building leaders the coaching way
DESCRIPTION
A brief introduction of the key success factors of People Coaching Works. More success factors to come.TRANSCRIPT
BUILDING LEADERS THE
COACHING WAY
Brought to you by
People Coaching Works Sdn Bhd
TH
IS P
RES
EN
TA
TIO
N
CO
VER
S…
The History of People Coaching Works SB [PCW]
The Guiding Principles of PCW
The Performance of PCW
The Offerings of PCW
The Key Success Factors of PCW
The USP of PCW
What Others Felt About PCW
Service Offerings
TH
E
HIS
TO
RYFormerly known as MOBILETIVATION
“Mobile” + “Motivation”
Passion to develop leaders the coaching
way
CO
AC
H M
UR
PH
Y
TH
E
HIS
TO
RYFounded by
Coach
MurphyCMC (Aust), DMS (UK), Dip in Comp
Studies, (UK), HND in Bus Studies (UK),
ITP (USA), TTT(Mal), Cert in NLP (Aust),
MCEC, DMS
TH
E
HIS
TO
RY
Worked as
accountant,
principal consultant,
training director, MD/CEO
TH
E
HIS
TO
RYCore values
are
Mutual Respect
“Respect is a two-way street, if you want to get it, you’ve got to give it.”
TH
E
HIS
TO
RYCore values are
Excellence in
execution
Shifting from ‘Gonna Do It’ to ‘Done It!’
TH
E
HIS
TO
RYCore values are
Sincere intentions
“Saying = meaning; and meaning = action.”
TH
E
HIS
TO
RYCore values are
Harmony in
relationship
“Maintaining balance in fulfilling mutual expectations/roles and achieving
mutually desired goals.”
TH
E
HIS
TO
RY
my.linkedin.com/in/coachmurphy/
http://www.youtube.com/user/peoplecoachingworks
PEO
PLE C
OA
CH
ING
W
OR
KS
TH
E M
ISS
ION
To help organisations
achieve lasting results of
peak performance by
developing their leaders’
talents and capabilities
through the coaching way.
Lasting thru behavioural and
mindset change.
Talent & capabilities by
way of identifying strengths and the ‘right fit’.
Way means the best practices that
has been tested and proven to consistently produce the desired results.
TH
E V
ISIO
N
To be the most effective
coaches in meeting our
clients’ leadership learning
and development needs by
walking their path, feel
what they feel and do what
it takes.
PA
ST E
XP
ER
IEN
CE / S
UC
CESS
S
TO
RIE
S
TH
E
OFFER
ING
• “Assessment-by-performance”
• Observation report
• ELSA intervention
• 360 Coaching
• CLEAR framework
• PACE & EPIC interventions
• Gamification
• Experience
• 6HELP intervention
• 70:20:10-oriented
• LearningLab
• L.E.A.R.N framework
Learning &
Development
Leadership Growth
Strengths Assessme
nt
Executive Coaching
KEY
SU
CC
ESS
FA
CTO
RS
CLARITY of
stated outcomeSMART
D I V E N
common WILLto
succeed
- Readiness to participate
- Learn & apply
- Ample support & encouragement
The Spirit of
PARTNERSHIP
The Joint Ownership of the Program
The Mind Set to
establish a Way-of-Life
UN
IQU
E S
ELLIN
G
PR
OP
OS
ITIO
N
Timeless
coaching
principles
Unique & diverse
coaching experience
Probed &
experimented
commonly used
coaching models
LEARN
Framework
& LearningLab
Enriched coaching
role plays as actual
practice
Developed coaching
mind set
• L
• E
A
R
N
The Spirit of
PARTNERSHIP
WH
AT O
TH
ER
S
FELT
“Murphy Lum’s leadership coaching ability has helped
individuals to strengthen their personal leadership skills so
they can play more constructive leadership roles in their
respective organisations. His relentless drive in grooming
leaders to acquire the right attitude and behavioural has
undoubtedly increased their performance and productivity.
I strongly recommend that organisations send their senior
management to be coached by Murphy Lum. He can coach
them on the right track to achieve their personal goal
whilst aligning to the company’s business objectives.
Whether you are one on one with him or with other 500
participants, you can be assured that Murphy will give you
the unwavering passion, energy and conviction.”
WH
AT O
TH
ER
S
FELT
“Murphy is a very dedicated trainer and coach
who provide good added value services to my management team for them to achieve great results. He is friendly and never hesitates to share ideas and give advices to people. We have learned so much from him and he has great understanding not only on business leadership needs but also the present market industry as a whole thus making his coaching relevant and effective. With his passionate attitude he is definitely determine to achieve goals with his business clients and partners. He is one of the rare talents that I find in SEA and I will not hesitate to introduce him and his coaching services to my business friends, all the
best to him.”
