The Eighth Oil & Gas HR Round Table The Eighth Oil & Gas HR Round Table Creating Gen Next Oil & Gas Business Leaders Creating Gen Next Oil & Gas Business Leaders Leveraging the power of Coaching to develop leaders Leveraging the power of Coaching to develop leaders A practitioner’s perspective A practitioner’s perspective August 27, 2009
36
Embed
Ganesh chella on leveraging coaching to develop leaders
This document is posted to help you gain knowledge. Please leave a comment to let me know what you think about it! Share it to your friends and learn new things together.
Transcript
The Eighth Oil & Gas HR Round TableThe Eighth Oil & Gas HR Round Table
Creating Gen Next Oil & Gas Business LeadersCreating Gen Next Oil & Gas Business Leaders
Leveraging the power of Coaching to develop leadersLeveraging the power of Coaching to develop leaders
A practitioner’s perspectiveA practitioner’s perspective
August 27, 2009
in this session …
2
in this session …
o How leaders develop
o What is Coaching
o What do Coaches actually do behind closed doors
o How is Coaching actually used to develop leaders
3
o How is Coaching actually used to develop leaders
o Two cases
o What determines success and RoI
How Leaders Develop
How do leaders develop?
There is a difference between
ordinary experiences and
developmental experiences
Leader development is not
an event but a process
that takes time
Leaders develop when they are
5
Development has to be
integrated into work and
cannot stand alone
exposed to developmental
experiences.
CCL’s leader development model
The key ingredients of leader development
o Any developmental experience is effective if it has all of the following
three ingredients:
1. Assessment
2. Challenge
Coaching is one of the
most powerful
developmental experiences
6
2. Challenge
3. Support
CCL’s leader development model
developmental experiences
It meets all these three
criteria
What is Coaching?What is Coaching?
What is Coaching?
o Coaching is a personalised helping relationship between a
coach and a client within a productive and result-oriented
context.
o Coaching is about reinventing oneself, creating new stories,
new identities and new futures.
8
new identities and new futures.
o Coaching is set in an organizational context.
o Coaching is specific, need based, time bound and
measurable.
Coaching is a multi-disciplinary profession
Its scientific roots can be traced to
9
How Coaching entered Leader Development as a sub-discipline
of Consulting Psychology
o Many firms started offering psychological services to corporations after World war II.
o Initial practices included
- Psychological testing
- Team development
o Many consultants advised their clients on how they could operate or change their
organisations
10
organisations
o Leadership development was increasingly emphasising self awareness and
behavioural change to enhance performance
o A variety of executive assessment approaches including assessment centers and 360
not only gave executives the opportunity for feedback, but also created the need for
skilled professionals to help understand the feedback.