- Do you want to become CEO of your company?
- Are you looking for the
leverage to get out of the no-growth morass?
- Are you trying improve your
operational efficiency but hitting a wall of resistance?
- Do you need to create a leadership pipeline?
The Masterful Coaching “Wheel of Fortune” consists of proven coaching
services, tools, and methods to provide what’s missing to give you the edge for success.
We use the term “Wheel of Fortune” for a reason. The pieces, whether
taken on individually or used in dynamic combination, are designed to
produce extraordinary leaders in the process of producing extraordinary
financial results.
Executive Coaching: The First 100 days—From Job Entry to Job Impact
Are you in a pivotal new leadership role? Get off to a fast start.
We will coach you how to dramatically compress the time from taking up
a new leadership role and learning the ropes, to performing above and
beyond the ordinary. The key lies in your first hundred days. We say,
“begin as you want to go forward” because it’s in those first hundred
days that you set the tone. We will coach you to: 1) Look like a leader
and act like it; 2) Make sure you have the people on your team that can
help you succeed; 3) Get a reality based assessment of the business at
an accelerated speed; 4) Set the context by building a shared vision of
business success and a set of governing values that shape behavior; and
5) Execute flawlessly on the critical few things.
The Most Powerful 360° Feedback Available Anywhere in the World
Want to become CEO? Elevate your leadership from Good to Great. Create an inspired high performing organization.
Most business leaders see what they do brilliantly, but they can’t see
what they do that gets them in trouble. We have designed the state of
the art. 360° feedback process that not only rips the blinders off so you can see the things that derail you, but
helps you also transform thinking and behavior. This 360° based on in depth
interviews about the person’s aspirations, strengths, gaps, and blind
spots helps them break the grip and excel beyond old paradigms. It’s
hundreds of times more powerful than the typical 360° feedback based on corporate
competency lists and ticking the boxes on the computer, which often
becomes a numbers game. Following our 360° assessment, we build a leadership
roadmap that will help the person reach their leadership, business, and
career challenges.
Executive Offsites – Create A Business Strategy that Tells You How You Can Win
Our Skilled Facilitators help your group think better together when breakthroughs are required to move forward.
Masterful Coaching can make your next executive offsite a smash hit
rather than a flop. Our skilled facilitators offer you a powerful
assist in getting your group to think better together in order to make
breakthroughs possible.
First, we ask you to design your offsite around
a key question. For example, how do we break out of the no-growth
morass? Or how do we get to top quartile in operational performance?
Second, we encourage you to invite the smartest, gutsiest people in
your organization — each of whom will view the problem from a
different angle. Third, we ignite debate and dialogue through the
Socratic method, showing how disagreement can actually be a resource
for people to question assumptions, see things in a new way, or light
creative sparks. After people soak in the divergent views and
perspectives for a few hours or days, they begin to connect the dots and come up
with new ideas, fresh approaches, and breakthrough solutions.
Link Your Business Strategy to Your People Strategy
We will coach you to transform the role of HR and create an effective leadership pipeline.
In most organizations there is a well defined “strategy process” that
finds its way onto the corporate calendar every year. Similarly, there
is a well defined and “operations process.” The “people process,”
designed to give the organization the capability to realize its
strategic and operational goals, however is either random or broken. We
help you design a powerful people process starting with transforming
the role of the head of HR so that their job is seen as the second most
important job in the company. We then help you create coherent
processes in three areas: 1) Selection—Get the right people, in the
right job, right now. 2) Development—Create opportunities, develop
leaders, build careers. 3) Retention—Recognition, rewards, coaching and
training. In this process, the role of HR shifts from transactional
(salary, benefits, administration) to transformational (building
organizational capability.) A three month coaching engagement including
meetings and phone calls.
Create a Source Document (Business Road Map) Which Makes Everyone in Your Organization a Player in the Big Game
The Source Document includes the “what” (an Impossible Future) and the “how” (the way you will achieve it).
