Why is it Critical to Create a High Performance Coaching Culture Today Thomas G' Crane, USA Sherry A

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Why is it Critical to Create a High Performance
Coaching Culture Today?Thomas G. Crane,
USASherry A. LeBlanc, Canada
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Representative Clients

• Pfizer
• The Marketing Store
• KPMG
• SEI Financial
• Future Shop Canada
• CA Dept. of Corrections Rehabilitation
• Missouri Division of Youth Services
• Atlanta Public Schools
• Camino Nuevo Charter Academy LA
• The Methodist Hospital
• Baylor Health Care System
• Cable Wireless Jamaica
• Akept Dept. of Education Malaysia

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Professional Coaching Collegial
Coaching
Hired or Assigned Client Fixed Term 3rd Party
Assessments Coachee is Accountable Development
Focus
Factor of Employment Co-worker Ongoing Personal
Feedback Mutual Accountability Working
Relationships and Performance
Common Roots positive intent, trust, integrity,
communication skills, service, accountability,
etc.
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Different Genre Different Process
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Coached Culture Coaching Culture
MANAGER
PROFESSIONAL COACH
YOU
PEERS
YOU
DIRECT REPORTS
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Collegial Coaching Relationship Process
Professional Coaching On Clients use of
Transformational Coaching
MANAGER
CLIENT
PEERS
Professional Coaching Relationship Process
PROFESSIONAL COACH
DIRECT REPORTS
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The Evolution of a Coaching Culture
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Coaching Is
The art of assisting people in enhancing their
effectiveness... in a way
they feel helped.
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Professional Coaching
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Transformational Coaching between Colleagues
The comprehensive process of clarifying
expectations, sharing feedback and engaging in
collaborative action planning with colleagues
with the positive, dual intentions of enhancing
relationships and achieving improved work
performancein a way all feel supported and
partnered with.
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What IS a High-Performance
Coaching Culture?
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A Compelling Vision for a
High-Performance Coaching Culture
In COACHING CULTURES, all members of the culture
courageously engage in candid, respectful
coaching conversations with one another,
unrestricted by reporting relationships, about
how they can improve their working relationships
and individual and collective work performance.
All have learned to value and effectively use
feedback as a powerful learning tool to produce
higher levels of personal accountability,
professional development, high-trust working
relationships, continually-improving job
performance and ever-increasing customer
satisfaction.
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7 Primary Benefits of Creating a
High Performing Coaching Culture

• Leaders become better leaders
• Individuals are more engaged inspired to create
  their personal best performance
• Teams who embrace coaching are better equipped to
  deal with conflict
• Change initiatives are more likely to succeed
• Employee morale is strengthened
• The conditions for high performance are created
• Employee costs of turnover and loss of talent are
  minimized
• Based on Research of Crane Consulting

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The Gallup 12 and The Heart of Coaching
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What is the Role for ALL Leaders?
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Leaders Role in Creating
High-Performance
Lead from who you are and where you are. 1.
COURSE
(Action in support of Vision, Mission,
Strategy, Key Objectives (KPIs), Goals, Action
Plans) 2. Role Model CHARACTER
(Alignment with Organizational Values) 3. COACH

(Accountability for Performance Development)
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From Boss of To Coach for
Drives/Pushes Lifts/Supports Tells/Directs Ask
s/Solicits Knows the answer Seeks new
answers Triggers Insecurity Triggers
Creativity Uses fear to achieve Uses Purpose to
Compliance inspire Commitment Creates
Victims Fosters Accountability Focused only on
Results Focused on both Process and
Results Gets the Most from people Gets the Best
from people
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How Do We Create a
High-Performance Coaching Culture?
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3 Interventions Required to Change Culture
Professional Coaching Behavioral Change
Consulting Systems Change
Facilitation Learning Development
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The High-Performance Paradigm
Need
High Performance
Feedback-Rich Coaching Culture
Teams Learn Coaching Skills
Leaders Become Coaches
Process
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Steps to Develop a
High Performance Coaching Culture

• Executive Advocate(s)
• Needs Assessment
• Pilot Workshop
• Executive Leaders as Practitioners
• Certify Internal Facilitators
• Rollout Workshops
• Measurements

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Measurement Assessment
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The Coaching Culture AssessmentFor Groups or
Teams
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The Heart of Coaching Coaching Skills
Assessment 20 Core Competencies of Collegial
Coaching
Forwarding the Action 15. Revisit Vision for
Success 16. Solicit and Suggest Options 17.
Request Specific Changes 18. Require Changes 19.
Clarify Action Commitment and Follow-up
Plan 20. Acknowledge Progress (in
relationship) and Offer Support
Learning Loop 6. Be Present 7. State Topic 8.
Share Positive Intentions 9. Permission Check 10.
Set Context (for conversation) 11. Share
Feedback 12. Ask Learning Questions 13.
Reflective and Empathetic Listening 14. Explore
Roles in Co-Creation of Outcomes
Foundation 1. Connect 2. Set Organizational Cont
ext 3. Set GRRATE Expectations 4. Observe 5.
Prepare
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The Gallup 12 Questions
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Facilitator Certification Offering March 23-25,
2010 Marina Village - San Diego, CA Three Day
Certification for Professional Coaches who want
to expand your service offerings to your
clients. Learn More and Register www.craneconsul
ting.com www.Leblanc-associates.ca
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Crane Consulting Contact Information

• tgcrane_at_craneconsulting.com www.craneconsulting.co
  m
• 858-487-9017
• High Performance Coaching Cultures
• Leaderwork TM (Leadership Development)
• High Performance Team Building Processes
• Integrated/Online Webinar Programs

LeBlanc Associates Contact Information

• sherry_at_leblanc-associates.ca www.leblanc-associat
  es.ca
• 250-544-1071
• Executive Leadership Lifestyle Coaching
• High Performance Coaching Cultures
• Well-Aware Alignment Group Coaching