© InsideOutDevelopment LLC 2009 A Professional Service Firm Focused on Helping You Achieve...

© InsideOutDevelopment LLC 2009

A Professional Service Firm Focused on Helping You Achieve Breakthrough Performance


The Business Case for Coaching

Bersin & Associates - 2007 High Impact Talent Management Study

• The Talent Management practice which produces the greatest results


The Business Case for Coaching

Bersin & Associates - 2007 High Impact Talent Management Study

• The Talent Management practice which produces the greatest results

Sales Executive Council (SEC) - 2007 Sales Coaching Research Initiative

• Manager activity most closely associated with Sales rep success


Research Suggests: New Generation


InsideOut Development

• Over 25 years working with professional athletes


InsideOut Development

• Over 25 years working with professional athletes

• Over 20 years experience working with corporate clients


What We Do

We help individuals and organizations implement a simple, repeatable coaching

process that has broad application


Coaching is not about:

Coaching is about:

Philosophy


Coaching is not about:• Style• Being “nice”• Fixing people

Coaching is about:

Philosophy


Coaching is not about:• Style• Being “nice”• Fixing people

Coaching is about:• Increasing and maintaining performance• Implementing strategy• Results

Philosophy


We Believe

It’s less about…– The “philosophy”

of coaching– Do’s / Do not’s of – Coaching– Style– The Coach


We Believe

It’s less about…– The “philosophy”

of coaching– Do’s / Do not’s of – Coaching– Style– The Coach

More about…– “How to” for

conversations– Simple & Repeatable– Environment for

Learning– The Coachee


The Biggest Obstacle to Performance

Is not that people aren’t smart or knowledgeable enough


The Biggest Obstacle to Performance

Is not that people aren’t smart or knowledgeable enough

It’s that they don’t take action on what they already know!


Sample List of Clients


Clients Tell Us:

• Approach leads to swift action and effective results


Clients Tell Us:


• Process is simple and easy to implement therefore breeds confidence


Clients Tell Us:



• Has a broad range of application beyond traditional coaching


Clients Tell Us:




• Don’t have to be subject matter expert


Clients Tell Us:





• Can be used to coach up, down, sideways and at home


Clients Tell Us:






• Keeps people responsible/accountable


Clients Tell Us:






• Keeps people responsible/accountable

• Enables people to navigate “challenging” conversations


The Spirit of InsideOut Coaching

Conveying valued people

From where they are

To where they want to go


The Spirit of InsideOut Coaching

Conveying valued people

From where they are

To where they want to go

Respect/Dignity

Get in their world

Commitment


InsideOut Performance Model

Paradigm

Principle

Process



Performance comes from the Inside-Out

Paradigm

Principle

Process




Focus brings out what’s inside

Paradigm

Principle

Process




Focus brings out what’s inside

G.R.O.W. Coaching process

Paradigm

Principle

Process


Paradigm

Outside-In

Inside-Out


Paradigm

P = C + K

Outside-In

Performance = Capacity + Knowledge

Inside-Out


Paradigm

P = C + K

Outside-In

Performance = Capacity + Knowledge

P = C - I

Inside-Out

Performance = Capacity - Interference


Performance Wheel


Faith

Fire Focus

Belief

Energy Attention

Performance Wheel


Fire Focus

Energy Attention

Performance Wheel

Insecurity


Faith

Focus

Belief

Attention

Performance Wheel

Indifference


Faith

Fire

Belief

Energy

Performance Wheel

Inco

nsis

tenc

y


Performance Wheel


Performance Wheel

Faith

Fire Focus

Belief

Energy Attention


Changing Skill RequirementsChanging Skill Requirements

ReorganizationReorganization

Staff Fluctuations

Never Enough TimeNever Enough Time

New technologyNew technology

Loss of Familiar Ways of Doing ThingsLoss of Familiar Ways of Doing Things

Information Overload

Do more with lessDo more with less

Cultural DiversityCultural Diversity




Staff Fluctuations







No Choice/Powerless

Self rather than work focus

Resistance to change

Uncertainty

Trust

Morale

Fear

Performance




Staff Fluctuations







Performance


InsideOut Performance Model: PrinciplePrinciple - Focused Attention

Interference is reduced through focus


InsideOut Performance Model: PrinciplePrinciple - Focused Attention

Interference is reduced through focus

– Change:

• What we pay attention to

• How we pay attention


Why Focus

• Carrot and stick doesn’t create sustainable change

• Persuasion/logic doesn’t overcome the psychological resistance


Why Focus

• Carrot and stick doesn’t create sustainable change

• Persuasion/logic doesn’t overcome the psychological resistance

• Focus changes the brain

• Intensity (time x amount) of focus creates change


Coaching Challenges (what we hear)Coaching Challenges?

• Time to Coach (takes too long)• Misunderstanding of Coaching (telling isn’t

coaching)• Knowledge/experience doesn’t ensure good coach• Challenging/difficult conversations• Holding people accountable• Coaching up• Making coaching simple/repeatable• Creating a coaching culture• When and where to coach• Consistency in the coaching process


Faith

Fire Focus

Belief

Energy Attention

Process: G.R.O.W.


G.R.O.W.


Decision Velocity

Results


Decision Velocity

ResultsActions


Decision Velocity

ResultsActionsDecisions


Decision Velocity

ResultsActionsDecisions

The speed and accuracy of decisions


G.R.O.W


“Precision”

• Using the GROW process, coaches add precision to decision making and problem solving.

• They use questions that increase speed, enhance trust, promote engagement and lead to action.


Tool—Coach Performance


Tool—GROW Pad


The Coach’s Challenge


Tool—Coaches Prep Worksheet


Tool—Conversation Planner


Step #1Tool—Coach Engagement


Business Application for Coaching

• Retaining Top Talent

• Positive Work Environment

• Employee Engagement

• Increased Productivity

• Improved Performance

• Stronger Application of Training Initiatives

Charter Institute of Personnel & Dev (CIPD). 2004Institute of Executive Development Coaching Market Study 2006


Manager-Led Coaching

• Direct reports of effective coaches outperform the direct reports of ineffective coaches by 25%

• 40% less likely to leave their organization

2006 Corporate Executive Board – Learning and Development Roundtable study of 4,000 employees

“ Put simply, the direct reports of effective coaches perform better and stay longer.”


Performance Hypotheses

• However you are performing, you have the potential to perform better.

• Your potential is blocked by interference.

• Interference is reduced by focusing attention.

• Focused attention is increased through G.R.O.W.


Question & Answer

© InsideOutDevelopment LLC 2009 A Professional Service Firm Focused on Helping You Achieve...

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