Don’t Underestimate the Opening for Change. Our masterful coaching certification program is about coaching CEOs and other top executives and is based on 12 conversations. Arguably the two most important conversations are 1) Declare an Impossible Future, and 2) Master the Political Chessboard.
Trying to realize an Impossible Future implies radical change, which is threatening to people who have an established power base. Thus, mastering the political chessboard is essential
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Right now I am in South Korea at the Grand Intercontinental Hotel, sipping a bow of Japanese udon noodles in my room. It’s 1:47 in the morning. I gave a talk on Transforming Leadership at Hana Bank today in Seoul Korea, a bank that has an Impossible Future to be one of the top 50 banks in the world. I found myself on a big stage talking to about 800
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New Year’s Resolutions are often not bold declarations of our intent to realize an Impossible Future in the coming year, but good intentions, most of which are soon forgotten after the holiday period. But what if you turned that around 180 degrees?
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Who doesn’t like a good sports movie? You know, the kind that makes you want to stand up and cheer for the athletes and teams who overcome huge challenges to win the championship and learn important lessons along the way.
Sports is a great way for people who are fascinated and intrigue by idea of Masterful Coaching to get a handle on what it’s all about.
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I spent the first part of July in Korea at the invitation of Dr. Edward Choi, Chairman of CMOE, the #1 Leadership Solutions company in that nation, the company that introduced coaching skills to thousands of managers in companies like Samsung, LG, Hyundai, and Posco. Dr Choi is one of the people in the world who I truly admire and respect as a coach and mentor, and someone who has my complete listening.
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I am often asked by people in our Masterful Coaching Certification program, “How do you tell if someone is a good candidate for coaching?” This is a great question, as picking the wrong person to coach can lead to a very frustrating experience. Start with the right mindset: the coach must choose the people they work with based on a set of selection criteria vs. the other way around.
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As you may have picked up on from my blogs, I have been having a lot of fun working with people in the Masterful Coaching Certification process. Programs at the Pentagon and at my country house in Waltham Massachusetts have been both impactful and enjoyable.Following the last session, I received an email from one of the participants from a Big Co. His email and my response might give you an idea of what happens in the coaching part of the program.
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Honda has taken a page from my book with their “Dream the Impossible” video series. The videos focus on setting big goals with impossible deadlines. There are a handful of examples featured in these great videos, including what Honda engineers did when given the job of coming up with a hybrid car that ran on a fuel cell. They were given less than a year to do this, and used the time pressure as a friend vs. an enemy
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About a year ago, Masterful Coaching, in cooperation with Defense Acquisition University (DAU), began a 9-month executive coaching certification program with ten people, including university Deans and highly-accomplished faculty members who have military backgrounds. The idea for the program originally came from John Young, Undersecretary of Defense for AT&L, who at the time was in charge of a budget of close to $300 billion dollars. Mr. Young saw Masterful Coaching’s involvement as a way to significantly improve the performance of the Pentagon PEO’s and program managers. “Get Defense Acquisition programs delivered on time and on schedule” was the mandate.
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Several months have gone by since I have written here and I’d like to tell you about what I’ve been up to. In the late summer, I began working with someone who I believe has the potential to be an extraordinary leader. I am speaking of Reilly Finn, the VP of Corporate Communications for a Tier 1 Defense Company. I started executive coaching with her on her first 100 days in her new job with a mandate from her boss to make “Comms” a more strategic organization. I asked Reilly what her Impossible Future was. Her response: A world without war!
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