Workshop A: Case Study – Implementing a Certified … Workshop A...New Face of Leadership ... Primal Leadership: ... Microsoft PowerPoint - SMA Workshop A - Schlumberger Case Study.ppt

Taking Sales from Competent to Effective!Taking Sales from Competent to Effective!

Workshop A: Case Study – Implementing a Certified Sales Coach Program

Strategic Drivers for Implementing a Certified Sales Coach Program @ Schlumberger

University Perspective—Columbia University Approach to Executive and Organizational Coaching

Schlumberger’s Approach: Phase I, Phase II & Beyond

Discussion

Sales Force Productivity Conference - October 24, 2012

Today’s TopicsToday’s Topics

Survey Says: 78% Managers Coach | 78% Mangers Not Being Coached– What is coaching anyway?

Learning: Competency Training Working Well! | Effectiveness in the Field Not so Much– The ability to use predictive skills to move people forward

Motivator: Sales Leaders want to Coach | Leave a Legacy– Community doing coaching but with no guidance or framework

Dynamics: Churn Rates and Lack of Recruitment Outpacing Needs– 2.5 year tenure Account managers, 3 year sales managers. Had to increase effectiveness fast. Can-

not replace through recruitment.

Conclusion: Find a Program that Fits Preferred Leadership Style – “Leader as Coach”– Decided on Academia angle (our comfort zone) Columbia program selected.

Sales Force Productivity Conference - October 24, 2012

Context: Strategic DriversContext: Strategic Drivers

University Perspective—Grounded in ResearchUniversity Perspective—Grounded in Research

To raise performanceTo develop high potentialsTo adapt to changes in the external environment

Individual OutcomesIndividual Outcomes

Reaching Individual Goals Producing Desired ResultsMaximizing Performance Increased Personal Fulfillment Finding Meaning in WorkWork-life Balance Becoming More Competent Employee Satisfaction

Collective OutcomesCollective Outcomes Goal and Role Clarity Delivering Business Results Productive Conversations Improved Strategic Thinking Facilitating Change Retaining High Potentials Enhancing Innovation Customer Loyalty Leadership Effectiveness

Sales Force Productivity Conference - October 24, 2012

Context—Why Coaching? Why Now?Context—Why Coaching? Why Now?

Moving valuable people from where they are to where they want to be!

Sales Force Productivity Conference - October 24, 2012

Content—Role of a Coach…Content—Role of a Coach…

Executive and Organizational coaching is aExecutive and Organizational coaching is a…… Process (motivational process) Partnership (designed alliance-coach, client, & sponsors) Balance (individual and organizational needs) Way of Working (characterized by engagement & discovery) New Face of Leadership (21st century competence)

Source: Maltbia & Power (2005), Diversity’s Impact on the Executive Coaching Process

Sales Force Productivity Conference - October 24, 2012

Meaning of Coaching—Conceptual ClarityMeaning of Coaching—Conceptual Clarity

8

Adult learning

Adult development Management education

Psychotherapy/counseling psychology

Organizational Behavior/Behavioral Sciences

Sports psychology

Executive coaching

Life coaching

Performance coaching

Team coaching

Organizational coaching

Transformational coaching

Spiritual coachingEvidence-based coaching

Financial coaching

Health and wellness coaching

Peer coachingOntological coaching

Group coaching

Managerial coaching

Sales coaching

Source: Adapted from concepts in I. F. Stein’s (2003, 2005), Introduction: Beginning a promising conversation (pp. viii-xii);

