business cases for executive coaching

b e a c o nExecutive Search & Coaching

Business Cases &

Success for Executive Coaching


Copyright 2015 Beacon 2

Agenda

1.  The Business Case for Coaching 2.  Critical Success Factors 3.  About Us


1. Business Cases for

Coaching

3



Quote

"I never cease to be amazed at the power of the coaching process to draw out the skills or talent that was previously hidden within an individual,

and which invariably finds a way to solve a problem previously thought unsolvable."

― John Russell, Managing Director, Harley-Davidson Europe Ltd.

"I absolutely believe that people, unless coached, never reach their maximum capabilities."

― Bob Nardelli, former CEO, Home Depot



Coaching Defined

The ICF defines coaching as

“partnering with clients in a thought-provoking and creative

process that inspires them to maximize their personal and

professional potential”• Coaching helps the client become self-aware and widens

their perspective of the situation at hand so that they can make their own choices and take actions to get closer to their goals

• Coaching focuses on the now and client’s preparation for a new future; it does not dwell in the past

• Coaching is helping the client to learn rather than teaching them …

• Coaching creates accountability



How Coaching Works …

• Coach helps Client become self-aware and find motivation to change behaviors to improve results

• Coach elicits development by helping client

1. Define and focus on desired Goals

2. Investigate current situation - consider opportunities and implications

3. Consider list of alternative course of actions

4. Develop and decide on an action plan



Why Offer Coaching ?

Source : Building a coaching culture by ICF and HCI 2014

What are the reasons companies decide to offer coaching :



Quote

"Once used to bolster troubled staffers, coaching now is part of the standard leadership development training for

elite executives and talented up-and-comers at IBM, Motorola, J.P. Morgan, Chase, and Hewlett Packard. These companies are discreetly giving their best prospects what

star athletes have long had: a trusted adviser to help reach their goals."

― CNN.com

“In a 2004 survey by Right Management consultants, 86 percent of companies said they used coaching to sharpen

skills of individuals who have been identified as future organizational leaders.” - Excerpt from “What An

Executive Coach Can Do For You” – Harvard Business School.

b e a c o nExecutive Search & Coaching Areas for CEO Coaching

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Who is being coached and for What reason ?


10



Coaching Leads to Better Results

“Frequently coached seniors had 21 percent higher business results than

their counterparts”

“Organizations that invest in coaching were 130 percent more likely to state they have strong business

results and 33 percent more effective at engaging employees.”

Source : High-Impact Performance Management: Maximizing Performance Coaching, Bersin & Associates / Stacia Sherman Garr, November 2011


12

Focus is on the Individual, Outcomes are Organisational

Significant improvements to productivity

Source : International Coaching Federation Global Coaching client study, 2009

and personal effectiveness

b e a c o nExecutive Search & Coaching Coaching Results


b e a c o nExecutive Search & Coaching Coaching ROI

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Source : International Coaching Federation Global Coaching client study, 2009

86% of companies say they at least made their investment back.

96% would repeat the process

99% of all companies were satisfied

with their coaching experience



Quote

"Employees at Nortel Networks estimate that coaching earned the company a 529 percent return on investment and significant intangible

benefits to the business, according to calculations prepared by Merrill C. Anderson, a professor of clinical education at Drake University."

― Psychology Today

"Corporations believe that coaching helps keep employees and that the dollar investment in it is far less than the cost of replacing an employee.

― David A. Thomas Fitzhugh, professor of Business Administration" ― Harvard Business School

"Employers are shocked at how high their ROI numbers are for coaching. He recalls a large employer in the hospitality industry saved between

$30 million and $60 million by coaching its top 200 executives." ― Accenture, Alastair Robertson, Manager of worldwide leadership development


2. Critical Success Factors

16


1. The Matching Process • Coach has a experience in engaging senior

leaders• Coach has a strong track record in running a

business, organisational development or leadership development

• Coach’s chemistry with coachee• Client readiness & Motivation

2. Time to develop new behaviors • Allow at least 6 months to develop new

behaviors • Based on the HBR study, length of coaching

engagements are typically between 7-12 months (45%) or 3-6 months (27%)

3. Measure, Measure, Measure• Assess progress/achievement vs. up-front

objectives• Solicit feedback from manager/peers

Sources: 1. DBM research study in partnership with the Human Capital Institute on trends and emerging best practices in

Executive Coaching2. The Realities of Executive Coaching, HBR Research Report, January 2009

Critical Success Factors

17

b e a c o nExecutive Search & Coaching Ingredients to Success

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When Behavioral Coaching does not work

1.  Lack of commitment to change

2.  Wrong background

• Wrong job fit

• Lack of know-how or skills

• Lack of IQ for the job

3.  Written off

• Last chance or-else scenario

4.  Wrong mission

• Expecting direction

5.  Ethical issues

• Lying, cheating, dishonesty, etc

Source : Marshall Goldsmith

19


20

Executive Coaching Trends

• 78% of enterprise executives view executive coaching as credible and valuable

• Organizations on the whole plan to increase their use of coaching in order to: • Groom high-potential employees (62%)• Help capable executives achieve higher levels

of performance (58%)• Enhance the effectiveness of leadership teams

(48%) • Provide on-demand coaching for short-term,

targeted situations (44%)

Sources :

Trends in Executive Coaching: New Research Reveals Emerging Best Practices.

DBM and the Human Capital Institute (HCI), 2008


21

Executive Coaching Trends

• Top 3 reasons coaches are engaged• Develop high-potentials or facilitate a transition

(48%)• Act as sounding board (26%)• Address a “derailing” behavior (12%)

• Length of coaching engagements• 7-12 months: (45%)• 3-6 months: (27%)

The Realities of Executive Coaching, HBR Research Report, January 2009


3. About us

22


Copyright 2015 Beacon

Beacon is a boutique coaching & consultancy firm specializing in Leadership Development and Organisational Change

Moving from Potential to Performance …

We are passionate about unlocking the potential of individuals, teams and organisations and co-creating authentic leaders and teams focused on exceptional organizational performance, and with a heart for the community.

23

About Us



Our Philosophy

• We believe that each person has extraordinary capabilities

• We are passionate about bringing positive change to individuals, their teams and the organisation

• We begin professional development from a place of strength. People who focus on strengths are more engaged, happier, more productive and thus deliver better results

• A strengths-based approach provides for an individualized coaching approach and introduces a positive language and culture for sustained organisational growth.



Our Core ValuesIntegrity

Courage

Mutual Respect

Compassion

Fun & Curiosity

Integrity

Our focus is simply to be in service of our clients through honest, curious and non-judgemental

conversations

Courage

We inspire courage by being straightforward in sharing observations, and making challenging

requests for actions.

Mutual Respect

Our relationships are founded upon mutual respect and trust. We respectfully create “safe

spaces” for our clients to explore their challenges freely, whilst respecting their agenda and strictly

upholding confidentiality

Compassion

We operate from a genuine intent to do good for others and the community

Fun and Curiosity

We advocate fun and curiosity, encouraging our clients to experiment, reflect, gain insights and

learn in a light-hearted way.



We Work With People who …

Lead

Identified as

Emerging Leaders

Want to be the Best of

Themselves

Strugglewith

Behavioural

Challenges Undergoin

g Change

Manage Complex

Environments

Stepping into New

Roles

Want to Work

Better as Teams



Our Core Expertise- Executive Coaching



Questions ?


Please contact us at

BeaconEmail: sam@beacon-

search.comMobile: +65 97360223

Address : 31st floor, Suntec tower 2,

9 Temasek Boulevard,Singapore 038989

Thank You

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