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There are many solutions to any single problem. A thousand paths to getting a good result. As many possibilities for learning to trust, for learning to share, as there are people sharing the planet.
Coaching From Intention To Impact
Through coaching, we strive to create a world where work is challenging and relationships are easy. Where team dynamics are smooth even when projects are complex and many layered. Where both workloads and judgment are balanced. And where “impossible” goals are achievable because leaders are free to lead.
At Tangible, we help our clients explore beyond that first right answer, find the truth in their path, and open their eyes to the people and the possibilities that are all around them.
ContentOur MethodologyCore ServicesAbout Tangible
Organizational Transformation We help companies and executives improve performance and visibility at the place where people, business, and leadership intersect.
BusInessAchieving Outcomes
LeadershIpAchieving
Inspired Action
Mission results
Trust
IndIVIduaLAchievingPotential
Organizational
Transformation
6
The Organization The Organization
The Business The Business
The Team
The Team
The executive
The spiral of executive ImpactLeadership is never lost. Its impact produces undreamed-of changes in situations of which you are not even aware, for people you may not even have met.
7
The elements of executive Impact™We are committed to tangible outcomes
with impactful results.
While we follow our clients into the heart
of their issues we offer guidance in the
form of this 5-phase approach designed
to move clients from intention to impact
over time.
Whether we are coaching individual
executives, each individual in a team or
a group of executives within the greater
organization, we find this process has
given our clients the greatest chance
for success.
eiexecutiveImpact
IInitiate
MMap pa
practice &adjust
CCatalyze
TTransform
8
IInitiate
Who are you and what do you want to work on?
YIeLds: leverage.
We identify your values, your style, and your stakeholders and inventory your strengths. We take time to discuss your point of view. We talk to others, leverage assessment tools, and set up a coaching process.
MMap
What are 2-3 goals that will lead to desired outcomes?
YIeLds: clarity.
We identify successful outcomes as you and your stakeholders define them. We fast-for-ward to the destination – impact – and map out plays to get you there.
papractice &adjust
What will you do differently to move toward your goal?
YIeLds: change.
The plays you put in motion may require adjustments to your decisions, behaviors, strengths, or presence. A “dashboard” helps you fine tune your movements and helps you see your impact on others and theirs on you.
CCatalyze
how can you work with others to create lasting change?
YIeLds: trust.
As professionals, we have a responsibility to “profess.” We identify ways to apply your learning for the benefit of all your stakeholders and to catalyze change by modeling the way.
TTransform
are you there yet?
YIeLds: organizational transformation.
As you become more intentional about your decisions, behaviors, strengths, and presence, new insights and contributions spiral out from your leadership initiatives into the team, the business, and the organization itself.
9
One-on-One CoachingIndividual coaching – 12 sessions over 2 quarters
• Meettwiceamonthforanhourinacombinationofface-
to-face and over-the-phone sessions.
• Provideunlimitedaccessviaemailandphonebetween
sessions as needed.
• Assessresultsupfrontwithexecutiveandkey
stakeholders.
• “Initiate”phasealwaysincludesapersonalized360,a
behavioral styles assessment, and other assessments,
such as Myers Briggs, as needed.
• Createamapforintentionalchange.
• CyclethroughthegeneralExecutiveImpactprocess
through practice and adjustment.
• Meetwithotherteammembersifrequiredbythe
coaching situation.
• Regularcheckpointswithexecutive’sleadershipwhile
maintaining the integrity of the coaching relationship.
12
“I had the pleasure of working with Karen Warner
as my coach for ARAMARK’s Level 5 Leadership
Program. Karen provided very insightful feedback
and tools for me to use in both my work and
personal lives. I found Karen’s coaching to be
extremely valuable, and I believe other leaders
would greatly benefit from working with her.”
Goal“It’s time for me to run a bigger piece of the business.”
Promotion.
resultPromoted to Vice
President, Finance;
CFOandExecutive
Leadership Committee
“We rarely have the opportunity to step onto the
learning boat, that floats on the rising tide of work,
to survey our past successes and failures and
understand – ‘why.’ Karen helped me navigate
the waters to identify icebergs and riptides, and
set a course with the correct trade winds to
become a successful executive. Her personal tone
and methodical analysis provides a conducive
environment to explore your hidden drivers without
seeming intrusive.”
