\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

Page 11 of 12 1 10 11 12
\n
\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n
\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n
\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n
\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n
\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n
\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n
\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n
\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n
\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n
\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n
\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n
\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n
\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n
\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n
\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n
\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Divya: Hi Pram, I have 40 minutes before next meeting starts. Let\u2019s quickly get to the specifics. I saw your self-appraisal and saw the ratings you have put. We might have some disagreements there. My assessment is that last year you did well in tracking the project tasks to closure, but you can improve on project planning. \u2026.. One of the areas of improvement is communication with Customer & containing escalations; I heard some of your team members complaining about conflict between members. Probably conflict management is another area to improve. \u2026 And in my view overall rating is \u2018Met Expectation\u2019.<\/p>\n\n\n\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Pram & Divya meet next day.<\/p>\n\n\n\n

Divya: Hi Pram, I have 40 minutes before next meeting starts. Let\u2019s quickly get to the specifics. I saw your self-appraisal and saw the ratings you have put. We might have some disagreements there. My assessment is that last year you did well in tracking the project tasks to closure, but you can improve on project planning. \u2026.. One of the areas of improvement is communication with Customer & containing escalations; I heard some of your team members complaining about conflict between members. Probably conflict management is another area to improve. \u2026 And in my view overall rating is \u2018Met Expectation\u2019.<\/p>\n\n\n\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Divya: Oh, yes, I noticed the meeting request in the calendar. But unfortunately something important has come up and I need to meet Basu right now. Pram, can we please meet tomorrow? We can squeeze in some time during lunch break.<\/p>\n\n\n\n

Pram & Divya meet next day.<\/p>\n\n\n\n

Divya: Hi Pram, I have 40 minutes before next meeting starts. Let\u2019s quickly get to the specifics. I saw your self-appraisal and saw the ratings you have put. We might have some disagreements there. My assessment is that last year you did well in tracking the project tasks to closure, but you can improve on project planning. \u2026.. One of the areas of improvement is communication with Customer & containing escalations; I heard some of your team members complaining about conflict between members. Probably conflict management is another area to improve. \u2026 And in my view overall rating is \u2018Met Expectation\u2019.<\/p>\n\n\n\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Pram: That issue is under control, no concerns. I came for the appraisal discussion.<\/p>\n\n\n\n

Divya: Oh, yes, I noticed the meeting request in the calendar. But unfortunately something important has come up and I need to meet Basu right now. Pram, can we please meet tomorrow? We can squeeze in some time during lunch break.<\/p>\n\n\n\n

Pram & Divya meet next day.<\/p>\n\n\n\n

Divya: Hi Pram, I have 40 minutes before next meeting starts. Let\u2019s quickly get to the specifics. I saw your self-appraisal and saw the ratings you have put. We might have some disagreements there. My assessment is that last year you did well in tracking the project tasks to closure, but you can improve on project planning. \u2026.. One of the areas of improvement is communication with Customer & containing escalations; I heard some of your team members complaining about conflict between members. Probably conflict management is another area to improve. \u2026 And in my view overall rating is \u2018Met Expectation\u2019.<\/p>\n\n\n\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Divya: Hi Pram, Anything urgent? What happened to the issue that Customer escalated yesterday?<\/p>\n\n\n\n

Pram: That issue is under control, no concerns. I came for the appraisal discussion.<\/p>\n\n\n\n

Divya: Oh, yes, I noticed the meeting request in the calendar. But unfortunately something important has come up and I need to meet Basu right now. Pram, can we please meet tomorrow? We can squeeze in some time during lunch break.<\/p>\n\n\n\n

Pram & Divya meet next day.<\/p>\n\n\n\n

Divya: Hi Pram, I have 40 minutes before next meeting starts. Let\u2019s quickly get to the specifics. I saw your self-appraisal and saw the ratings you have put. We might have some disagreements there. My assessment is that last year you did well in tracking the project tasks to closure, but you can improve on project planning. \u2026.. One of the areas of improvement is communication with Customer & containing escalations; I heard some of your team members complaining about conflict between members. Probably conflict management is another area to improve. \u2026 And in my view overall rating is \u2018Met Expectation\u2019.<\/p>\n\n\n\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Pram schedules the meeting. Pram comes to Divya\u2019s cabin on the scheduled day.<\/p>\n\n\n\n

Divya: Hi Pram, Anything urgent? What happened to the issue that Customer escalated yesterday?<\/p>\n\n\n\n

