Leadership_Coaching_to_FMI_December19-Final
- 1. Confidential and Proprietary LEADERSHIP COACHING: Are You Maximizing Potential? December 2007
- 2. 2 Employee Engagement & Retention Employment Branding Career Management Strategy Implementation Change Management Performance Management Human Capital Lifecycle Talent Attraction Planning Competency Modeling Individual Assessment Team Assessment Organizational Assessment Coaching Leadership Development Team Development Professional Skill Development Succession Management Outplacement Career Decision Organizational Transition Planning Organizational Transition Implementation Redeployment Scope of Services Attract & Assess Develop Engage & Align Transition
- 3. 3 Todays Outline Why Leadership matters Coaching defined The Benefits of Leadership Coaching Getting a ROI Whats your batting average and how to improve it! Next Generation Coaching Comments / Questions
- 4. 4 Organizations with top-tier leadership have: a 9.6% higher total shareholder return over 3 years than the average organization significantly higher financial value relative to peers (market capitalization) Ref: Corporate Leadership Council Succession Management Survey Leadership Matters! Todays realities demand: Larger and more global organizations Changing global economy Leaner organizational structures More dynamic labor markets Increased importance of human capital Enhanced leader pipeline to offset demographic trends Growing leadership capacity Strong leaders
- 5. 5 Coaching Definition Coach: From the middle english expression coche: A secure means of conveyance from one location to another Products of Coaching: Self generating, self correcting, long term excellent performance. (Flaherty: Evoking Excellence in Others 1999)
- 6. 6 What distinguishes coaching From: Mentoring Teaching or Consulting Counseling or Therapy
- 7. 7 Why a Strategic OD Investment ? Connected to your business strategy Addresses retention Learning insurance for Skill development Increasing your organizations existing leadership capacity.
- 8. 8 Leadership Coaching Benefits to your Organization: Improved bottom-line results Effective successions Valued leaders retained Improved morale Increased productivity Enhanced leadership accountability at all levels Increasing overall leadership capacity Leaders benefit at every level: Emerging Leaders or High Value Talent helping them prepare for the leadership role. Developing or Mid-Level Leaders helping them meet challenges in their current leadership positions. Strategic or Executive Leaders helping them successfully deal with significant organizational challenges.
- 9. 9 The ROI of Coaching Tangible Benefits The Manchester (now Right) study attempted to quantify the benefits received by a sample of 100 senior business executives. Leadership Coaching delivers a ROI of 5.7 times the cost. 70% estimated the value at $100,000 or more. The effectiveness of training programs is also greatly augmented by adding a coaching component to them.
- 11. 11
- 12. 12 CoachingCoaching deliversdelivers increasingincreasing,, sustainable resultssustainable results Crane, Kavanagh, RackhamCrane, Kavanagh, Rackham Limited resultsLimited results Coaching Augments Training
- 13. 13 Why 40% of Newly Promoted Leaders Fail Within 18 Months 82% Fail to build partnerships and teamwork with subordinates and peers 58% Confused or unclear about what is expected of them 50% Lack of required internal political savvy 47% Unable to achieve their two or three most important objectives 28% Take too long to learn their jobs 25% Lack of balance between work and personal lives
- 14. 14 Coachings Levels of Learning Incremental Improvement - new skills, practices, doing things better Re-shaping Patterns of Thinking - revising frames of reference, how one sees the world, and assumptions about the way things work Transformation a fundamental shift in how one sees oneself
- 15. 15 New Years Resolutions Whats your batting average?
- 16. 16 New Years Resolutions Increasing the Odds Clearly identify what success looks like. Define some ways to measure progress and ultimate success. Publicly declare and invite others to persistently keep you accountable Enlist supporters in areas of life where it shows up. Define and then seek winning conditions Identify potential barriers and develop strategies to overcome. Learn from success and set backs equally. If all else fails
- 17. 17 Next Generation Coaching Coaching that: supports the achievement of business outcomes augments the leadership capacity required to drive business results enables systemic change is sufficiently process driven to be repeatable is measurable is accountable for a positive ROI
Editor's Notes
- #3: <number> Key messages: This slide depicts the full Service capability of the whole firm. While our intent, between now and 2008, is to ensure that we are capable of selling and delivering every one of these 19 Service Types, in each of our 16 Regions around the world, the current reality is that we are not at that destination today. (Please use the next slide to give more detail of local capabilities). 2006 is a year in which the Global Product Management Team, working in conjunction with the Regional Practice Leaders, and soon also with the Subject Matter Experts, will review and refresh most of these 19 Service Types. It is important to emphasize that we have a significant body of codified, or semi-codified solutions already, many of which have been significantly under-utilized. Please use, really use, what we already have, and as it is refreshed over the coming months, obviously in accordance with client need, rather than be waiting for "the new stuff" to arrive. While we will probably create one or two new Service offerings in 2006, in accordance with evident market demand, this is not where our focus is directed in accordance with the Strategic Framework.
- #5: <number> This slide and the following three slides present our market facing messages, in the Product Toolkit document we call our Service Description Brief (PPT). Manpower has a key strategy to get to the top of the house with clients to the C-suite. Developing the leaders of global companies takes us there. Right Managements target is to be THE preferred company for developing leaders in global companies. In terms of this positioning in the marketplace, there is much research supporting the argument that: Our clients global competitiveness in the next decades will depend upon the quality of leadership steering their organization. The research shows that companies invest in their top leaders (whether they consider their top 200 individuals or 2000) and they will invest irrespective of market conditions. To the statistics quoted in the box, the Corporate Leadership Council did a Succession Management Survey in 2003. In this survey, Leadership quality is measured by top executives performance against goals as well as select leadership quality metrics, such as leading and managing people. Key points: The Council has found that when organizations with top-tier leadership quality are contrasted with other companies in the same industry and geographic region, the top-tier leadership organizations have a 9.6% higher total shareholder return over three years, while the performance of the bottom-tier companies is 6% lower than that of their peers. The Council conducted a similar analysis with market capitalization. Normalized to $4 billion in market capitalization, top-tier leadership translates into an advantage of $384 million, while bottom-tier leadership organizations have a disadvantage of over $200 million. So, while not a mathematical proof, this research provides compelling evidence of the importance of organizational leadership. We know that organizations with strong leadership bench strength economically outperform companies with weaker leadershipand, your global competitiveness in the next decades will depend on the quality of leadership steering your organization! Right Management focuses on improving the capacity and capability of your leaders.
- #9: Many companies have a leadership pipeline model of one shape or another, and they are seeking to tailor their development initiatives according to levels of leaders in the organisation from new or emerging leader talent to top executives. At Right Management, we can provide Leadership Development for all these scenarios today as evidenced in the reference stories that are included in this Product Toolkit launch...you will find good and powerful stories for new or high-potential talent development, individual contributor development, and for the top-of-the-house Leader Development. The Reference Stories provide the first step to building companies trust and confidence in Right Management as capable of deliverying adapted offerings for all levels of leaders. When our clients partner with Right Management, we craft a leadership development strategy to effectively align, assess, and develop their leaders. We help translate strategic challenges into necessary leadership behavior by designing pragmatic, results-oriented leadership effectiveness solutions.
- #13: Most companies reasonably expect that behavioral-based skill training will produce new behaviors. However, training alone creates a temporary dip in performance that is followed by a limited increase in overall performance. Following training with coaching helps create a more significant improvement in performance.