It pays to coach your emerging leaders

1Copyright © 2013. Infor. All Rights Reserved. www.infor.com@Infor_HCM #GreatCoach 1Copyright ©2014 Infor. All rights reserved. This presentation is provided for informational purposes only and does not constitute a commitment in any way. The information, products and services described herein are subject to change at any time without notice.

It pays to coach your emerging leaders

April 15, 2015

2Copyright © 2013. Infor. All Rights Reserved. www.infor.com@Infor_HCM #GreatCoachSource:

3Copyright © 2013. Infor. All Rights Reserved. www.infor.com@Infor_HCM #GreatCoachSource:

4Copyright © 2013. Infor. All Rights Reserved. www.infor.com@Infor_HCM #GreatCoach

Today’s presenters

Jason Taylor, PhD

Chief HCM Scientist

Kenneth Fung

Senior Director Strategy,HCM and Learning


Q & A

What is the biggest challenge you face in

your current coaching program?


The evolution of coaching

•Serve the Craftsman

•Provide Assistance

•Knowledge Transfer

Master•Grew From the Master Approach

•Activities with Oversight

•Mentorship

•Technical Transfer

Apprentice•“White-Collar Coaching”

•More Informal

•Low Performer Focused

Improvement•Methodologies, (GROW, FUEL, etc.)

•More Formal

•High Potential Oriented

•Potential Leaders

Potential •All Levels of Employees

•Scalable Focus

•Technology Driven

•Tangible Results Expected

•Data Driven

•ROI Expected

Systems Era


Today

The role of behaviors

Critical coaching

components

Scalablecoachingprograms


Today


Critical coaching

components



Often Forgotten - Behavior

1) Skills are Most Often the Focus - Tangible2) Skill is the “How”3) Skills are Focused on Symptoms

1) Behavior is Most Often Overlooked - Underneath2) Behavior is the “What” and “Why”3) Behavior Reveals Underlying Issues4) Behavior is Focused on the Cause


Ambition

Acceptance of Authority

Creativity

Emotional Consistency

Job Atmosphere

ObjectivityAssertiveness

Leadership Impact

Pace

People OrientationTough-Mindedness

Confidence

Discipline

Social Contact

Competitive Fierceness

Mental Flexibility

Risk Taking

Sociability

Numerical ReasoningAnalytical

Practical

Team Orientation

Need for Recognition

Organizational Structure

Change OrientationEnergy

Optimism

Organizational Skills

FlexibilityInsight into Others

Realistic Thinking

Stress Tolerance

Verbal Reasoning

Attention to Detail

Business Attitude

Reflective

Self-Reliance

Cooperative


Ambition

Acceptance of Authority

Creativity

Emotional Consistency

Job Atmosphere

ObjectivityAssertiveness

Leadership Impact

Pace

People OrientationTough-Mindedness

Confidence

Discipline

Social Contact

Competitive Fierceness

Mental Flexibility

Risk Taking

Sociability

Numerical ReasoningAnalytical

Practical

Team Orientation

Need for Recognition

Organizational Structure

Change OrientationEnergy

Optimism

Organizational Skills

FlexibilityInsight into Others

Realistic Thinking

Stress Tolerance

Verbal Reasoning

Attention to Detail

Business Attitude

Reflective

Self-Reliance

Cooperative39

BehavioralCharacteristics


Learning to Compensate


Performance Profile

U.S. Patent 8,204,778U.S. Patent 8,484,072

Coaching to Real DataComplete

Assessment

Performance Data

Incumbents


Setting the Coaching Target


Today


Critical coaching

components



Q & A

What is the one thing you need for a

successful coaching session?


Results-driven coaching

1) Know the situation2) Stay focused3) Keep it real4) Keep it balanced5) Maximize time and quality

Source: The Fundamentals of an Employee Coaching Session


Know the situation

Facts

Motivation

Engagement


Stay focused

Presence

Time

Space


Keep it real

Specifics

Clarity

Tasks


Keep it balanced

Strengths

Less is more

Excitement


Maximize time and quality

Information

Deep, not wide

Research

Job Level


Coaching Stages

Building Trust- Think of someone you know who has a naïve approach to life. What appeals to you about that style? What frustrates you?

Awareness- Tell me about a situation when you thought you had arrived at a sensible solution, yet it turned out that you ignored some of the more visionary alternatives. What did you overlook? Would you have done anything different?

Pre-Coaching- Practical people are well-adjusted to their external environment and their ideas will encapsulate sensible and down-to-earth components. Idealists are individuals who are unaffected and often have a naive approach to life. They tend to see the world in an overly inapplicable or non-functional manner.


Coaching Stages

Build Muscle- Have Paul present a situation where he might have come across as rigid in his approach. Press Paul to devise strategies that will help him identify when it is important to understand those who do not share in his levelheaded approach. Focus on the value of generating additional perspectives.

Extra Credit- Help Paul study a historical figure who was considered visionary. Request that he research and document both the successful and non-successful ideas that were generated by this person. Have him journal any new visionary ideas or concepts that the research spawns. Discuss ways to generate additional solutions based on this new input.


Today


Critical coaching

components



Q & A

How important is scaling coaching

across your enterprise for you?

(1=unimportant, 10=crucial)


Barriers to scalable coaching

Exec Support

Knowledge

Time / Resource


Lack of Executive Support


Impact of Coaching

42% higher employee productivity*

75% higher Talent Management results*

26% higher business results and cost containment*

*Bersin by Deloitte Study: High-Impact Performance Management


Corporate Culture

Talent Development

Continuous Learning


Lack of Coaching Knowledge


How to Coach?


How to Coach?

e-Learning


How to Coach?

e-LearningClassroom Training


How to Coach?

e-LearningClassroom Training

Discussion Groups


Lack of Time & Resource


Technology

Find the gapTargeted coachingNano coachingLearning optimizationMentoring/wider coaching


Finding the gap


Targeted coaching


Targeted coaching


Nano Coaching

Very Short*

Phone, eMail, IM*

*Elliott Masie's Learning TRENDS


Gap analysis and learning optimization








Mentoring / Wider coaching


Q & A

What questions do you have today?


Thanks for attending

1-888-851-1996 Infor.com [email protected]

# GreatCoach

Recording, slides


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It pays to coach your emerging leaders