Pram: That issue is under control, no concerns. I came for the appraisal discussion.<\/p>\n\n\n\n

Divya: Oh, yes, I noticed the meeting request in the calendar. But unfortunately something important has come up and I need to meet Basu right now. Pram, can we please meet tomorrow? We can squeeze in some time during lunch break.<\/p>\n\n\n\n

Pram & Divya meet next day.<\/p>\n\n\n\n

Divya: Hi Pram, I have 40 minutes before next meeting starts. Let\u2019s quickly get to the specifics. I saw your self-appraisal and saw the ratings you have put. We might have some disagreements there. My assessment is that last year you did well in tracking the project tasks to closure, but you can improve on project planning. \u2026.. One of the areas of improvement is communication with Customer & containing escalations; I heard some of your team members complaining about conflict between members. Probably conflict management is another area to improve. \u2026 And in my view overall rating is \u2018Met Expectation\u2019.<\/p>\n\n\n\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Divya: Pram, it has been quite hectic for me. Can you look up my calendar and schedule 30 to 45 min slot, preferably towards the latter part of the day?<\/p>\n\n\n\n

Pram schedules the meeting. Pram comes to Divya\u2019s cabin on the scheduled day.<\/p>\n\n\n\n

Divya: Hi Pram, Anything urgent? What happened to the issue that Customer escalated yesterday?<\/p>\n\n\n\n

Pram: That issue is under control, no concerns. I came for the appraisal discussion.<\/p>\n\n\n\n

Divya: Oh, yes, I noticed the meeting request in the calendar. But unfortunately something important has come up and I need to meet Basu right now. Pram, can we please meet tomorrow? We can squeeze in some time during lunch break.<\/p>\n\n\n\n

Pram & Divya meet next day.<\/p>\n\n\n\n

Divya: Hi Pram, I have 40 minutes before next meeting starts. Let\u2019s quickly get to the specifics. I saw your self-appraisal and saw the ratings you have put. We might have some disagreements there. My assessment is that last year you did well in tracking the project tasks to closure, but you can improve on project planning. \u2026.. One of the areas of improvement is communication with Customer & containing escalations; I heard some of your team members complaining about conflict between members. Probably conflict management is another area to improve. \u2026 And in my view overall rating is \u2018Met Expectation\u2019.<\/p>\n\n\n\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Pram: Divya, when can we have my appraisal discussion? I have updated my self-appraisal in the system 2 weeks back.<\/p>\n\n\n\n

Divya: Pram, it has been quite hectic for me. Can you look up my calendar and schedule 30 to 45 min slot, preferably towards the latter part of the day?<\/p>\n\n\n\n

Pram schedules the meeting. Pram comes to Divya\u2019s cabin on the scheduled day.<\/p>\n\n\n\n

Divya: Hi Pram, Anything urgent? What happened to the issue that Customer escalated yesterday?<\/p>\n\n\n\n

Pram: That issue is under control, no concerns. I came for the appraisal discussion.<\/p>\n\n\n\n

Divya: Oh, yes, I noticed the meeting request in the calendar. But unfortunately something important has come up and I need to meet Basu right now. Pram, can we please meet tomorrow? We can squeeze in some time during lunch break.<\/p>\n\n\n\n

Pram & Divya meet next day.<\/p>\n\n\n\n

Divya: Hi Pram, I have 40 minutes before next meeting starts. Let\u2019s quickly get to the specifics. I saw your self-appraisal and saw the ratings you have put. We might have some disagreements there. My assessment is that last year you did well in tracking the project tasks to closure, but you can improve on project planning. \u2026.. One of the areas of improvement is communication with Customer & containing escalations; I heard some of your team members complaining about conflict between members. Probably conflict management is another area to improve. \u2026 And in my view overall rating is \u2018Met Expectation\u2019.<\/p>\n\n\n\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Scene 1: <\/span><\/b><\/p>\n\n\n\n

Pram: Divya, when can we have my appraisal discussion? I have updated my self-appraisal in the system 2 weeks back.<\/p>\n\n\n\n

Divya: Pram, it has been quite hectic for me. Can you look up my calendar and schedule 30 to 45 min slot, preferably towards the latter part of the day?<\/p>\n\n\n\n

Pram schedules the meeting. Pram comes to Divya\u2019s cabin on the scheduled day.<\/p>\n\n\n\n

