Coaching as an intervention is incredibly versatile and powerful. For example, it can help organizations overcome challenges, meet goals and improve retention.
The inside joke amongst business coaches is that all coaching, after the second session becomes life coaching. That’s because good coaching focuses on the individual and not on positions and expertise. Good coaches free themselves from the restrictions of domain expertise and experience.
At Coacharya, we believe we can add our best value to the executive coaching landscape by working with the interface of organizations and their associates. That’s why we excel at engagements with professionals and executives as part of institutions, rather than seeking individuals to coach.
Systemic Coaching –
A Blend of Individual And Team Coaching
Over the years, we have discovered that in the absence of complete value alignment between the individual (“client”) and the sponsoring organization (“employer”), the client develops beyond the values systems of the employer and seeks more comfortable pastures. This inevitably results in attrition.
To avoid this, we recommend that organizations coach individuals within similar interest groups, with a specific objective in mind. A larger team objective for the group enables team alignment and organizational alignment with the individual. In addition, a systemic team coaching costs less to the sponsor (vs standalone individual coaching).
We have worked with groups from 6 to 200, over 3-12 months, alternating between individual and team sessions. Typically team sessions last 2-3 hours. Organizations set teams with either project goals or functional goals. Teams can be functional or cross functional. We call the process to achieve this goal an Action Learning Project.
In all organizational coaching, whether at the individual or team level, Coacharya ensures the involvement of stakeholders in the organization with the individual through feedback and feed forward sessions. We use psychometric tests, to help both the coach and client identify areas of focus.
Problems for a New Team with a New Manager
A business manager of a sizable profit center developed problems with her new team. Team members accused her of emotional outbursts, while the manager looked at the team as unwilling to cooperate. Coacharya blended three sessions with the manager along with her team, and six sessions individually. The manager now operates successfully with a team dedicated to co-created goals.
Development of High Potential Leaders
In the case of a global FMCG’s Indian subsidiary, we were assigned to coach 10 high potential leaders identified as CXOs in 5~10 years. These leaders had a common team project outside the individual coaching scope. After 3 coaching sessions out of a contracted 12, sponsor reached out for help with the team project, which hadn’t progressed at all. We reformatted the individual coaching journey into a systemic team approach, shifting 5 out of the remaining 9 sessions to team work focused on an Action Learning Project using the SPEED process, and the team exceeded its goals.
Assimilating a New CEO
A 20-person executive research team led by a newly appointed non-Pharma CEO were tasked to develop a drug discovery vision and action plan. The family owned venture faced a high technology, skills and knowledge play that needed to build teams, change culture and accept new leadership. A coaching intervention with select leaders over a period of 3-months resulted in emotional bonding, co-created vision, clear action plan, and successful implementation. The objective of assimilating team and leaders was fully met.
Improving Communication and Feedback
A pilot program was conducted involving 60 mid-level executives from various business units to work on developing a coach-based communication and feedback approach within the organization that supported their vision of increased personnel engagement. The success of this initiative launched a series of follow up programs by the leaders within their business units.
Developing a Vision
15 senior executives and 5 founders from an IT firm were led through the program over a period of 6-months to develop a challenging growth vision. The objective to communicate the action plan to 1,000+ employees was fully met.
Coaching For Credentials
While following the competencies as laid down by these credentialing institutions, Coacharya also focuses on self-awareness and development of the individual using mindless practices that meld the individual with the collective consciousness. Learn more about our coach training programs here.