Executive and Manager Coaching

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Executive and Manager Coaching

• Society for Information Management
• April 21, 2009
• Randy Ruppart, Ph.D.
• Jess Dods,
  MBA

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• The ability to learn faster than your
  competitors may be the only sustainable
  competitive advantage
• Arie De Geus
• Founding Member, MIT Center for Organizational
  Learning

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Why coaching?

• Coaching helps you improve your business by
  helping you improve your people
• Change is inevitable
• People must learn and adapt quickly
• People want to grow
• People are the real competitive advantage

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The business case for coaching

• Coaching
• - delivers improved management performance
• - helps executives manage complexity
• - accelerates leadership and team development
• - coaching can be cheaper than replacing someone
• - average cost for a 6-month engagement is 7-9K
• Harvard Business Review, Jan 2009

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What is Coaching?

• It is the process of equipping people with skills
  and behaviors that they need to stay even and/or
  become more effective
• Coaching is tailored to each individual and
  specific situation
• Coaching is the intersection of social science
  and business
• Executive coaches are professionals who combine
  skills in behavior modification and a solid
  understanding of business and organizational
  realities

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When do you engage a coach?

• Improve an executives competencies
• Change skills, behaviors and attitudes needed to
  advance
• Succession planning
• Who is ready now?
• Who needs more competencies?
• Should we start the hiring process?

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Candidates for Coaching

• Someone who needs to
• strengthen important competencies
• add new competencies
• learn new skills
• unlearn old behaviors
• stretch their limits

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Types of Coaches

• External
• - Individual and group development improve
  
• skills, reduce challenge areas
• - Shadow coach ride along with the
• executive
• Internal
• - Manager as coach-helps others within the
• organization improve

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Case Study

• Executive Coaching and Leadership Development for
  senior financial services information systems and
  technology executives who were assigned to manage
  the daily operations for a conversion to a new
  MIS on a global basis.
• Their knowledge and experience were strong in
  data systems. However, they had never managed a
  conversion of this scale, with the inherent
  degrees of complexity, and global scope.
• Amy and Frank were two of twelve people in the
  Information Systems and Technology Group who
  worked with a select team of coaches, at the
  request of the group's senior officer, to assist
  his staff with the numerous responsibilities to
  be exercised in a highly effective manner.
• Please see handout

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What coaching is not

• An extreme makeover
• A silver bullet or magic pill
• An overnight miracle
• Mentoring
• Therapy

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Some realities about coaching

• Coaches help create the conditions for continuous
  action learning to occur
• It is a partnership
• The chemistry between the coach and the client is
  important
• Coaching has been around for a long time this is
  a new application of old principles

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What clients do with their coaches

• Identify critical issues and goals using
  assessments and interviews and create a Coaching
  Plan
• Develop daily action to make goals a reality
• Reflect on what happens what worked, what did
  not
• Seek feedback Learn from others perspectives
• Transfer to next steps- adapt and plan for
  continued learning
• Meetings can be in-person and on the phone

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Tools coaches use

• We have obtained the best results using the
  Personnel Decisions International (PDI) 360
  PROFILOR Feedback instrument to set the baseline
  for improvement, along with interviews
• PDI Time2 Change a follow up tool to measure
  progress after the 360 Feedback instrument
• Myers-Briggs Type Indicator (MBTI)
• Thomas-Kilmann Conflict Mode Indicator (TKI)
• Strong Interest Inventory (SGI)
• California Personality Inventory (CPI)
• Meetings and follow up discussions

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Summary

• Coaching can
• - be a powerful instrument to assist managers
  and
• executives when set up and carried out
  properly
• - enhance all of the soft skills needed by
  effective
• managers and executives
• - contribute to the bottom line by increasing
• efficiency and effectiveness