“ I wanted to drop a line and let you know I was promoted to Vice President last month. My work with you was certainly a contributing factor, and I appreciate your guidance and coaching. Thought you might be interested to know that your work was not in vain! Thanks for all of your help.”
One-on-One Testimonials
Goal“Now that my boss is gone I have to prove myself all over again.”
Visibility.
result Promoted to Vice
President, Operations
Goal“I’m told I need better people skills before I can make VP.”
ExecutivePresence.
result Promoted to Vice
President, Purchasing
Management
13
Team Coaching12 plus sessions over 12 months + 2 group sessions
For leaders operating within a designated team
• Meetwithteam’sexecutivestodetermineideal
organizational outcomes.
• Conductaone-dayleadershipinitiationsessiontoorient
the group and introduce common vocabulary. Covers
coaching, behavioral styles and trust-based leadership.
Highly interactive.
• Onceamonthmeetonsite(oratchosenlocation)with
each team member.
• Createinterimorganizationalactionplansthatreflectthe
team’scommonissuesasneeded.
• “Initiate”phasealwaysincludesapersonalized360,a
behavioral styles assessment, and other assessments,
such as Myers Briggs, as needed.
• CyclethroughthegeneralExecutiveImpactprocess
through practice and adjustment.
• Wrapupwithaone-dayclassonleadershippractices,
catalyzingchangewithintheirteams.Eachleaderpresents
key learnings and how they will cascade new thinking
inside their individual teams.
• Holdregularcheckpointswithexecutives’leadershipwhile
maintaining the integrity of the coaching relationship.
14
Team11 cross-functional Vice
Presidents.
GoalNeeded plan to handle
the merger of core
functions post acquisition
amid rumors of layoffs.
Implementation3-monthprogram
included weekly meeting
of functional team leaders,
one-on-one coaching,
trust development, and
new leaders assimilation.
resultSmooth and low key
integration.
No lay offs.
Team Case studies
Team5 new sales executives.
GoalHad never worked
together, but needed
toimproveregion’s
performance.
Implementation1-year program included
one-on-one coaching with
RegionalGM,one-on-
one coaching with Team
Leaders, leadership team
off site, and all-hands team
off site.
result In 1 year, regional sales
goesfromlast(14thplace)
to 1st in region, 2nd in U.S.
Hit 112% of quota.
Team10lawyersinhighly
visible, public sector
organization.
GoalAttorneys wanted to bring
management skills in line
with demands from team.
Implementation6-monthprogram
combining leadership
development classroom
training with one-on-one
coaching. Focused on
organizational health,
restructuring, and state-
sanctioned budget cuts.
result Team meets regularly
to collaborate on
hiring, firing, ethics,
and standards related
to sharing resources
and outsourcing legal
work,resultingin20%
budget reduction. Higher
retention rates for valued
attorneys and paralegals.
15
Leadership development programs• Meetwithteam’sexecutivestodeterminebusiness-critical
issues that must be addressed in the off site, work shop
or development class.
• Provideastraw-managendaforbalancinginteractionwith
introspection, drawing from our own inventory as well as
best practices in organizational development.
• Scriptthedaytoencouragegroupinteractionand
participation, leveraging agreed upon materials and
agenda.
• Createappropriatepresentationsandhandoutsaswellas
other materials as required.
• Arrivethenightbeforetheoffsitetohavedinnerwith
the team and cover last minute logistics with the team
executive. Optional: provide a short group activity to
warm up for the next day.
• Conductoffsite,monitorforadjustments,shiftasneeded.
• Wrapupwithevaluationprocess.
• Providewrittenevaluationsummarytotheoffsiteteam
executive.
16
Leadership development Case study
17
IndustryManaged Services
GoalProvide leadership development
to “pre-executives:” senior
management poised to be
promoted to Vice President
ranks within 12-18 months.
ImplementationDesigned3-monthleadership
development program of
study that combined 5 days of
classroom development with
one-on-one executive coaching.
resultOver200pre-executiveshave
gone through the program since
its inception over the past five
years with a strong track record
for return on investment and
promotion.
“I am letting you know I got the promotion to District Manager. Thank you for your assistance and mentorship. All our preparation paid off. The system works!”
