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Leadership Coaching
Driving Performance through Leadership Coaching
Carole Gaskell Full Potential Group
Copyright 2005 Carole Gaskell. All Rights Reserved

Potential Performance Results

Leadership Coaching

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Leadership Coaching Leading Coaching Culture Implementation in Organisations

Potential Performance Results

What is Leadership Coaching?

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If we all did the things we are capable of doing we would literally astound ourselves
Thomas Alva Edison

Leaders Stepping into Full Leadership Potential Leaders Fully Potentialising Others Leaders Creating Culture

Potential Performance Results

Leadership Coaching

Fully Potentialising YOURSELF

Developing Talent and Potentialising OTHERS

Leadership Coaching
Creating ENVIRONMENTS where PEOPLE and the BUSINESS Excel

Potential Performance Results

Leaders Fully Potentialising THEMSELVES

The new leader is a listener, communicator and educator an emotionally expressive and inspiring person who can create the right atmosphere rather than make all the decisions themselves
Jon Carlzon. CEO, SAS

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Leaders Fully Potentialising OTHERS

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a persons vision to higher sights the raising of a persons performance to a higher standard, the building of a personality beyond its normal limitations
Peter Drucker
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.Leadership is lifting

Leaders Creating ENVIRONMENT to Excel

53% to 72% of how employees perceive their organisations climate, can be traced the the actions of their Leaders they create the conditions that determine peoples ability to work well
Managerial Style as a Behavioural Predictor of Organisational Climate, 1996

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Maximising Performance

Unlock

Reduce

High Performance = Potential - Interference

Huge Requests Motivation, Drivers + Environment

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Behaviours Beliefs Obstacles

6 Leadership Styles (Daniel Goleman)

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Visionary Coaching Affiliative Democratic Pacesetting Commanding

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Leader as Coach WHO they are BEING as leaders

Self Development, Emotional Intelligence

WHAT they are DOING to bring out the best in others

Coaching Performance & Potential Skills

The ENVIRONMENT they create to optimise potential

Inspiration, Energy, Commitment
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Leader as Coach

WE ask LEADERS: Consider how aggressively you go after your numbers.now consider honestly whether you employ the SAME degree of

focus, energy and passion in developing talent with the depth and
capability your organisation needs to excel
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Leading High Performance

We challenge leaders to consider:
are you asking BIG enough questions of

people? what might you be doing that could inadvertently be holding your people back? what would you do differently, if you knew you had to promote someone into your role in the next 6-months?
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Coaching Cycle

Listening

Quiet Mind

Reflection

Questioning

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Visualising Leadership Potential Who are you being when you are fully potentialising yourself as a leader? What qualities do you have? Where are you speaking from? What DIFFERENCE is this making?

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Visualising Leadership Potential What takes you out of this place and/or KNOCKS YOU OFF balance? What needs to happen for you to be in this place ALL THE TIME? What is the DIFFERENCE you could make if you lived from this place all the time?
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How are you Leading People? Are you aligning and empowering people around a VISION? OR Are you focusing them on the TASK? Are you encouraging people to look at their energy, motivation, underlying blocks, behaviour and beliefs???
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Leading Coaching Culture

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We Want to Create A High Performance Coaching Culture

where people feel challenged, excited and trusted they are able and willing to take risks, are rewarded for improvements and know that results are celebrated

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FPG Clients

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Key Benefits Of Leadership Coaching

Organisational success
Increased productivity, revenue growth, shareholder value Increased retention and development of top talent Improved innovation, customer service, employer branding

Employee benefits
Personal achievement, motivation, energy, positive attitude Personal fulfilment (self-awareness, better goal-setting, pro-activity) Confidence, self-security, peace of mind
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Keys to Buy-in and Implementation

1.Drivers for Change 6.Review 2. Agree ROI
Measures

Sustain
Momentum

Leadership Coaching

3. Co-create

Vision

5.Communicate

Quick Wins

4. Integrate with

Strategic Plan

Potential Performance Results

1. Articulate Drivers for Change

1. Highlight the BENEFITS of Leadership Coaching 2. Discuss the PAIN of Missed Opportunities HIDDEN COST of: Under-utilised talent Recruitment and training new employees Losing high potentials to competitors Missing out on innovation and new ideas Staff absence, sickness, stress Time wasted on unimportant issues Not leveraging cross-functional networking
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2. ROI Business Measures

Money Time Quality Quality
Standards

Quantity Production Customers Vol of

Services

Sales,Revenue Project
Length

Profit Market Share

Discounts, Costs

Down Time Production

Time

Customer
Satisfaction

Defects Media
Visibility

Task Time
First to Market

Inventories Distribution

Absenteeism Retention

Employee
Satisfaction

Innovations

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ROI Behavioural Measures

360o Assessments: Leadership Competencies Company Values Leadership Principles and Actions Team Actions

Employee and Customer Health Surveys

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3. Co-create Leadership Coaching Vision

When our leadership coaching is in place, what results will we be seeing? How will people be feeling? What difference will this be making to our people and to the bottom

line?

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4. Integrate with Strategic Plans

Integrate Vision & KPIs into Strategic Plan Commit for a minimum of 2-3 years Should not be a stand alone HR initiative

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5. Communicate Quick Wins

Senior Managers One-to-One Coaching and Pilot in Non-Food Regional Pilot

Targeted VPs and GMs

Global Client-Centric Focus

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6. Review and Sustain Momentum

Recognition, PDR, Remuneration, Credit Intranet, Conference calls, Newsletters Anchors and Reminders: Books, cards, pens, screensavers, posters

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TESCO Leaders
The TESCO Leadership Framework describes a good leader as someone who takes people with them It states they should: Coach and support teams and individuals to deliver and sustain results They also use the Situational Leadership Model which advocates Coaching in appropriate circumstances
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Clarifying Expectations of employees

Your Manager will: Want you to be pro-active and come to them with an issue AND possible SOLUTIONS Ask you questions and encourage you to come up with your OWN ANSWERS before giving any advice Have high expectations of you might challenge you to make a STEP CHANGE in how you think/behave Provide you with honest, constructive FEEDBACK, clear accountability and encourage you to be ACTION & RESULTS oriented
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Tesco Feedback

In more than half of the people on the programme, I can see a real difference. In a third, I can see an amazing difference. Coaching is now vital to our business
John Hoerner, CEO, Tesco Clothing

Profit is 39% up year on year

Potential Performance Results

Leadership Coaching Feedback

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Best programme I have ever attended. Packed with relevant tools to improve leadership & effectiveness Really inspirational I feel I can make the change Very enlightening. Very practical. Very relevant. Really energising and enlightening..I believe I will look back and see this as a turning point.. The experience has raised my awareness of what I need to do both more of and differently. Its raised my confidence I know I can
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Tips to Optimise Leadership Coaching Think Leadership, Think Culture

KNOW THE DIFFERENCE COACHING MAKES

Be Courageous, Discuss the Pain

Align and Empower people around the VISION

BE THE CHANGE
Inspiration, Energy, Commitment
Potential Performance Results