Business Coaching

Experience a targeted method of exceeding your goals and expectations. Business coaching is about working with individuals and/or organizations in a systemic approach to get all people, systems, components and processes moving forward in the same direction.

Ken's coaching, consulting and workshops help leaders, executives, managers and employees improve competence and perform at significantly higher levels. Whether your new to your position and trying to navigate the transition, or struggling to resolve issues, coaching is the most direct targeted solution to your success.

Ken's business coaching is a comprehensive approach that addresses the whole organization to move it forward -- starting with vision, mission and strategy tied to core competencies, performance management, hiring and other esstential tools to reinforce change and growth. It's a process that can challange your paradigms on what you value and how to get where you're going.

You will develop the components of performance management, leadership development, teams and coaching specific to your culture to ensure alignment and success beyond your expectations.

Areas of focus can include:
Organization Development
Strategic Planning
Assessments
Core Competencies tied to Strategy
Coaching (Leadership, Management, & Employees)
Instructional Design
Customized training & facilitation programs

Assessment tools can include:
Enneagram
DiSC
MBTI (Myers Briggs Type Indicator)

Why coaching for business, executives, & entrepreneurs?
THE BUSINESS CASE FOR COACHING:

1) Coaching is the most powerful, the quickest and most cost-effective tool for speeding up development and ensuring success now and tomorrow.

2) FORTUNE magazine (May 2002) reports that the Metropolitan Life intensive coaching program for retail salespeople had an ROI of over 500%. Productivity rose an average of 35%. 50% identified new markets. Retention was 100%. (Industry statistics show replacing a salesperson with 3 years experience costs $140,000.) The program cost about $620,000 and delivered $3.2 million in measurable gains.

3) A Manchester Inc. study of 100 executives working with coaches, found a 570% ROI. Productivity increased 53% with quality up 48%. Work relationships with direct reports improved for 77%, with supervisors for 71%, and with peers for 63%. Overall job satisfaction increased for 61% of coached executives.

4) About 40% of new executive hires fail within the first 18 months at a cost of 1.5 to 5 times their annual salary. The reasons:

o Failure to build good relationships with peers and subordinates;

o Confusion or uncertainty about performance expectations;

o Lack of internal political skills; and

o Inability to achieve the two or three core objectives of the new job.

5) Coaching has the highest ROI for consulting, training and development investments. Combined with training, coaching produces a 300%-400% increase in retention over training alone.

6) Gallup research indicates that the relationship with the direct supervisor is the key to retention of top performers. Coaching focuses on the competencies and behaviors required.

7) The “Good To Great” research indicates the critical impact of Level 5 Leaders on top performing organizations. Most executives will need coaching to achieve this level of excellence.

8) The strength’s and skills that got an executive to a new position may not be the strengths and skills needed for success in that position.

THE BUSINESS CONTEXT FOR COACHING:

· Increasing levels of complexity

· Constant adaptation to continually changing markets

· Rapid advances in technology

· Intense competition

· Increased expectations of consumers, shareholders and the public

· Knowledge and people skills are the means of production

· Managing a “knowledge based” work force is the challenge of today’s management.

“Knowledge workers, unlike manufacturing workers, own the means of production: they carry their knowledge in their heads and therefore can take it with them. At the same time, the knowledge needs of organizations are likely to change continually. . . . more of the critical workforce -- and the most highly paid part of it -- will increasingly consist of people who cannot be ‘managed’. . . contractors, experts, consultants, part-timers, joint-venture partners, and so on. An increasing number of these people will identify themselves by their own knowledge rather than by the organizations that pay them.”1

Today, . . . the tools of production are the ideas and talents (the intellectual capital) of the scientist, the machinist, and the programmer. Therefore, the possessors of the intellectual tools of production, the people, will come to exercise effective power . . . . . Unfortunately, leadership theory hasn’t caught up with this new reality. The leadership systems currently in use are designed to control relatively uneducated mostly untrustworthy people in an environment of very slow change. In our free and democratic society, employees park their rights (and usually their sweat)-along with their brains-at the door . . . This is why there is so little effort to achieve in authoritarian organizations.”2

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1 Drucker, Peter F. “The Future Has Already Happened” Havard Business Review , 75.5 September-October 1997: 20-24

2 Belasco, James A., and Stayer, Ralph C., Flight Of The Buffalo. New York: Warner Books, Inc. 1993

(From San Diego State Certificate Program Materials. Published here with permission of Jordan Goldrich.)

Transformational Development for Business & Individuals

Change takes time. Set your path to be the change you want to see.

Business Coaching