SER
VIC
E O
FFER
ING
S
ELSA Core Training
6HELP
Performance Appraisal
Peer Coaching Group
Work Projects
Experiential
Leadership
Strengths
Assessment
Key Focus Areas;
• Winning attributes
• Leader skill
development
• Leadership influence
development
• Behavioural coaching
Six
Horizons of
Emphatic
Leadership
Pathways
VA
LU
E P
RO
PO
SIT
ION
BIG
P
ICTU
RE
Generating Organisational Learning & Development Framework
ELS
A
Experiential Leadership
Strengths Assessment
Addresses key lack of the usual online assessment exercises;
Presence of pressure, uncertainties & ambiguities
Assesses observable behaviours tied to key leadership competencies
Can be company-specific or generic
ELS
A
Assessment carried out via 4 key activities
Financial Challenge
Production Challenge
Boardroom (Communication) Challenge 1
Boardroom (Communication) Challenge 2
Business Acumen Challenge
ELS
A
Participants
conduct self- and
peer-assessment
via a simplified
360o feedback
tool
End with Learning
Cluster – platform
for participants to
regroup and
support each
other to come up
with 1 – 3 “must-
take” action steps.
ELS
A
PA
CE
Personal Aptitude
Coaching Engagement
PA
CE
For Guaranteed and Measurable Leadership Growth
PA
CE
Well supported by a Premier global coaching network
Successful high potentials
Su
pp
ortin
g
GrowingLeadership behaviour effectiveness
Determined by selected
stakeholders
Imp
rovem
en
ts
Supported by
Proven and tested
process globally
PA
CE
Well supported by a Premier global coaching network
Sustain Success --> Leadership Growth Progress Reviews
Measurable growth Discipline to share Evidence of growth
Leading Change Involving StakeholdersCapturing Stakeholders’ Suggestions
Monthly action plan Execution on the job
Determine Leadership Growth AreasVia Assessments Via Interviews
CO
RE T
RA
ININ
G
L.E.A.R.N
Framework
Unique Selling Proposition
Guided by the highly impactful LEARN
Model;
Lesson Sharing – participants are required to
complete the pre-work exercises before
attending the workshop as the Learning
Conversation is build upon the pre-work
exercises of every participant.
CO
RE T
RA
ININ
G
Unique Selling Proposition
Guided by the highly impactful LEARN
Model;
Experiential Learning Activities (ELAs) –
when the work challenges of every participant is
clearly established, they partake in customised
ELAs to experience what worked and what didn’t
work.
CO
RE T
RA
ININ
G
Unique Selling Proposition
Guided by the highly impactful LEARN
Model;
Assimilation of Learning Experience –
the facilitator will regroup everyone to identify
learnable moments for themselves through
further Learning Conversations about the ELAs.
CO
RE T
RA
ININ
G
Unique Selling Proposition
Guided by the highly impactful LEARN
Model;
Reflective Learning – This is a vital
component of the LEARN Model as it guides
participants to reflect upon what make sense
to them vis-à-vis the ELAs.
CO
RE T
RA
ININ
G
Unique Selling Proposition
Guided by the highly impactful LEARN
Model;
Next-Step Action Plan – Lessons would
have been learnt uniquely by each participant
and steps are taken to address current work
challenges with the benefits of the lessons
learnt.
CO
RE T
RA
ININ
G
Core Leadership Training Key Focus Areas
Winning Attributes required for the
leader to exert the required influence on
his/her team.
Leader Skill Development looks at
specific skillsets and tool-set to enable the
leader to carry out his/her role efficiently.
CO
RE T
RA
ININ
G
Key Focus Areas
Leadership Influence Development
focuses on shaping mind-set over a longer
period of time with tested principles, eco-
system and culture.
Behavioural Coaching is employed to
shape the leaders’ behaviours and
attitudes.
CO
RE T
RA
ININ
G
6H
ELP
6 Horizontal Empirical
Leadership Pathway
Key Highlights of a Systemic Leadership Structure
Based on the work of Ram Charan, Stephen
Drotter & James Noel (The Leadership Pipeline
Model).
6H
ELP
Key Highlights of a Systemic Leadership Structure
Addresses the 70% of the 70:20:10 Learning
Model
6H
ELP
Key Highlights of a Systemic Leadership Structure
Project-based leadership development
strategy.
6H
ELP
Key Highlights of a Systemic Leadership Structure
Project objectives clearly pre-determined
to ensure development criteria has been
fulfilled.
6H
ELP
Key Highlights of a Systemic Leadership Structure
No or minimal “down-time” compared to
classroom training.
6H
ELP
Key Highlights of a Systemic Leadership Structure
Automatically builds leadership bench
strengths at every level of the
organisation.
6H
ELP