Divya: Hi Pram, Anything urgent? What happened to the issue that Customer escalated yesterday?<\/p>\n\n\n\n

Pram: That issue is under control, no concerns. I came for the appraisal discussion.<\/p>\n\n\n\n

Divya: Oh, yes, I noticed the meeting request in the calendar. But unfortunately something important has come up and I need to meet Basu right now. Pram, can we please meet tomorrow? We can squeeze in some time during lunch break.<\/p>\n\n\n\n

Pram & Divya meet next day.<\/p>\n\n\n\n

Divya: Hi Pram, I have 40 minutes before next meeting starts. Let\u2019s quickly get to the specifics. I saw your self-appraisal and saw the ratings you have put. We might have some disagreements there. My assessment is that last year you did well in tracking the project tasks to closure, but you can improve on project planning. \u2026.. One of the areas of improvement is communication with Customer & containing escalations; I heard some of your team members complaining about conflict between members. Probably conflict management is another area to improve. \u2026 And in my view overall rating is \u2018Met Expectation\u2019.<\/p>\n\n\n\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

(Roles: Pram & Priya \u2013 PMs; Divya \u2013 Delivery Manager; Basu \u2013 Business Head;  Pram & Priya report to Divya who in turn reports to Basu) <\/b><\/p>\n\n\n\n

Scene 1: <\/span><\/b><\/p>\n\n\n\n

Pram: Divya, when can we have my appraisal discussion? I have updated my self-appraisal in the system 2 weeks back.<\/p>\n\n\n\n

Divya: Pram, it has been quite hectic for me. Can you look up my calendar and schedule 30 to 45 min slot, preferably towards the latter part of the day?<\/p>\n\n\n\n

Pram schedules the meeting. Pram comes to Divya\u2019s cabin on the scheduled day.<\/p>\n\n\n\n

Divya: Hi Pram, Anything urgent? What happened to the issue that Customer escalated yesterday?<\/p>\n\n\n\n

Pram: That issue is under control, no concerns. I came for the appraisal discussion.<\/p>\n\n\n\n

Divya: Oh, yes, I noticed the meeting request in the calendar. But unfortunately something important has come up and I need to meet Basu right now. Pram, can we please meet tomorrow? We can squeeze in some time during lunch break.<\/p>\n\n\n\n

Pram & Divya meet next day.<\/p>\n\n\n\n

Divya: Hi Pram, I have 40 minutes before next meeting starts. Let\u2019s quickly get to the specifics. I saw your self-appraisal and saw the ratings you have put. We might have some disagreements there. My assessment is that last year you did well in tracking the project tasks to closure, but you can improve on project planning. \u2026.. One of the areas of improvement is communication with Customer & containing escalations; I heard some of your team members complaining about conflict between members. Probably conflict management is another area to improve. \u2026 And in my view overall rating is \u2018Met Expectation\u2019.<\/p>\n\n\n\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

<\/b>Appraisal Dialogues<\/b><\/p>\n\n\n\n

(Roles: Pram & Priya \u2013 PMs; Divya \u2013 Delivery Manager; Basu \u2013 Business Head;  Pram & Priya report to Divya who in turn reports to Basu) <\/b><\/p>\n\n\n\n

Scene 1: <\/span><\/b><\/p>\n\n\n\n

Pram: Divya, when can we have my appraisal discussion? I have updated my self-appraisal in the system 2 weeks back.<\/p>\n\n\n\n

Divya: Pram, it has been quite hectic for me. Can you look up my calendar and schedule 30 to 45 min slot, preferably towards the latter part of the day?<\/p>\n\n\n\n

Pram schedules the meeting. Pram comes to Divya\u2019s cabin on the scheduled day.<\/p>\n\n\n\n

Divya: Hi Pram, Anything urgent? What happened to the issue that Customer escalated yesterday?<\/p>\n\n\n\n

Pram: That issue is under control, no concerns. I came for the appraisal discussion.<\/p>\n\n\n\n

Divya: Oh, yes, I noticed the meeting request in the calendar. But unfortunately something important has come up and I need to meet Basu right now. Pram, can we please meet tomorrow? We can squeeze in some time during lunch break.<\/p>\n\n\n\n

