A Professional Service Firm Focused on Helping You

A Professional Service Firm Focused on Helping You Achieve Breakthrough Performance © Inside. Out. Development LLC 2009

The Business Case for Coaching Bersin & Associates - 2007 High Impact Talent Management Study • The Talent Management practice which produces the greatest results © Inside. Out. Development LLC 2009

The Business Case for Coaching Bersin & Associates - 2007 High Impact Talent Management Study • The Talent Management practice which produces the greatest results Sales Executive Council (SEC) - 2007 Sales Coaching Research Initiative • Manager activity most closely associated with Sales rep success © Inside. Out. Development LLC 2009

Research Suggests: New Generation © Inside. Out. Development LLC 2009

Inside. Out Development • Over 25 years working with professional athletes © Inside. Out. Development LLC 2009

Inside. Out Development • Over 25 years working with professional athletes • Over 20 years experience working with corporate clients © Inside. Out. Development LLC 2009

What We Do We help individuals and organizations implement a simple, repeatable coaching process that has broad application © Inside. Out. Development LLC 2009

Philosophy Coaching is not about: Coaching is about: © Inside. Out. Development LLC 2009

Philosophy Coaching is not about: • Style • Being “nice” • Fixing people Coaching is about: © Inside. Out. Development LLC 2009

Philosophy Coaching is not about: • Style • Being “nice” • Fixing people Coaching is about: • Increasing and maintaining performance • Implementing strategy • Results © Inside. Out. Development LLC 2009

We Believe It’s less about… – The “philosophy” of coaching – Do’s / Do not’s of – Coaching – Style – The Coach © Inside. Out. Development LLC 2009

We Believe It’s less about… – The “philosophy” of coaching – Do’s / Do not’s of – Coaching – Style – The Coach More about… – “How to” for conversations – Simple & Repeatable – Environment for Learning – The Coachee © Inside. Out. Development LLC 2009

The Biggest Obstacle to Performance Is not that people aren’t smart or knowledgeable enough © Inside. Out. Development LLC 2009

The Biggest Obstacle to Performance Is not that people aren’t smart or knowledgeable enough It’s that they don’t take action on what they already know! © Inside. Out. Development LLC 2009

Sample List of Clients © Inside. Out. Development LLC 2009

Clients Tell Us: • Approach leads to swift action and effective results © Inside. Out. Development LLC 2009

Clients Tell Us: • Approach leads to swift action and effective results • Process is simple and easy to implement therefore breeds confidence © Inside. Out. Development LLC 2009

Clients Tell Us: • Approach leads to swift action and effective results • Process is simple and easy to implement therefore breeds confidence • Has a broad range of application beyond traditional coaching © Inside. Out. Development LLC 2009

Clients Tell Us: • Approach leads to swift action and effective results • Process is simple and easy to implement therefore breeds confidence • Has a broad range of application beyond traditional coaching • Don’t have to be subject matter expert © Inside. Out. Development LLC 2009

Clients Tell Us: • Approach leads to swift action and effective results • Process is simple and easy to implement therefore breeds confidence • Has a broad range of application beyond traditional coaching • Don’t have to be subject matter expert • Can be used to coach up, down, sideways and at home © Inside. Out. Development LLC 2009

Clients Tell Us: • Approach leads to swift action and effective results • Process is simple and easy to implement therefore breeds confidence • Has a broad range of application beyond traditional coaching • Don’t have to be subject matter expert • Can be used to coach up, down, sideways and at home • Keeps people responsible/accountable © Inside. Out. Development LLC 2009

Clients Tell Us: • Approach leads to swift action and effective results • Process is simple and easy to implement therefore breeds confidence • Has a broad range of application beyond traditional coaching • Don’t have to be subject matter expert • Can be used to coach up, down, sideways and at home • Keeps people responsible/accountable • Enables people to navigate “challenging” conversations © Inside. Out. Development LLC 2009

The Spirit of Inside. Out Coaching Conveying valued people From where they are To where they want to go © Inside. Out. Development LLC 2009

The Spirit of Inside. Out Coaching Conveying valued people Respect/Dignity From where they are Get in their world To where they want to go Commitment © Inside. Out. Development LLC 2009

Inside. Out Performance Model Paradigm Principle Process © Inside. Out. Development LLC 2009

Inside. Out Performance Model Paradigm Performance comes from the Inside-Out Principle Process © Inside. Out. Development LLC 2009

Inside. Out Performance Model Paradigm Performance comes from the Inside-Out Principle Focus brings out what’s inside Process © Inside. Out. Development LLC 2009

Inside. Out Performance Model Paradigm Performance comes from the Inside-Out Principle Focus brings out what’s inside Process G. R. O. W. Coaching process © Inside. Out. Development LLC 2009

Paradigm Outside-In Inside-Out © Inside. Out. Development LLC 2009

Paradigm Outside-In P=C+K Performance = Capacity + Knowledge Inside-Out © Inside. Out. Development LLC 2009

Paradigm Outside-In P=C+K Performance = Capacity + Knowledge Inside-Out P=C-I Performance = Capacity - Interference © Inside. Out. Development LLC 2009

Performance Wheel © Inside. Out. Development LLC 2009

Performance Wheel Faith Belief Fire Focus Energy Attention © Inside. Out. Development LLC 2009

