
Collaborative relationships
Mindful Growth
Copyright © 2017, www.greatness.coach all rights reserved
Think of your ‘posture’, your way of being…
c
and it’s ripple effects on the leaders you support
Think of the ripple effects of your being on a leader you support…
Who are you being when your coachee
becomes more agile and collaborative?
1
2
4
Full table
8 traits of a coach/supporter enabling in a leader higher confidence, agility in thinking and collaboration
• Authentic and humble
• Holistic listener
• Learner of Coachee’s Greatness
• Non-judgmental thinking-partner
• Comfortable with not knowing, with failure, trusting process
• Empathetic, yet detached from outcome
• Courageous feedback-provider
• Supportive challenger
Coachee
Coach
Let’s practice the posture of ‘a learner from the coachee’s Greatness’
• Authentic and humble
• Holistic listener
• Learner of Coachee’s Greatness
• Non-judgmental thinking-partner
• Comfortable with not knowing, with failure, trusting process
• Empathetic, yet detached from outcome
• Courageous feedback-provider
• Supportive challenger
Coachee
Coach
Suggestions of questions to ignite the session:
• What would you like to explore today?
• What makes this important to you?
• At a deeper level, what is it all about?
Coach’s posture Coachee’s posture with coach
Coachee’s posture with others
Ripple-effects on others (linked to agility & collaboration)
Shifts in coachee’s posture, enabling greater
collaboration & agility in the organization
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
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
Non-judgmental thinking-partner
Crosses boundaries, attains self-acceptance
Less judgmental thinking-partner
Think more freely, less judgmental of others
Learner of Coachee’s Greatness
Learns and gains self-awareness as s/he ‘teaches’ the coach
Open to be taught by others Gain self awareness of one’s thinking, grow confidence; open to be taught by others
C
A
A
C
A
C
A
C
Copyright © 2017, www.greatness.coach all rights reserved
A C
Coach’s posture Coachee’s posture with coach
Coachee’s posture with others
Ripple-effects on others (linked to agility & collaboration)
Learner of Coachee’s Greatness
Learns and gains self-awareness as s/he ‘teaches’ the coach
Open to be taught by others Gain self awareness of one’s thinking, grow confidence; open to be taught by 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 coachee’s posture, enabling greater
collaboration & agility in the organization
A
C
A
A
A
C
C
C
C
C
C
C
A
A
Copyright © 2017, www.greatness.coach all rights reserved
A C
As coaches, which Asian influences do you embrace in your coaching?
1
2
4
Row / Table
Time Reasoning
Making sense
Learning
Perceiving
‘Truth’
Growth
A Coach’s posture rooted in both Western and Asian
Cultures triggers
greater agility and collaboration across an organization
Mastery
Time Linear Cyclical
Common Western experience Common Asian experience
Reasoning Rational Analogical
Making sense Beliefs systems and thinking
patterns Personal experience
Learning Goal-related ‘Journey’ related, emergent
Perceiving From what is said From silence and what
is not said
‘Truth’ ‘Absolute’ ‘Relative’
Search for knowledge Growth Search for wisdom
Copyright © 2017, www.greatness.coach all rights reserved
6 paths
Co
ach
lead
ersh
ip-t
eam
,
to in
still
gre
ater
co
llab
ora
tio
n &
agi
lity
acr
oss
th
e o
rgan
izat
ion
6 paths towards more Agility and Collaboration, facilitated by a coach posture rooted in both Western and Asian cultures
Copyright © 2017, www.greatness.coach all rights reserved
Think of the ripple-effects of your learning today, on your life and on the people you serve.
How will you make them the best possible?
Copyright © 2017, www.greatness.coach all rights reserved
Thank You for your agility & collaboration today
jfc@1-2-win.net
Greatness Leadership Coaching
Jean-Francois Cousin
@JF_Cousin
Website: www.greatness.coach
email: jfc@1-2-win.net
Gre
atn
ess
Le
ade
rsh
ip C
oac
hin
g
Self-Leadership
Relational Leadership
Team Leadership
Organizational Leadership
4 steps towards High Performance through Collaboration and Agility
Team Leadership
Organizational Leadership
Resource (click on picture for access)
http://www.greatness.coach/book
On Amazon: https://www.amazon.com/Game-Changers-Circus-Greatness-
Organizations/dp/981095655X/ref=tmm_pap_swatch_0?_encoding=UTF8&qid=1446086545&sr=1-1
Resource (click on picture for a preview)
Available on Amazon (paperback and ebook)
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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