Pram & Divya meet next day.<\/p>\n\n\n\n

Divya: Hi Pram, I have 40 minutes before next meeting starts. Let\u2019s quickly get to the specifics. I saw your self-appraisal and saw the ratings you have put. We might have some disagreements there. My assessment is that last year you did well in tracking the project tasks to closure, but you can improve on project planning. \u2026.. One of the areas of improvement is communication with Customer & containing escalations; I heard some of your team members complaining about conflict between members. Probably conflict management is another area to improve. \u2026 And in my view overall rating is \u2018Met Expectation\u2019.<\/p>\n\n\n\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Appraisal dialogues are dreaded events both for the manager and the reportee.  Appraisal dialogue can leave both of them energized, motivated and drive towards next level of performance or can leave both of them feeling low and negative, depending on the way the dialogue is conducted. Here are two scenarios to contrast\u2026..<\/p>\n\n\n\n

<\/b>Appraisal Dialogues<\/b><\/p>\n\n\n\n

(Roles: Pram & Priya \u2013 PMs; Divya \u2013 Delivery Manager; Basu \u2013 Business Head;  Pram & Priya report to Divya who in turn reports to Basu) <\/b><\/p>\n\n\n\n

Scene 1: <\/span><\/b><\/p>\n\n\n\n

Pram: Divya, when can we have my appraisal discussion? I have updated my self-appraisal in the system 2 weeks back.<\/p>\n\n\n\n

Divya: Pram, it has been quite hectic for me. Can you look up my calendar and schedule 30 to 45 min slot, preferably towards the latter part of the day?<\/p>\n\n\n\n

Pram schedules the meeting. Pram comes to Divya\u2019s cabin on the scheduled day.<\/p>\n\n\n\n

Divya: Hi Pram, Anything urgent? What happened to the issue that Customer escalated yesterday?<\/p>\n\n\n\n

Pram: That issue is under control, no concerns. I came for the appraisal discussion.<\/p>\n\n\n\n

Divya: Oh, yes, I noticed the meeting request in the calendar. But unfortunately something important has come up and I need to meet Basu right now. Pram, can we please meet tomorrow? We can squeeze in some time during lunch break.<\/p>\n\n\n\n

Pram & Divya meet next day.<\/p>\n\n\n\n

Divya: Hi Pram, I have 40 minutes before next meeting starts. Let\u2019s quickly get to the specifics. I saw your self-appraisal and saw the ratings you have put. We might have some disagreements there. My assessment is that last year you did well in tracking the project tasks to closure, but you can improve on project planning. \u2026.. One of the areas of improvement is communication with Customer & containing escalations; I heard some of your team members complaining about conflict between members. Probably conflict management is another area to improve. \u2026 And in my view overall rating is \u2018Met Expectation\u2019.<\/p>\n\n\n\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n
\"\"\/<\/figure>\n\n\n\n

Appraisal dialogues are dreaded events both for the manager and the reportee.  Appraisal dialogue can leave both of them energized, motivated and drive towards next level of performance or can leave both of them feeling low and negative, depending on the way the dialogue is conducted. Here are two scenarios to contrast\u2026..<\/p>\n\n\n\n

<\/b>Appraisal Dialogues<\/b><\/p>\n\n\n\n

(Roles: Pram & Priya \u2013 PMs; Divya \u2013 Delivery Manager; Basu \u2013 Business Head;  Pram & Priya report to Divya who in turn reports to Basu) <\/b><\/p>\n\n\n\n

Scene 1: <\/span><\/b><\/p>\n\n\n\n

Pram: Divya, when can we have my appraisal discussion? I have updated my self-appraisal in the system 2 weeks back.<\/p>\n\n\n\n

Divya: Pram, it has been quite hectic for me. Can you look up my calendar and schedule 30 to 45 min slot, preferably towards the latter part of the day?<\/p>\n\n\n\n

Pram schedules the meeting. Pram comes to Divya\u2019s cabin on the scheduled day.<\/p>\n\n\n\n

Divya: Hi Pram, Anything urgent? What happened to the issue that Customer escalated yesterday?<\/p>\n\n\n\n

Pram: That issue is under control, no concerns. I came for the appraisal discussion.<\/p>\n\n\n\n

Divya: Oh, yes, I noticed the meeting request in the calendar. But unfortunately something important has come up and I need to meet Basu right now. Pram, can we please meet tomorrow? We can squeeze in some time during lunch break.<\/p>\n\n\n\n

