A confidential, learning process for individuals and groups to learn about, practice and integrate intention, thinking and action related to self-awareness, relationships, strategic outcomes, developing people, organizations and system-wide influence;
for greater success in the current role and preparation for a future role.

Effective leaders choose leadership coaching for:

• stimulating, provocative and self–directed learning
• a confidential and reflective environment to explore and understand themselves, their talent, their limitations and what is meaningful in their work
• experiential learning to apply new and different thinking, processes and knowledge to the future of the organization

What is involved?

• Confidential 1:1 leadership coaching begins with an informal meeting to ensure trust, confidence and an effective relationship are possible
• Each client makes a quarterly commitment to a series of meetings, typically twice per month in the first quarter, and once per month thereafter
• Group coaching is an option for management teams. The group work is focused on practicing individual learning, and group effectiveness while addressing real business challenges.
• Practice of new behaviours, attitudes and strategies in the organization with feedback
  

Client feedback

Brings a calm presence, a strategic mind and a variety of leadership experience, knowledge and resources to explore my leadership style, my impact on others and my thinking about aligning the leadership team and organization around the mission, vision and values, as well as leading up in the corporation and beyond. Available for important and urgent conversations, listens well, creates an environment for reflection, brings alternate perspectives, challenges my thinking and, provides a mirror for me to learn about myself and my interaction with others. Finds the client-coach relationship that will enhance the learning for my current and longer-term learning and development, as well as a sounding board for strategic, political and often sensitive issues. Developed my personal coaching goals based on a 360 and other assessments, as well as my own assessment of what is important in enhancing my effectiveness as a leader.
Trusted and maintains confidentiality even as she works with me, and each of my direct reports individually. She encourages each of us to talk to each other whenever there are issues or conflict between us and about our learning agendas. The past year has been both challenging and very satisfying in my own learning and the success of my organization. - CBC

Personally, it has given an increased awareness of my skills, strengths and weaknesses. I have learned about new tools and techniques and overall has helped me put some of my military leadership to use in a different context. – MAN B&W

Helped one of my key managers address major interpersonal conflicts and team morale issues within her team. PPS helped her identify root cause of issues and encouraged her to improve communication with team members, provide and receive regular feedback, as well as identify and deal with issues proactively. I expected this engagement to be long and painful, based on the extent of the issues with the team. As it turns out, the process was short and very well received by the manager involved. It was a pleasure dealing with PPS in that the coach quickly zeroed in on the problem and was able to deliver rapid results with no fuss, while also keeping me informed. This level of personal attention from a top-notch individual, specifically tailored to my needs, is rare and refreshing. – Hospital for Sick Children

It makes us more open to other people and ideas. It helps us understand each other and how our peers and people think so that we can be more effective with each other. It also helps us understand ourselves and our own needs and how to operate best. Finally, it makes feedback safer to do and this in turn allows everyone to work on constant improvement.

Competent, professional Leadership Coaches

Why PPS Leadership Coaches? Because we:

• Have experienced the highs and lows of leadership in organizations and life.
• Are professionals with credentials integrating capabilities in adult development, emotional intelligence and business leadership.
• Address the true motivators, as well as the resulting behaviours, thinking and action.
• Adapt to the learning preferences of the client.
• Encourage reflection, personal choices understanding the consequences, practice, feedback and integration of learning.
• Make it safe for people to be honest (not hurtful), open (life-long learning) and human (less than perfect, right etc).

The competencies we select and develop in Leadership Coaches are:

1. Honesty and Integrity - establishes and builds a safe, respectful and supportive learning environment for trust, intimacy and stepping outside of client’s personal comfort zone
2. Composure - objectively and confidently works with client’s strong emotions and resistance
3. Ethical and Professional – understands and consistently applies ethics and standards. Does no harm and understands the psychological/therapeutic boundaries.
4. Presence - is fully conscious and spontaneously employs an open, flexible and confident style to explore
5. Creativity & Vision - sees and articulates possibilities
6. Listening – hears, understands and reflects client’s thinking, feeling and intention without judgment
7. Powerful Questioning - asks questions that evoke discovery, insight, reframing, commitment or action towards the future
8. Direct Communication - is clear, articulate, respectful and direct in sharing and providing information including feedback
9. Synthesis – integrates and accurately evaluates multiple sources of information to create scenarios and choices
10. Inspiration - inspires purposeful, relational and technical learning, building on strengths and ensuring appropriate resources
11. Strategic Perspective - takes a broad view to creating alternative scenarios, choices and decisions
12. Priority Setting - maintains focus on and systematically explores specific, major concerns and opportunities that are central to coaching goals
13. Problem Solving – enables identification and resolution of difficult issues
14. Action - promotes experimentation, practice and self-discovery
15. Business Insight - understands the business and organizational context
16. Political Smarts - sensitive to political realities and realistic alternatives
17. Intellectual Capacity - relates as an equal
18. Accountability – promotes, supports and confronts decision-making, establishing self-discipline and accountability for intended action

The Leadership Coaching Process

Untapped leadership potential

Untapped leadership potential:

• Reinventing: only 10% of leaders are highly focused, energetic and get the job done in a reflective and calm manner amid the chaos. Source: 10 year study by Heike Bruch and Sumantra Ghopal
• Performing: <1% of companies have the leadership, discipline, people practices, technology strategies and processes to move a company from good to great. Source:Jim Collins Level 5 Leadership

Potential in people and practices

• Highly talented managers are 50-130% more effective than average or low performing managers. Companies with better talent at the top and talent management practices have a higher total market return by 70%. Source: McKinsey & Company Studies
• Companies with better people and people practices have greater:
     o market returns by $18,000 per employee
     o sales by $27,000 per employee/year
     o profits by $4,000+ per employee.
  Source: Mark Huselid, The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance. Academy of Management Journal, 1995.

Untapped employee potential

• Less than 33% of employees are satisfied with their work!
• Less than 25% of workers are working at their potential. 50% of workers put in no more than minimum effort, 75% of these say they could be more efficient. Source: McKinsey & Company Studies
• Retention:
  o People say they stay because of:
     - Exciting & challenging work - 50%.
     - Growth, learning & development – 43%.
     - Great people & relationships – 42%.
     - Fair pay – 33%.
     - Supportive management, a great boss – 25%.
  o 80% of turnover is due to jerk managers.
  Retention Drivers Career Systems International 2002
  

Reinvention and renewal

The next quest for improved performance and productivity is here. Much was learned through the 1980’s and 1990’s.
Reinvention and Renewal is an approach for leaders, managers and employees to envision the future, design and implement a measurable pilot (with real clients, products, employees and infrastructure) then plan the transition, all within a few months. Implementation, sufficient for sustainability is completed within a year.

What puts our clients in the 30% of change projects that succeed?

• The CEO/COO enables others – is not a white knight on a trusty steed.
• Effective management systems enable performance – control does not.
• Engaged people create action – analysis, reports, blaming or shaming do not.
• Vision creates possibilities – urgency and crisis creates short-term problem solving.
• The only early win is a full pilot of the customers, process, people – there are no quick fixes.
• Most big opportunities are between (not within) tasks, things and people.
• Communication includes information, ideas, proposals, questions, listening – it is not tell and sell.
• Measurable outcomes are holistic: about customers, employees, operations, organization and the bottom-line – not hard targets that limit the possibilities and prescribe the solution.
• Technology is an enabler of processes and people – not a solution to be worked around.

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