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Developing Organization Capability
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A Leadership Story towards Anti-fragility
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Siemens SLEP press release
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Developing Organization Capability
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A Leadership Story towards Anti-fragility
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Siemens SLEP press release
  • #Business Transformation
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By Rob Abbanat

BRINGING LASER FOCUS TO COACHING

24/11/2020

When delivered properly, coaching is the most effective resource for developing talent and driving performance. Numerous studies have proven that a good coach, working one-on-one with a motivated professional, can deliver results that emerge faster and last longer than classroom training, self-study and many other forms of L&D. Coaching effectiveness is driven by several key factors including a good chemistry fit, high session frequency, and appropriate use of engagement activities. However, there are a few factors that are critical to a successful coaching engagement—identifying roadblocks and setting the right goals.

Before setting the right goals, it is important to identify the roadblocks that are hindering results in the first place, and one of the key factors that drive results are behaviors.

“Insanity is doing the same thing over and over and expecting different results.” – Albert Einstein

If we want someone to deliver higher level of results you must start with a change in their behaviors.

To identify these behaviors, one of the most accurate and effective methods is to conduct interviews. Most professionals don’t work in a vacuum. Their performance affects the people they work with and impacts business results. For this reason, it is important to get clear input from the coachee’s line manager, sponsors, and colleagues.

At GloCoach, this data is collected on what we call a Talent Builder Matrix (TBM).

Behaviors
Business Outcomes

STEP 3

Ideal Behaviors

What would be the coachee’s ideal behaviors (in a perfect world). These behaviors should parallel the coachee's negative behaviors.

STEP 4

Ideal Outcomes

If the coachee were to consistently deliver the ideal behaviors, what would you expect the business outcomes to be?

STEP 1

Current Behaviors

What are the coachee’s blindspot behaviors that is preventing them from performing at a higher level?

STEP 2

Current Outcomes

With respect to the coachee’s current sphere of influence (i.e. where the coachee’s daily work influenced business outocmes), please describe the business performance. Highlight things that are not going well, and things that are not going well. The key points are what is not going well.

Below we show an example of how the Talent Builder Matrix (TBM) is used to analyze a Senior Manager from a Fortune-500 manufacturing company.

Behaviors
Business Outcomes

Ideal Behaviors

  • Align, communicate, and validate with front-end team and customers before designing solution.
  • Proactively engage with this team
  • Increase his presence in cross-department meetings.

Ideal Outcomes

  • Increase BD leads and conversion rate through designing solutions that have a better fit for market and aligns with company brand and vision.
  • Reach excel team performance through effectively communncation and delegating team.

Current Behaviors

  • Tends to work and execute through own understanding instead of the customer’s/market’s needs.
  • Excel as individual contributor, however, does not lead team effectively.
  • Does not proactively consult with team members.
  • Struggles to influence others across department.

Current Outcomes

  • Due to lack of vision and communication with front-end team, struggles to design solution that fits current market.
  • Overall performance is rated 4/5 and behavioral challenges will affect his future potential.

Leveraging the TBM allows us to pinpoint behaviors that are driving outcomes, both good and bad, and gives us a clear understanding on how to close the gap between current and ideal behaviors. Here is a
library of common behaviors identified from hundreds of interviews from GloCoach.

So how exactly do we use information from the TBM to set clear goals? Make it SMART! To bring a laser-focus to the development of behavioral traits which will lead to ideal outcomes, it is important to set goals that are Specific, Measurable, Actionable, Relevant, and Timely.

Specific – Does the goal reflect the pain point expressed by the sponsor? Does the coachee recognize the goal as important for his/her development, and is willing to take ownership of achieving it?

Measurable – Will the sponsor and coachee be able to see an improvement in behavior? Can they use either the quantitative (10-point) or qualitative (yes, no, maybe) scale to define the improvement?

Actionable – Is the coachee able and willing to change this behavior? Am I confident I can help the coachee to change this behavior?

Relevant – If we achieve this goal, is it likely to have an impact on business performance? Is it important to the line manager? Is this goal appropriate for this coachee and not someone else?

Timely – Can you and your coachee get this done by the last session?

Below is an example of the goals we were able to set up with the Senior Manager through using the TBM and SMART qualifications.

Goal 1

Strategic Vision

  • Based on the feedback from the customers, design a sales package and at least one tailor-made digital solution with a real customer to support digital business growth before the end of April.
Goal 2

Communication/Influecing Others

  • Ask for at least 1 specific feedback from each of his peers on the topics discussed at the end of every team meeting.
  • Proactively voice up twice in cross-department meeting every month and align with line manager afterwards on summary and plans for at least 15 minutes after.

Once SMART goals have been set, stick to these goals and makes reviews for progress every session with the coaches to make sure everything is on the right path. For more details, visit our SMART goals reference guide.


At GloCoach, we strive to deliver coaching sessions that ensure impact and transformation to our coachees. That is why we put serious effort in discovering the needs from our clients through using tools such as the TBM and aligning with our coaches to set SMART goals. We do not offer the traditional coaching methodology, but rather a laser-focused curriculum that achieves measurable results in 3-6 months.

Learn more about our Organizational Coaching Workshop here.