Performance Wheel Insecurity Fire Focus Energy Attention © Inside. Out. Development LLC 2009

Performance Wheel Faith Belief In Attention e c en er ff di Focus © Inside. Out. Development LLC 2009

Performance Wheel Faith en cy Belief ns co In Energy ist Fire © Inside. Out. Development LLC 2009

Performance Wheel © Inside. Out. Development LLC 2009

Performance Wheel Faith Belief Fire Energy Focus Attention © Inside. Out. Development LLC 2009

© Inside. Out. Development LLC 2009

© Inside. Out. Development LLC 2009

Staff Fluctuations Reorganization Information Overload Never Enough Time Changing Skill Requirements New technology Do more with less Cultural Diversity Loss of Familiar Ways of Doing Things © Inside. Out. Development LLC 2009

Staff Fluctuations Reorganization Information Overload Fear Trust Morale Never Enough Time Uncertainty Changing Skill Requirements Resistance to change New technology Do more with less Cultural Diversity No Choice/Powerless Loss of Familiar Ways of Doing Things Self rather than work focus Performance © Inside. Out. Development LLC 2009

Staff Fluctuations Reorganization Information Overload Never Enough Time Changing Skill Requirements New technology Do more with less Cultural Diversity Loss of Familiar Ways of Doing Things Performance © Inside. Out. Development LLC 2009

Staff Fluctuations Reorganization Information Overload Never Enough Time Changing Skill Requirements New technology Do more with less Cultural Diversity Loss of Familiar Ways of Doing Things Performance © Inside. Out. Development LLC 2009

Inside. Out Performance Model: Principle - Focused Attention Interference is reduced through focus © Inside. Out. Development LLC 2009

Inside. Out Performance Model: Principle - Focused Attention Interference is reduced through focus – Change: • What we pay attention to • How we pay attention © Inside. Out. Development LLC 2009

Why Focus • Carrot and stick doesn’t create sustainable change • Persuasion/logic doesn’t overcome the psychological resistance © Inside. Out. Development LLC 2009

Why Focus • Carrot and stick doesn’t create sustainable change • Focus changes the brain • Persuasion/logic doesn’t overcome the psychological resistance • Intensity (time x amount) of focus creates change © Inside. Out. Development LLC 2009

Coaching Challenges (what we hear) Coaching Challenges? • Time to Coach (takes too long) • Misunderstanding of Coaching (telling isn’t coaching) • Knowledge/experience doesn’t ensure good coach • Challenging/difficult conversations • Holding people accountable • Coaching up • Making coaching simple/repeatable • Creating a coaching culture • When and where to coach • Consistency in the coaching process © Inside. Out. Development LLC 2009

Process: G. R. O. W. Faith Belief Fire Energy Focus Attention © Inside. Out. Development LLC 2009

G. R. O. W. © Inside. Out. Development LLC 2009

Decision Velocity Results © Inside. Out. Development LLC 2009

Decision Velocity Actions Results © Inside. Out. Development LLC 2009

Decision Velocity Decisions Actions Results © Inside. Out. Development LLC 2009

Decision Velocity Decisions Actions Results The speed and accuracy of decisions © Inside. Out. Development LLC 2009

G. R. O. W © Inside. Out. Development LLC 2009

G. R. O. W © Inside. Out. Development LLC 2009

G. R. O. W © Inside. Out. Development LLC 2009

“Precision” • Using the GROW process, coaches add precision to decision making and problem solving. • They use questions that increase speed, enhance trust, promote engagement and lead to action. © Inside. Out. Development LLC 2009

Tool—Coach Performance © Inside. Out. Development LLC 2009

Tool—GROW Pad © Inside. Out. Development LLC 2009

The Coach’s Challenge © Inside. Out. Development LLC 2009

The Coach’s Challenge © Inside. Out. Development LLC 2009

Tool—Coaches Prep Worksheet © Inside. Out. Development LLC 2009

Tool—Conversation Planner © Inside. Out. Development LLC 2009

Tool—Coach Performance © Inside. Out. Development LLC 2009

Step. Engagement #1 Tool—Coach © Inside. Out. Development LLC 2009

Tool—Coach Performance © Inside. Out. Development LLC 2009

Business Application for Coaching • Retaining Top Talent • Positive Work Environment • Employee Engagement • Increased Productivity • Improved Performance • Stronger Application of Training Initiatives Charter Institute of Personnel & Dev (CIPD). 2004 Institute of Executive Development Coaching Market Study 2006 © Inside. Out. Development LLC 2009

Manager-Led Coaching • Direct reports of effective coaches outperform the direct reports of ineffective coaches by 25% • 40% less likely to leave their organization “ Put simply, the direct reports of effective coaches perform better and stay longer. ” 2006 Corporate Executive Board – Learning and Development Roundtable study of 4, 000 employees © Inside. Out. Development LLC 2009

Performance Hypotheses • However you are performing, you have the potential to perform better. • Your potential is blocked by interference. • Interference is reduced by focusing attention. • Focused attention is increased through G. R. O. W. © Inside. Out. Development LLC 2009

Question & Answer © Inside. Out. Development LLC 2009