Thought Coaching

Getting the most out of executive coaching

In many progressive organisations, executive coaching is a strategic investment in developing human capital and an essential career and leadership development tool. With greater measurability of outcomes from professional coaching, the business case for executive coaching has never been stronger.

However, businesses need to understand that the success of a coaching engagement is not a foregone conclusion; it is a function of several factors such as the skills, competence and experience of the coach; the effectiveness of the coaching methodology; the level of participation in the process by the coachee; and equally importantly, the enabling environment provided by the organisation.

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Profile of a Thought Perfect Client

Thought Perfect is ideal for C level executives, entrepreneurs, and other senior business leaders who recognize that they are yet to realize their full potential and can achieve more in terms of business performance. Clients typically seek out Thought Perfect when they are faced with a dilemma, when they have to make choices that impact the short term and have potential implications for the long term as well. Typically they are experienced (10 + years) leading a team, with profit centre responsibility either at the business unit level or the organization as a whole. In many instances they come to us directly, or they become clients through the recommendation and involvement of CEOs and heads of HR. The trigger event is something like a formal internal assessment process, 360 degree feedback, or a specific situation that requires the intervention of a coach. It is also a strategic initiative (mostly CEOs) to look at long term success initiatives.

Here are some recent discussions that Thought Perfect has had with potential clients.

  1. A senior (25 years work experience) Account Executive in an advertising agency has had a major setback. He and his team are demoralised because they have lost a Banking Client of 30 years that contributed 25% of the agency”s profits.
  2. The Asia Pacific President of an American MNC who has just taken on this role for a year has been hit by the economic downturn. He cannot really confide in his colleagues nor does he have any deep relationships back in Head Office. Who can he talk to as he prepares to make some tough decisions?
  3. The Managing Partner of a law firm has just completed a 360 degree feedback and is astonished to see the results of five of his partners. The HR partner has been asked to come up with some suggestions to address the matter.
  4. The HR head of a large oil company is distressed by the fact that a planned pay cut across the board has resulted in the organization losing some of its best performers to the competition whilst the mediocre talent has stayed on.
  5. An owner of a medium-sized (USD100M) business is under pressure from his family to sell off the entire business he has built from scratch. His family feels he has done enough and want him to enjoy the fruits of his labour. He is confused and does not know what he should do.
  6. The CEO of a leading listed company with offices in every major country in the world has decided who will succeed him in the next two years when he retires. He wants this person to work with a strategic coach who will stay with him through out the process till he takes over.
  7. A new head of department in a B2B business has been appointed from within the department. He was the most aggressive sales person whose performance has been consistently acknowledged by all.  Six months into his appointment the HR head finds that he is a great goal scorer but makes a poor captain.
  8. A new Partner has just been appointed in an Accounting firm. His technical skills are very good but he just does not know how to win business. In his partner role he needs to do both- win new business and mange the deliverables as well. He is totally lost.
  9. This senior executive has been living as an expatriate for three years now and is enjoying great professional success. He is motivated, driven, and achieves every goal he sets. But for some reason he just does not feel fulfilled. He wants to know why.

Building Trusted Relationships : A Workshop for Leaders\Managers

This workshop is meant for everybody in the firm who interacts with colleagues and of-course for those executives who interact with external clients\business partners. It is particularly relevant for B2B activities involving large value sales. Based on extensive research in the realms of social psychology, Dr. Robert Cialdini, Regent’s Professor of Psychology at Arizona State University, has developed six key principles that can help us recognize the trigger features that increase the probability of success. Pratap Nambiar has worked extensively with Dr. Cialdini and will facilitate the workshop.

Outcomes

  • Enhance relationship development skills to shrink the time to relationships
  • Develop relationship strategies for individual pursuits
  • Increase confidence in helping clients answer “Why your company?”
  • Develop internal trust amongst teams
  • Develop and enhance broader service offerings across the market
  • Accelerate the process of achieving Trusted Partner Status
  • Reach/exceed growth goals

Format

  • One day workshop
  • 18 leaders\managers per session (balanced representation from different business units)
  • One mentor\champion to be present for each session
  • Extensive interaction with your company examples and case studies.
  • One integrated case study to bring all the principles to life.

