Innovation Outcomes Brochure Coaching for Innovation _______________________________________________________________________
Innovation and Enhanced Performance Through Innovation Coaching We've mentioned, on other pages of this website, how change has become the order of the day, and that leaders and potential future leaders aren't always equipped with skill sets that enable them to effectively deal with rapid change or the complex environments that change occurs within. This means that leaders aren't always in a good position to foster innovation or to motivate high performing associates.
Some clients utilize us to coach leaders when they're seeking special certification or awards such as ISO and Baldrige, to develop emerging leaders, or to work with members of the C-suite, but regardless of the reasons for coaching, we utilize a model that targets specific areas of focus and aligns individual, team, and organizational goals and objectives in ways that foster innovation and enhance performance. Innovative Outcomes consultants work collaboratively with clients as strategists, ensuring that leaders at all organizational levels, and especially newly hired or promoted leaders, are aligned with team or organizational strategies, goals, and objectives. __________________________________________________________________________________________
Internal and External Coaching
With entry-level or potential leaders, coaching is
often provided through internal mentoring programs. With more
experienced leaders, it's typically facilitated through one-on-one
developmental or onboarding/rapid assimilation coaching with external coaches. When working with CEOs and other C-suite members, coaching is aimed at enhancing performance but also at meeting the needs
of multiple constituencies (e.g., Boards, leaders at all organizational
levels, associates, legislators, special interest groups, the media,
government and other compliance entities, etc.).
certain instances, clients retain us as coaches to provide direct services to leaders at all levels, as well as for coaching and mentoring of high
potential employees, entry-level managers, and newly promoted leaders. Innovation Outcomes also periodically partners with clients to establish in-house coaching and
mentoring programs, and assists in coach selection and qualification. In these scenarios, we provide services including training, coaching, and certification.
we work with clients to select coaches who represent various functional
areas as well as individuals who reflect the diversity of the overall
population. Internal and external coaching typically involve different models for clients, but almost all coaching scenarios fall within three major categories: developmental, onboarding/rapid assimilation, and remedial. With clients at all organizational levels, we utilize a variety of coaching models. Most effective is a blend
of several different coaching models, including coaching based on the
Hersey-Blanchard situational leadership model. __________________________________________________________________________________________
Today's flatter organizations dictate a need for effective succession planning and the development of high potential individuals as well as those designated as ready and future replacements for key positions. As a way of helping individuals develop requisite skill sets for positions of broader or greater responsibility, we identify areas in need of development and also build upon existing competencies and skill sets. With high potential clients, we also focus on ensuring a complete understanding of the organization's strategies, expectations, and culture.
An obvious outcome of developmental coaching is skills enhancement but other outcomes typically include enhanced abilities to form networks; to build and maintain strong working relationships with co-workers and team members; a complete understanding of organizational politics; and employment of effective strategies for managing organizational change. Developmental coaching can be provided by trained and certified internal coaches as well as external coaches. __________________________________________________________________________________________
Onboarding/Rapid Assimilation Coaching
When newly hired leaders fail, it is most often because they haven't grasped the nuances of the organization's culture. And when these situations continue uncorrected, they may necessitate remedial coaching, which tends to be a more difficult process for individuals and organizations. Since errors in correctly assessing or acclimating to the organization's culture are costly for both the client and the organization, our clients typically invite us to work with newly hired or appointed leaders, to help them "come up to speed."
We find that even
the most effective leaders have blind spots and areas of
vulnerability. Identifying these blind spots in the first few weeks or months is
helpful because it can provide an "early warning system" for clients, allowing them to make adjustments accordingly. Additionally, onboarding/rapid assimilation coaching ensures that clients are focused on agreed-upon priorities and performing in ways that are consistent
with the organization's culture and with the manager's specific
Onboarding or rapid assimilation coaching can be as simple as administering a battery of assessments followed by three-way meetings with the client, manager, and coach, to clarify performance expectations and to identify potential obstacles or challenges. However, it is typically more effective when it involves 360-degree feedback from peers, managers, and colleagues from a prior place of employment, where there has been a history of interaction.
The process continues when information from former colleagues and managers is evaluated along with 360-degree feedback meetings with colleagues in the current role. However, the most effective scenario is one in which an Innovation Outcomes consultant works with the newly appointed or newly hired leader and his or her team(s), to integrate all members of the newly forming team. (See the page on this website entitled Team Development.) Rapid assimilation and onboarding coaching is predicated on complete confidentiality, as is all coaching, but generally it's more effective when provided by external consultants. __________________________________________________________________________________________
For obvious reasons, this type of coaching is best provided by external coaches. As the term implies, it's aimed primarily at improving problem performance that may be due to poor job fit or to a lack of one or more critical skills required by the current position. Remedial coaching is typically facilitated through two-way and three-way meetings at different stages of the coaching process.
Initially, there's a meeting with an Innovation Outcomes consultant and the client's manager. During that meeting, the consultant typically contracts with the client's manager to ensure that there are strategies for redeployment or outplacement, should the client not be willing or able to meet mutually agreed upon performance expectations. If no formal criteria are in place, it's established during this stage.
Open and frank discussion is encouraged at this stage, to ensure that the organization is genuinely interested in finding an appropriate resolution to problem performance. Remedial coaching should never be an attempt to conceal or "soften" a client organization's intent to simply "go through the motions" of helping an individual. Innovation Outcomes believes this isn't fair to the client or the organization, and will not take on an engagement under those terms. To learn more about how we approach the remedial coaching process for maximum success, click here.
It's almost always successful. How can that be? Because often this type of coaching is typically employed as a "last chance" scenario for associates or managers who have not responded to previous performance improvement initiatives. For some clients, this "last chance" provides a final "wake up call," ends denial, and facilitates progress. For others, it doesn't end denial, or build new skill sets, yet it is still successful.
How can that be? Because even when some clients are unwilling or unable to meet performance expectations, remedial coaching provides an ending and an opportunity for a new beginning, for both clients and organizations. Clients who are experiencing burn-out or a lack of passion for their work have an opportunity to pursue a better fit. And organizations, too, can pursue opportunities for a better fit, by being able to recruit for more qualified, capable, or motivated replacements.
There is typically some discomfort in confronting a situation that can't be remedied through coaching, but many times both parties also feel a sense of relief. A qualified coach can facilitate a smooth transition by helping all parties move through discomfort and denial to accept reality and re-channel the focus to other options for the client and organization. When consultants follow up after these types of engagements, the result is almost always closure of some kind--and a win-win scenario for all parties involved.
__________________________________________________________________________________________ To read about our coaching services, click here. __________________________________________________________________________________________
Copyright 2011, 2012, 2013, 2014, 2015, 2016, 2017 Marilyn J. Blocker. All rights reserved. Innovation Outcomes* is a trademark of Marilyn J. Blocker.