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The Art of Excellence Workplace Enrichment Services

Leadership. Teamwork. Success.

August 2008

Agenda

Who is TAOEToday’s issuesToday’s opportunitiesCoaching… Everything you wanted to know but were afraid to ask!Questions

The Art of ExcellenceWorkplace Enrichment ServicesLeadership. Teamwork. Success

TAOE opened its door in 2004Sylvie Gervais-Leduc, OwnerDegrees in Psychology, Social Work and Executive Coaching

Services:

Executive Coaching Certified Corporate Coach and Internal Corporate Coach TrainingCustomized TAOE WorkshopsWorkplace Enrichment ProgramRepresents DiSC® and True Colors®

Note: Members of WABC, ICF andCoach Canada


Other members of the TAOE Team…Louise Bergeron• Certified Corporate Coach• Background in Sales,

Management, Training and Recruitment

Ann O’Neill• Office Manager and Executive

Assistant • Background in Business and

Accounting


Vision

Bringing out the highest standards of leadership,

vision, goal achievement and success for leaders,

their teams and the business or organization they own

or belong to.


Mission

To serve as your creative and empowering

thinking partner offering the inspiration, information,

support and leveraging that moves you to new levels

of possibility and success!


Values

Integrity: Authenticity and transparency. True to our word. Committed to doing what’s right and what is best for our clients. Taking 100% accountability for all we say and do. Practicing what we teach.

Courage: To take risks as needed, standing in trust of the process. Listening to inner wisdom. Taking action in doing what is best once that direction is clear. To look at what isn’t working and find pro-active ways to improve it.


Wisdom: Honour and respect for self and others. The ability to access perspective, reach out when needed, take time to reflect, continually develop strong self-awareness, use good judgement, healthy boundaries and compassion. Focus on a clear direction without being attached to the outcome.

Service: Committed to serving our clients and championing their highest goals and aspirations for personal and business success. To continually grow offering the highest quality of service.


Today’s Issuesand

Opportunities


• Growth is good…right?• Employees….

– Attraction– Retention– Succession

• How do we get Engagement?• Time…there is never enough!• Change…the only thing that is constant!


• Choose…– To take the TIME to think, reflect, plan– To develop EMOTIONALLY INTELLIGENT teams– To INVEST in new ideas– To define your VISION more clearly– To set GOALS that will make it happen– Take the STEPS that will get you where YOU WANT

TO GO

Choose to be open to the POSSIBILITIES!


Coaching


• Roots are in sports • 1980-1994 Rapid Growth• Young profession and recognition since 1994• Millennium=Coaching Explosion• Included:

– Life – Outplacement– Career

• Downsizing, Mergers, Acquisitions…


• Today in business, coaching is about – Leader transition– Helping retain high potentials– Improving performance– Helping individuals assess their careers and

direction– Helping to hone in on specific skills or

strengths – Often tied to training (post training

reinforcement)


Defined by the International Coaching Federation (ICF) as

“An ongoing professional relationship that helps people produce extraordinary results in their lives, careers, businesses or organizations. Through the process of coaching, clients deepen their learning, improve their performance, and enhance their quality of life.”


Another simplified definition (AMA- American Management Association Survey 2008)

“A short to medium term relationship between a manager or senior leader and a consultant (internal or external) with the purpose of improving work performance.”


“Corporate Coaching is defined as a unique opportunity for executives to reach for their goals and potential. Through powerful dialogue with genuine presence, executives are seen, heard and understood.Through this process, anything is possible!”

Sylvie Gervais-Leduc 2006


• It is a PROCESS• The client chooses the goal/direction• The client chooses the focus of the coaching

conversation• Allows client self-discovery• Creates clarity• Motivates clients to move into action• Challenges perspectives• Helps clients see the possibilities


• Focuses on strengths and past successes• Engages client in thinking and deciding what

they need in order to succeed• Looks at what is holding them back and what

needs to happen to move forward• At all time, being aware of the client’s Personal

Energy and Response-Ability

The power in Being Seen, Heard and Understood


• Internal Coach– A designated employee (eg: HR personnel or

Leadership Role) – Can provide lower cost of services– Understand and part of the organizational culture– Can see leaders in action

• External Coach– Tends to bring greater objectivity– Can bring a fresher (or outside) perspective– Bound by a Code of Conduct which guarantees

higher levels of confidentiality and professionalism– Has experience with a variety of organizations


• Different from a Consultant….– Delivery, support and approach is different

from Coaching– A Consultant has a knowledge and expertise

to share with a company or organization that will help them remedy a problem or challenge.

– There can be consulting if requested by the client

– Regardless, consulting is done with a “Coach Approach”


• Different from a mentor …– Tends to be more informal– Focuses on sharing experience and expertise– More of a role model– Usually used in early career stage– Great way to integrate new leadership– Does not replace the need for coaching


• Why should an organization spend the money and the time on coaching? (Top 4 reasons cited in AMA survey)

– The desire to improve individual performance/productivity.

– To address leadership development and/or succession planning

– Improve organizational performance– To boost employee engagement


• Why do individuals seek coaching?– Access clarity– Help with transition – Want to get serious about their Vision and

Goals – Need to be supported and held accountable– Safe place to “process” and think out loud– Confidential place for self employed, business

owners, executives– Quality planning and strategizing time


• So why don’t more people get coached?– Don’t understand it– Don’t even know it exists– Not ready for the accountability– See it as a cost vs an investment– Has a negative connotation (used in the past

on negative behaviour)– Pride– Time!


• Criteria when selecting a coach (in order of highest correlation with coaching success-AMA survey)– Interview with the prospective coach (3)

– Validated client results– Coaching certifications– Business experience (1)

– Consulting experience– Recommendation from a trusted source (2) (1-2-3 denote the top 3 in how they chose-AMA survey)


• What would a TAOE coaching session look like?– Generally 30 minutes to 1.5 hrs (respecting

individuals’ pace and preference)– Follow-up with client on Action Steps – Goal setting (Initial Goals-Session Goals)– We take notes and client gets a copy – Action steps– Plan for next sessionNote: TAOE offers a variety of Coaching Tools


Questions?


www.taoe.caThank You


http://www.taoe.ca/

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Documents

ama survey

client

clients

coaching

goals

improve

training

business