"How to leverage performance in all areas of Life" introduces the principle of coaching to individuals and organizations in order to improve their performance.
Qualified coaches are at the forefront of change helping others succeed. Motivational speaker, Zig Ziglar once said, "You can get everything in life you want, if you just help enough other people get what they want."
Carina Kindkvist the International Coaching federation (ICF) Nordic president articulated that the effort of ICF is to gradually benefit schools, colleges and various walks of corporate life with a vision of next 30 years with India as a focus. Since India has a huge potential in economic growth as against the rest of the economies, it becomes all the more important to have a validated internationally compatible association of coaching, that builds the environmental strength from within. She further stated that this is a science and an art as well which acts as a catalyst in increasing the rate of growth in individuals and organizations by their own internal merit. ICF has very stringent quality standards in terms of validated hours of coaching which have to be documented meticulously and then it has to be submitted followed by an exam to qualify as a coach. Again there are various levels of qualifications, with the highest being the master coach. At present ICF has presence in over 150 countries as a non profit body of association based out of USA.
Mr Don P.Whittle the Director of membership stated that ICF intents to create a strategic leadership by harnessing human potential which will be both spiritual as well as qualitative delivery systems. He further elaborated that qualitative social change cannot happen unless we build a community of highly energetic professionals who have the right competence to lead change. In the coming years it will impact the government sector with a large bandwidth.
"We are making concrete efforts to create an awakening among the people by creating lead change champions" Mr Satyamurthy -accredited PCC by ICF and a senior IAS officer.
|Executive team coaching focuses on relevance, repetition, positive reinforcement and reflection.|
Dr Ajay Nagalia - Executive Coach explained that most organizational development initiatives to raise team performance are restricted to team building off-sites. While such events do have their place, research shows that on the job impact of such programs is limited. According to T+D (Training and Development) magazine, "...many training programs are incomplete and do not directly affect the overall performance of our employees" (Mosher & Nguyen, August, 2008). Most team building workshops generate some positive energy through experiential activities but do not impact the workplace because they ignore the actual context in which the teams operate.
|Executive team coaching in an organizational context involves learning through engagement with the dynamics of the ongoing organization.|
Executive team coaching harnesses the adrenaline of daily business challenges. Learning thus becomes relevant to and a part of the team's realities. Executive team coaching builds a team's capabilities by ensuring that learning translates into new behaviors. To enable this, the executive team coach plays many roles including: co-designing team meetings; facilitating individual sessions where appropriate; teaching concepts, tools and techniques; and most importantly, coaching individuals and the team to apply these new skills.
Executive team coaching focuses on relevance, since solutions are designed around the needs and challenges of each team. What the team learns is reinforced through repetition and positive reinforcementreflection - taking time to pause, think, share, and listen to recent project experiences. Most often the focus of such reflection is to identify what went well, and areas that need to be improved in the team processes. This is one way where tacit knowledge and experience can be shared and stored within the organizational memory of the team. as the coach helps them apply and use the new behaviors. The executive coach helps each team design instruments, metrics and processes that would be relevant to them, and owned by them since they have been designed by the team. Each team member is encouraged to identify one behavioral norm where he or she does well and one where the team is not doing so well, indicating why they think that is and what they will do personally to help change the situation. Executive team coaching introduces the process of
Behavior change in executive team coaching is the result of learning new ways of being and acting with each other. Through a 360* feed forward process, each team member sees some inherent stumbling blocks, is given practical ways to improve, supported through the change process and then acknowledged for the effort and success. Therefore, all stakeholders are more inclined to take the time and effort to try out new perspectives and behaviors.
What is distinctive about executive team coaching in an organisational context is that it involves learning through engagement with the dynamics of the ongoing organisation. This means dealing with the realities of politics, power, procedure, culture, and systems. It also entails dealing with who we are and how we define ourselves, our role, and our capacities within that context.
These were excerpts from the International Coaching Federation Conference held recently in Bangalore.
Compiled by Kishor Jagirdar, a practicing Strategic Consultant .Founder of Infopace Management Pvt Ltd .He can be reached at firstname.lastname@example.org
Issue BG98 May09