1: We’ve sat where you now sit.
Atourcore,we’rebusinesspeople,firstand
foremost. We bring decades of corporate and
executive experience to all our programs. We
have ourselves grappled with commercial,
ethical and political complexity.
Our coaches have run businesses,
departments, and companies. We have
globalexperience.Weknowfirsthand:it’s
complicated out there!
2: We understand the importance of
personal branding.
Often our coaching clients come to us
because they need help being heard, seen
and recognized by their employees, peers and
bosses.That’swhywe’vedevelopedwaystonot
only discover Thought Leadership, but to deliver
it as well. Because of our marketing background,
we know the power of design, and we help our
clients create tools that make people stop and
pay attention.
education ARAMARKHigherEdandK-12LosAngelesUnifiedSchoolDistrict(LAUSD)
Industries representative Clients
high Technology IBMMicrosoft
Law OfficeofGeneralCounsel,LAUSDLittler Mendelson
private equity & professional services
Mural VenturesMercer Consulting
publishing Authors: Pirates of the Digital MillenniumAuthors: Firms of EndearmentAuthor: Pieces of the PuzzleAuthors: Creating Value Through People
science and Medicine Serono BiopharmaceuticalCenterforPersonalandProfessionalRenewal
sports and entertainment ARAMARKSportsandEntertainmentParamount Pictures affiliates
What sets us apart?
20
3: We have a track record for getting to
the next level.
Our coaching clients bring with them the raw
materials that result in career advancement.
Wehaveinfluencedtheupwardcareerpaths
of countless others by helping them raise
self-awareness and remove self-imposed
obstacles that may have been holding
them back.
4. We’ve created Tangibles to uncover and
reinforce new insights.
We have learned from our clients that tools,
materials and experiences accelerate learning
and reinforce new behaviors.
Tangibles include card decks, workbooks and
coaching process models.
Mid-level Manager
Senior-level
Manager
Vice President
Senior Vice
President
C-Suite
21
In the past year, we have helped 100% of the
executives we coach to pursue and achieve the
advancement they sought.
“There are no shortages of opportunities for people to do great things. They can and they must.” Mary Beth Cahill-phillips, TrustLine
Karen Warner, Founder & president
KarenWarnerisPresidentandManagingPartnerofTangible
Group,anexecutivecoachingfirmthathelpspeoplerealize
their full potential at work, so they can achieve great things
in their careers – and in the world.
BeforelaunchingTangiblein2002,Karenspent25plus
years in corporate settings, holding management and
executive positions in Marketing and Strategic Planning.
Intheseroles,Karenhasworkedwithsomeofthe
finest marketing groups in the world, including Dun and
Bradstreet,AmericanExpressandIBM.Mostrecently,
KarenservedasVicePresidentofWorldwideMarketingfor
private equity firm, Atlas Venture.
Karen’slongcorporatecareerinformshercoaching.
Forthepast6years,Karenhasprovidedcoachingand
consulting services to high-profile, top performers in the
legal, educational, high tech, services and entertainment
industries.Karenhasalsoprovidedbusinessandconsulting
servicesforParamount’sWar of the Worlds, and Mission
Impossible 3.
KarenhasanundergraduatedegreefromRutgersUniversity
andstudiedinternationalmarketingintheExecutive
DevelopmentprogramatColumbiaUniversity’sGraduate
School of Business. She received her coaching certification
from Hudson Institute of Santa Barbara. The pro bono
aspectofKaren’spracticehasincludedone-on-one
coaching with widows who became heads of household as
a result of the events of 9/11.
In2009,JohnWileypublishedCreating Value Through
People–onwhichKarencollaborated–acollectionof
interviews with thought leaders in the field of
talent development.
23
Since2002,wehavebeendesigninganddeliveringcoachingandconsultingservicestohelpFortune1000companiesandtheirexecutivesimprove behavior, performance, and visibility at the place where business, leadership and people intersect.
To learn more about Tangible, our faculty, and our products and services, please contact me directly:
Karen WarnerTangible Coaching and Consulting
Office:310-230-2226Mobile:310-926-9253
Email:[email protected]
©2009TangibleGroupandKarenWarner&Associates.Allrightsreserved.
Design:AmyDetrick,[email protected]