Change, even organizational change, happens one person at a time.The success of total change depends on the success of individual

change multiplied dozens, hundreds or thousands of times.

Who is The Employers Edge and Janet McCracken?

Founded in 1991

Organizational Development Company

Coached over 100 CEO’s and coached & trained over10,000 leaders in over300 companies

Corporate Offices in Centennial, Colorado with additional staff/branch offices in No & So. California, Tennessee, and No. & So. Carolina, and Texas

Agenda

DEVELOPING AN INTERNAL COACHING PROGRAM• An opening exercise to train your coaches• Why coach?• Obstacles to rolling out a successful internal coaching program• A few coaching exercises to teach your coaches• Developing your plan - 12 critical steps to creating a leaders developing

leaders culture

An Exercise

1. Memorize the Statement

2. Understand it for Meaning

3. Count the F ‘s in the Statement

The Statement

FOR MOST PEOPLE, THE MOST POWERFUL OF ALL HUMAN FEARS WHICH PREVENTS US FROM DEVELOPING OUR FULL POTENTIAL, IS THE FEAR OF FAILURE AND THE FEAR OF SUCCESS.

Key Points• The right or wrong answer

reveals itself when you get feedback from multiple perspectives or sources.

• Have you ever been confident that you were 100% right, only to find out that you were wrong?

• Is there a possibility that you know how to “coach and develop others” but could still use some feedback to see your “real” versus “intended” impact on others?

• Your organization could develop coaches internally instead of using expensive external coaches to develop your staff?

• Coaching was provided to ALL leaders and employees instead of only executives?

• You created a “leaders developing leaders culture by assigning every employee a coach?

• Seeking and giving feedback becamethe way your people improved accountabilityand performance in your organization?

What If…?

A revolutionary development and performance solution that makes coaching affordable.

What if every employee was accomplishing their goals? What would that mean to

your organization?

• Bolsters leadership capabilities• Employees work more easily and productively

with others (boss, direct reports, peers)• Holds training participants accountable for

skill development• Helps people take action toward achieving

goals• Increases exposure to key talent and leaders

within organization• Expands breadth of business knowledge• Navigates politics with ease knowing what it

takes to thrive within culture• People take greater responsibility for actions

and commitments• Employees are more accountable to

experience-based development plan outcomes

Coaching is one of the most valuable and cost efficient

approaches to development

and performance you can use.

Benefits of Coaching

Top Benefits Research

Thinking Style

BehavioralTraits

Occupational Interests

• 1,000 Sun employees over a 5-year period.

• 25% of participating employees had a salary grade change, compared with 5% across the board.

• Mentor/coaches financially benefited with a 28% salary grade change.

• Mentor/coaches were promoted six times more often than those not in the program; mentees were promoted five times more often than those not in the program; and retention rates were much higher for mentees (72%) and mentors (69%) than for employees who did not participate in the mentoring program (49%).

Wharton School of Business

• A Fortune 50 financial services provider had a goal of providing coaching to 200 high potentials. Twenty C-suite executives were trained as Coaches with one to two clients each using a 12 session coaching framework. A full ROI study was undertaken with results indicating a Return of Investment of 17 times (17 X ROI).

The Employers Edge, Inc.

Case Study (2009-2011)70 YEAR OLD FINE DINING RESTAURANT CHAIN

Problems• Lack of

Leadership• Menus that

catered to grandparents – no innovation

• Lack of clear direction for the business

• Managers waiting to be told what to do

• Declining Profits

Attitudes• That’s the way

we have always done it around here.

• It’s all about execution… now!

• Financials run the business.

• Blame Game

Actions Taken

• 8 Executives in Train the Coach

• Strategic Planning

• Developed Competencies and identified modules for managers to use in coaching

• Coaching Program for 32 Regional and Restaurant Managers

• Quarterly Follow-up

Results• Executives –

better leaders• 880 Goals in

performance management system being measured

• Refurbished 3 restaurants - spending over 2.5 million

• Profits increased last year by 7%

OBSTACLES

What would keep your organization from implementing an internal coaching program?

6 Obstacles to Creating an Internal Coaching Program

Buy-in: Leadership may not understand the value and/or know how to position the program and process

Confidentiality: fear of exposure of weaknesses or other personal situations will limit open discussion on the part of the coachee

Credibility: one of the greatest tests an internal coach faces is the ability to achieve as much credibility as an external coach. Without it the coachee will not accept the coaching

Tools: the internal coach may not have exercises, models, case studies and assessments to help properly diagnose the need and solve the specific client needs.

Training: many external coaches are trained in and are specialists in specific areas, whereas the internal coach may lack training or experience in how to properly coach and develop to obtain improved client results

Time: you can manage confidentiality, be competent and well trained, but if you don’t have the time to coach…

Coaching ExercisesInterpretation Exercise Re-framer Hat: Used to help coachees see a problem from a new perspective and possibly

motivate them to fix a relationship

Stressors Exercise Encourager Hat: Used to help coachees feel back in control and have a game plan for dealing with their stressors

Goal Planning Sheet Goal Pusher Hat: Used to help coachees plan so they can take action. Gives you something physical to hold them accountable.

Trust Questionnaire Re-framer Hat: Helps coachees see why people may not be following their leadership

Employee Motivation Survey

Trainer Hat: Gives coachees a tool to get more information so they can motivate their team appropriately and successfully

7 T’s and 3-step formula Trainer Hat: Helps coachees understand how to motivate better

Motivation Plan Mentor Hat: Helps coachees create a motivation plan for each direct report

Communication Challenges Exercise

Mentor and Goal Pusher Hat: Helps coachees identify communication problems in their department and help them create a plan for improving them

Conflict Styles Re-framer Hat: Helps coachees better understand the positives and negatives of how they deal with conflict

Pre-coaching Checklist Accountability Hat: Helps coachees recognize that they may be part of the reason their direct reports are not meeting performance expectations

Negative Feedback Formula Trainer Hat: Helps coachees learn how to hold direct reports accountable for results

Training Needs Analysis Guide/Accountability Hat: Helps coachees figure out whether a poor performer is a poor fit to the job or just needs specific training

90 Day Checklist Guide/Goal Pusher Hat: Helps coachees develop a plan for ramping up a new employee

Owning the Feedback Accountability Hat: Helps coachees identify where they are lacking ownership for improvement

Stressors ExerciseWhat is causing you stress? What do you choose to do…

Career/Job:

Family:

Social:

Financial:

Spiritual:

Personal Development:

Health:

Goal/Project Plan

Implementation Steps1. Plan your program objectives2. Find your “executive” champion3. Determine an appropriate budget4. Identify the leaders to participate – mentors and mentees5. Determine the mentoring/coaching program structure6. Plan your mentor matching strategy and tactics7. Identify your coaches and coaches8. Train your mentors/coaches9. Publicize10. Launch the coaching and/or

mentoring program11. Assess the mentees leadership

development needs12. Create mentoring communication13. Develop and track mentoring

program metrics14. Communicate your success!

QUESTIONS?

On Your Way Out the Door

For a complimentary coaching session on

how to get your internal mentoring or coaching program started in your

company……

DROP YOUR CARD AT THE DOOR

Our Success Model