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Executive Coaching as an Intervention in Talent Management

Executive Coaching as an Intervention in Talent Management. Brian Underhill, Ph.D. Founder, CoachSource. Book Ideas. Minneapolis. Berrett-Koehler. From Idea to Publication…. 2005 Research. Research Views. Organization Perspective. 3 Dimensional Research. Leader Perspective.

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Executive Coaching as an Intervention in Talent Management

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  1. Executive Coaching as an Intervention in Talent Management Brian Underhill, Ph.D. Founder, CoachSource

  2. Book Ideas Minneapolis Berrett-Koehler From Idea to Publication… 2005 Research

  3. Research Views Organization Perspective 3 Dimensional Research Leader Perspective Executive Coach Perspective

  4. Research Overview Conducted by Executive Development Associates in 2005 Methodology: • Interviews (45) • Web Survey (286) • Case Studies(4) • Workshop (20+) • Final Report

  5. What is an Executive Coach? 15th Century Hungary Village of Kocs where fine transportation coaches were first constructed. The purpose of a coach was to transport an individual from where they were to where they wanted to go. . Executive coaching is the one-to-one development of an organizational leader

  6. Evolution of Coaching 1980s 2000+ 1990s 2000s Rapid globalization Changing demographics of workforce Retention 1:1 development in place Better “sticky-ness” Substitutes for other development options

  7. Most Popular Executive Learning Methods Source: Executive Development Associates

  8. 2000 Action Learning Outside experts Senior executives as teachers Outside speakers Inside experts 2004 Senior executives as faculty Action Learning Outside speakers Outside experts External executive coaches Most Popular Executive Learning Methods Source: Executive Development Associates

  9. A Growing Industry $1-2 billion industry 63% increase over next 5 years 93% leaders to hire coach again 10,000 members of ICF 40,000 coaches worldwide

  10. Coaching Program Elements Program Setup Culture & Leadership Support Marketing / Communications Purpose ofCoaching Link to LD, TM Active Coaching CoachingActivities Matching Instrumentation Measure Impact Find & ScreenCoaches Internal Coaches Coach Community CoachingPool Certification

  11. Coaching Program Elements Program Setup Culture & Leadership Support Marketing / Communications Purpose ofCoaching Link to LD, TM Active Coaching CoachingActivities Matching Instrumentation Measure Impact Find & ScreenCoaches Internal Coaches Coach Community CoachingPool Certification

  12. Discussion: How does your organization use executive coaching?

  13. Coaching for Leadership Development Leadership Development Leadership Development Transition Coaching HiPo Retention Fix Performance Problems Career Coaching Etc.. Career Coaching HiPo Retention Transition Coaching …anything else… Fix Performance Problems

  14. Coaching and Alternatives Percent of executive development efforts accomplished through coaching • 65% of the orgs indicated “coaching represents 1-15%” • 21% of the orgs indicated “coaching represents 16-30%” Alternative efforts instead of coaching:

  15. Getting Started… Orgs: 7.8 years average years in coaching, Coaches 8 years median as coaches (2006). 52 leaders/year average receiving coaching (org) Many orgs just didn’t know how many and what levels, at business unit level Levels of leaders typically receiving coaching:

  16. Coaching Activities - Coach

  17. Discussion: Why do you think there are such differences between leaders and coaches?

  18. Coaching Lengths

  19. Measuring Impact of Coaching

  20. Satisfaction Survey 1/3 Leaders said never happened! 65% orgs do informal check in, 27% run a quantitative survey Quick – within first few weeks View a sample in the book – free/easy options available

  21. Nothing!

  22. Leader Self Report

  23. Boss’ View

  24. Promotion

  25. Repeat 360

  26. “Mini” 360

  27. All Together Now How do you measure impact?

  28. The “R” word: ROI • 73% of organizations do not measure ROI but would like to find a link. “This is our year of metric, so we are really interested in looking a little bit deeper at measuring that, and we haven’t really addressed it yet.” (org) • 7% actually have, while 21% say “forget it” “We have linked developmental planning as well as all of our LD to ROI with metrics, on different categories of profitability, growth, use of assets and we’re giving some pretty interesting data back.” (org)

  29. The “R” word: ROI • Leaders: 68% did not link coaching to business results “Unfortunately no, we don’t tie it specifically to business results…We don’t make that connection. But it would be good to. I think it would be possible to.” (leader) “My attention to detail and behavioral matters were translated in scorecard performance to some degree” (leader) • Coaches: Only 7% indicate organizations link executive coaching to business results

  30. Worksheet Discuss the questions on your worksheet in your small groups.

  31. What do we see ahead? Technology Enhanced Growth to Continue Internal Coaching Rising Right Coaching Talent Standardization of Practice Video chat Shared docs Online follow up

  32. Executive Coaching as an Intervention in Talent Management Brian Underhill, Ph.D.Founder, CoachSource Brian@coach-source.com (408) 779-9059

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