Pre-work

  • Reading Materials – One write up on the subject. Include message from the CEO
  • Each participant will bring one live target to plan how to apply the 6 principles in a live pursuit

Content

  • Module 1: Explore concepts related to Trusted Advisor, relationship principles, and integrity, empathy, loyalty, etc., establish relevance of six principles
  • Module 2: Reciprocity
  • Module 3: Liking
  • Module 4: Authority
  • Module 5: Consistency
  • Module 6: Consensus
  • Module 7: Scarcity
  • Module 8: Integrated Case Study
  • Module 9: Live Pursuit Planning and Discussion; coaching/mentoring

Estimated Costs

  • Development and Facilitation cost estimated at us$1000 per attendee
  • Materials costs include a binder, cue card, and certificate
  • Event costs including location, space, refreshments, and meals, AV equipment to the client’s account
  • It will be necessary to interact with each business unit head for at least an hour to help develop relevant examples for each principle. Further it will be necessary to work with the Champion to develop an integrated case study.

Clear Thinking Made Visible

Reframe Perspectives – Either your world is perfect or it isn’t; it all depends on your perspective, the way you look at things. Everything will work out in the end, it always does. Meanwhile, your coach will help you reframe your perspective or get you to look at things differently so you can see more clearly and change your perception which in turn will change your mindset and prepare you for change. Shifting or reframing your perspective from one of imperfection to one that sees possibilities for perfection requires a great deal of experience and skill which is what a good coach will be able to achieve. Can the situation be better than this? Sure it can. We just need to think differently.

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Coaching for CEOs & Business Leaders

Truly evolved business leaders fully appreciate the link between Thoughts, Behaviors, Actions and Outcomes.

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Profile of a Thought Perfect Client

Thought Perfect is ideal for C level executives, entrepreneurs, and other senior business leaders who recognize that they are yet to realize their full potential and can achieve more in terms of business performance. Clients typically seek out Thought Perfect when they are faced with a dilemma, when they have to make choices that impact the short term and have potential implications for the long term as well. Typically they are experienced (10 + years) leading a team, with profit centre responsibility either at the business unit level or the organization as a whole. In many instances they come to us directly, or they become clients through the recommendation and involvement of CEOs and heads of HR. The trigger event is something like a formal internal assessment process, 360 degree feedback, or a specific situation that requires the intervention of a coach. It is also a strategic initiative (mostly CEOs) to look at long term success initiatives.

Read More…

Executive Coaching for Business Leaders- Frequently Asked Questions

Frequently asked questions about executive coaching for business leaders

When is a CEO or a business leader ready for coaching?

CEOs (or for that matter any C level executive/ business leader) need to recognize that coaching can help them perform better. Not only do they need to perform better but they also need to perform consistently better. This puts a lot of pressure on them; they generally cannot confide in anybody, and end up making wrong choices that impact them negatively. People who are in trouble often have difficulty in thinking and acting reasonably. Their problems overwhelm them and block their ability to listen and understand.  This impacts their thinking further, and makes them do things that bring totally undesired results. Once a CEO understands this, he/she should be ready for coaching.

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Coaching Methodology: Result-Oriented Executive Coaching Process

Our Proprietary Methodology

Our Coaching Metodology

We have developed a unique coaching methodology (see chart) that in a customized way will ensure better ROI than any training program. This has been vetted by The International Coaching Academy (ICA) and the International Coaching Federation (ICF).  ICF defines coaching as partnering with clients in a thought-provoking and creative process that inspires them to maximize their professional and personal potential. Coaching is a distinct service and differs greatly from therapy, consulting, mentoring or training. Individuals who engage in a coaching relationship can expect to experience fresh perspectives on professional challenges and opportunities, enhanced thinking and decision-making skills, interpersonal effectiveness, and increased confidence in carrying out their chosen work and life roles.

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