career evolution through coaching

Knightsbridge Human

Capital Solutions

Presented by:

Gail Heney, Senior Consultant

Thursday, July 10, 2008

Presentation to Women in Science and

Technology

© Knightsbridge Human Capital Management Inc.

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If you want 1 year of prosperity, grow grain. If you want 10 years of prosperity, grow trees. If you want 100 years of prosperity, grow people.”

Chinese Proverb


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Compelling Imperatives for Coaching as a

Leadership Competency

To truly compete on talent, companies must be able to consistently multiply their talent to generate superior levels of effort, imagination and creativity. Particularly important is to recognize how much each employee's engagement is directly impacted by the relationship with their immediate manager, and how their expectations can be met or missed through the actions and behaviors of that manager.

British Journal of Administrative Management, April 2008


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Coaching is …

Coaching is a conversation processthat facilitates growth, insight and positive change in people and organizations


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Coaching as a Strategic Leadership Imperative

Aligns individual’s goals with that of the organization

Improves employee productivity and loyalty

Attracts talent and improves retention

Focuses on self directed career development

Promotes “just-in-time” learning

Creates high degree of accountability

Provides a framework for courageous conversations


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Effective Coaches Believe

We are equal in this conversation

The recipient can create great solutions

The recipient is responsible for the results they create

Our relationship is based on respect, openness and trust

All recipients are capable of reaching greater heights in performance, development and growth


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Coaching Options

One on One

In Person

Telecoaching

Pod Coaching


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Knightsbridge Coaching Solutions

First 100 Days Program (F100)

Driving Results


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Knightsbridge First 100 Days Program

Why? 40% fail in first 18 months

Confusion around orientation and job skill training filling on boarding need

Cost of failure 2.7m $$


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Key Objectives Accelerate learning in new role

Accelerate progress on developmental needs

Decrease time to positive organizational/revenue impact

Facilitate integration into org.

Craft early wins


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Benefits to Organization mitigate risk of failure and consequent

cost

decrease time to productivity/positive impact

decrease time in transition which is usually time of disruption/instability

provide support and attention that might not be available in house

pre boarding enables customization to organization/strategy and culture

improve retention due to enhanced alignment and engagement


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Benefits to Employee support and focus during transition

clarity on role, responsibilities, critical relationships, team effectiveness, etc

non stakeholder objectivity

acceleration of personal and professional growth


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Scalability

Rookie – new to organization and in a junior role

New Leader – new to management role, either via a promotion from within organization or as a new hire from outside organization

Executive – new to executive leadership role, either from within organization or as an outside hire

All programs are 3 – 4 months in duration (first 100 days) and include assessment and debrief, alignment meetings with organization representatives (boss/board) and one on one coaching


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Driving Results - Overview

The Knightsbridge Driving Results program is designed to enable leaders and managers to increase the quality, quantity and success of coaching conversations with their direct reports. The benefit to the leader and the organization is to enhance the alignment and engagement of employees and drive higher levels of individual and team performance


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Driving Results - Objectives

Explore coaching as a critical leadership competency

Validate leaders understanding and create alignment around coaching priorities

Sharpen leaders coaching skills and fluency using the Driving Results Model through discussion and practice

5-step DRIVE framework

The coaching fundamentals

Identify personal and team actions required to sustain Coaching as a critical leadership competency


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Lisa Crossley: Experience as a “Coachee”

Lisa Crossely, CEO, Natrix Separations

• Went through MANY interviews before settling• Checks in with her coach weekly• Each week, produces her TOP 3 THINGS list

• Things that MUST be done this week• Must align with company goals• Motivation to complete important things

career evolution through coaching

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