An
Executive Offsite can result in extraordinary conversations that result
in building a shared vision, ideas for transforming corporate culture,
brilliant strategies, goals, plans and so forth. All too often however,
even extraordinary conversations disappear. We have come up with a
powerful tool called a “Source Document” for making sure this doesn’t
happen. It provides in one place an inspiring vision of the future you
want to create and a strategy that says how you will win in the
marketplace. It also includes major milestones, guiding principles,
tools, and methods. A Source Document is a powerful tool for spreading
the word to far flung business units. It gives everyone in the
organization a place to stand. It is typically conducted over a three
month time period.
You’ve Got a Big People or Business Decision to Make
Let a Masterful Coach be your thinking partner in making a great decision
Our
Masterful Coaches often play the role of a thinking partner in helping
business leaders make great decisions. We help you question what you
take for granted, assess your different options, then help you move
powerfully to a clear cut yes/no decision. It’s our observation that
the most important decision people ever make are people decisions. For
example, the most important decision Reg Jones, former CEO of GE, ever
made was hiring Jack Welch, a decision that increased the company’s
shareholder value hundreds of time. We have special insight into people
and coaching methods that help you decide who to hire and who to take a
pass on, who to move up or out, who to coach and who to find a
different job. This would take place in a number of coaching
conversations, typically over a short period of time.
Become a Masterful Coach—The Masterful Coaching Workshop
The number one responsibility of any leader is developing other leaders
Today
coaching is hot! Most believe that one of the most important roles of a
leader today is being able to coach, and mentor other people. Yet most
managers lack both the coaching mindset, as well as coaching skills and
capabilities that can impact people’s development and business results.
The Masterful Coaching workshop based on the proven MC method, and
Triple Loop Learning provides people all of this and more. It shows
people how to develop extraordinary coaching relationships by reaching
out to cause others people’s success. It shows how to get things on the
schedule and design the relationship around significant leadership
business challenges. And it shows how to follow up so that nothing
drops through the cracks. Either 2 or 3 day seminar.
The First Step in Creating an Impossible Future is to Face Reality —The “What’s So Process”
The “What So Process” lends insight into business breakdowns and what’s missing that can produce a breakthrough.
The
first step in creating an Impossible Future is not setting high goals,
but rather making a realistic assessment of the business today. This
helps you know where you are so you can set more meaningful goals and
milestones, as well as effectively navigate a course to the future. The
“What’s So Process” is an excellent process for making this assessment.
It asks you to look at: 1) Facts, 2) Accomplishments, 3) What’s working
4) What’s not working, and 4) What’s missing that if provided could
make a difference.
Execute With Team Based Action Coaching
The Action Coaching program makes/saves the company $5-10 million dollars per participant often paying out a 100 times over.
One
of the things we have discover working with many Executive Offsites is
that managers often have a difficult time moving from strategy to
execution. They tend to get trapped in studying something to death,
elaborate planning and preparations and so on, and then complain they
lack the time or resources. After an the initial Offsite, we coach
leaders and managers to execute like demons over the course of the next
twelve months through team-based action coaching— it includes 4
group meetings and 8 ninety-minute individual coaching calls. After the
group goal is set, we coach every individual on the team to come up
with a breakthrough project which includes a razor sharp goal where 1)
success is near and clear, 2) there is an enthusiastic team, and 3)
where there are existing resources and change readiness. We coach
people to get going and produce a result right now. The idea is to get
a success and then to expand that into a widening circle of successes.
The Masterful Coaching Approach to Performance Management
We will help you take the dreaded performance review and transform it into a powerful coaching conversation.
If you walk into a room of a hundred leaders and ask them to put up
their hands if they have had a meaningful performance review in the
last year that tells them what their strengths are, where they need to
improve, and exactly where they stand, you will usually get less than
five to ten hands going up. We will show you or your team the Masterful
Coaching method for performance management: 1) Performance reviews must
be based on measurable quantitative goals that reflect what people need
to do. 2) People must have a personal strategy to reach these goals
that reflects who they need to be in the matter, for example, the
necessary attitudes and behaviors to achieve their business goals. 3)
Reviews must be done a minimum of once a year. 4) Leaders must know how
to have a coaching conversation that involves giving people the
experience of both being supported and challenged.