Career coaching

Integral coaching

Neurosciences

Roots of Coaching—Multiple DisciplinesRoots of Coaching—Multiple Disciplines

CCCP

CoachingProcess

CoachingCompetencies

GuidingPrinciples

Our Compass

Our Vehicle

Our Map

The JourneyThe Journey……

Sales Force Productivity Conference - October 24, 2012

Coaching FoundationsCoaching Foundations

Coaching Effectiveness

Adhere to High Standardsof Ethical Conduct

Focus on the Client’s

Agenda

BuildCommitment

ThroughInvolvement

Earn the Right to Advance at Each Stage of theCoaching Process

Sales Force Productivity Conference - October 24, 2012

Guiding Principles Guiding Principles

Relating

CoachingPresence

LeveragingDiversity

Questioning

Listening

TestingAssumptions

Reframing

Contributing

BusinessAcumen

Co-creating the Relationship

Meaning Making with Others

Helping OthersSucceed

Competencies

Sales Force Productivity Conference - October 24, 2012

Core CompetenciesCore Competencies

Theoretical / Empirical Basis… Science of Human Performance Action Research

Structure Phases Components Coaching Tasks

Learning & Results-focused Focus: Learning for Perspective Alignment: Learning for Knowledge Performance: Learning from Experience

Process

Sales Force Productivity Conference - October 24, 2012

Coaching ProcessCoaching Process

Visionary – moves people toward shared dreams/goals Coaching – connects what an individual person wants with the

organization’s goals Affiliative – creates harmony by connecting people to each others,

master networker Participative – values the impact of others and fosters commitment Pacesetting – meets challenging and exciting goals Directive – soothes fears by providing clear direction in an

emergency or other high pressure situations Source: Goleman, Boyatzis& McKee (2002). Primal Leadership: Realizing the Power of Emotional Intelligence, pp. 53-80.

Coaching—1 of 6 Leadership StylesCoaching—1 of 6 Leadership Styles

Getting There from HereGetting There from Here……

Case Study: Implementing a Certified Sales Coach Program (continued)

Case Study: Implementing a Certified Sales Coach Program (continued)

15

Success FactorsSuccess Factors……

Content—2013 and BeyondContent—2013 and Beyond

Question: Are we ready for coaching?– Overcome the stigma

Strategy: Keep it small and focused– 3 coaches working with 6-10 people each

Core Approach: Clear contract for the engagement– 1 Hour session | 1 time per month

Emphasis of Work: Behavioral Change– Challenge the directive style of management

Progress Indicators: Be realistic about the results and outcomes– Retention, enhanced career development, better client engagements

Conclusion: Result of pilot…– Deploy a coaching program focused on top 100 sales leaders. Trickle down effect

Sales Force Productivity Conference - October 24, 2012

Conduct—Phase I | PilotConduct—Phase I | Pilot

Population: Selected 150 Sales Leaders– Not necessarily sales management

Goal: Crunch through the Program in 12 Months – “Critical Mass” with New Capability– 14 classes in all locations. Personally invited and selected delegate

Aim: Build Internal Competence – for Sustainability – Train the trainer programs

Monitor: Measure Effectiveness– Don’t measure just the $ gain

Recognition: Professionally Certify the Program– Crucial to an engineering based scientific program

Sales Force Productivity Conference - October 24, 2012

Conduct—Phase II | DeploymentConduct—Phase II | Deployment

Why Coaching? –Coaching is Schlumberger’s preferred leadership style

How is it Going to Happen?–Multiple “Coach the Coach” workshops delivered to “coaching champions.”– Creating internal capability and scalability– Delivered by Mission Performance Ltd  – credible, inspirational, coaching practitioners with an operational sales focus

Core Content–World Class Coaching Foundations + GROW

Commitment: Create “Coaching Culture”Commitment: Create “Coaching Culture”

Across the Schlumberger Sales Organization!Across the Schlumberger Sales Organization!

Desired Effect–We coach informally and in the moment. 

–Our experience and successes become shared learning events through coaching. 

–We minimize skill gap and focus on succession planning.

–Our sales performance is continually optimized. 

Commitment: Create “Coaching Culture”Commitment: Create “Coaching Culture”

Across the Schlumberger Sales Organization!Across the Schlumberger Sales Organization!

Are there any questions?15 minutes14 minutes13 minutes12 minutes11 minutes10 minutes9 minutes8 minutes7 minutes6 minutes5 minutes4 minutes3 minutes2 minutes1 minuteThank you for

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