Pram & Divya meet next day.<\/p>\n\n\n\n

Divya: Hi Pram, I have 40 minutes before next meeting starts. Let\u2019s quickly get to the specifics. I saw your self-appraisal and saw the ratings you have put. We might have some disagreements there. My assessment is that last year you did well in tracking the project tasks to closure, but you can improve on project planning. \u2026.. One of the areas of improvement is communication with Customer & containing escalations; I heard some of your team members complaining about conflict between members. Probably conflict management is another area to improve. \u2026 And in my view overall rating is \u2018Met Expectation\u2019.<\/p>\n\n\n\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

In the next post we look at one very important lesson that I have learned as a manager: Friendship and work relationship should be kept separate; you may need to make uncomfortable staffing calls.<\/p>\n","post_title":"Learning from your previous (and current!) job","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"learning-from-your-previous-and-current-job","to_ping":"","pinged":"","post_modified":"2024-01-29 08:18:28","post_modified_gmt":"2024-01-29 08:18:28","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1293","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1207,"post_author":"33","post_date":"2014-09-08 01:00:57","post_date_gmt":"2014-09-07 19:30:57","post_content":"\n

\"\"\/<\/figure>\n\n\n\n

Appraisal dialogues are dreaded events both for the manager and the reportee.  Appraisal dialogue can leave both of them energized, motivated and drive towards next level of performance or can leave both of them feeling low and negative, depending on the way the dialogue is conducted. Here are two scenarios to contrast\u2026..<\/p>\n\n\n\n

<\/b>Appraisal Dialogues<\/b><\/p>\n\n\n\n

(Roles: Pram & Priya \u2013 PMs; Divya \u2013 Delivery Manager; Basu \u2013 Business Head;  Pram & Priya report to Divya who in turn reports to Basu) <\/b><\/p>\n\n\n\n

Scene 1: <\/span><\/b><\/p>\n\n\n\n

Pram: Divya, when can we have my appraisal discussion? I have updated my self-appraisal in the system 2 weeks back.<\/p>\n\n\n\n

Divya: Pram, it has been quite hectic for me. Can you look up my calendar and schedule 30 to 45 min slot, preferably towards the latter part of the day?<\/p>\n\n\n\n

Pram schedules the meeting. Pram comes to Divya\u2019s cabin on the scheduled day.<\/p>\n\n\n\n

Divya: Hi Pram, Anything urgent? What happened to the issue that Customer escalated yesterday?<\/p>\n\n\n\n

Pram: That issue is under control, no concerns. I came for the appraisal discussion.<\/p>\n\n\n\n

Divya: Oh, yes, I noticed the meeting request in the calendar. But unfortunately something important has come up and I need to meet Basu right now. Pram, can we please meet tomorrow? We can squeeze in some time during lunch break.<\/p>\n\n\n\n

Pram & Divya meet next day.<\/p>\n\n\n\n

Divya: Hi Pram, I have 40 minutes before next meeting starts. Let\u2019s quickly get to the specifics. I saw your self-appraisal and saw the ratings you have put. We might have some disagreements there. My assessment is that last year you did well in tracking the project tasks to closure, but you can improve on project planning. \u2026.. One of the areas of improvement is communication with Customer & containing escalations; I heard some of your team members complaining about conflict between members. Probably conflict management is another area to improve. \u2026 And in my view overall rating is \u2018Met Expectation\u2019.<\/p>\n\n\n\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

14. Accountability (and governance) \u2013 keep this in mind<\/p>\n\n\n\n

In the next post we look at one very important lesson that I have learned as a manager: Friendship and work relationship should be kept separate; you may need to make uncomfortable staffing calls.<\/p>\n","post_title":"Learning from your previous (and current!) job","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"learning-from-your-previous-and-current-job","to_ping":"","pinged":"","post_modified":"2024-01-29 08:18:28","post_modified_gmt":"2024-01-29 08:18:28","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1293","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1207,"post_author":"33","post_date":"2014-09-08 01:00:57","post_date_gmt":"2014-09-07 19:30:57","post_content":"\n

\"\"\/<\/figure>\n\n\n\n

Appraisal dialogues are dreaded events both for the manager and the reportee.  Appraisal dialogue can leave both of them energized, motivated and drive towards next level of performance or can leave both of them feeling low and negative, depending on the way the dialogue is conducted. Here are two scenarios to contrast\u2026..<\/p>\n\n\n\n

<\/b>Appraisal Dialogues<\/b><\/p>\n\n\n\n

(Roles: Pram & Priya \u2013 PMs; Divya \u2013 Delivery Manager; Basu \u2013 Business Head;  Pram & Priya report to Divya who in turn reports to Basu) <\/b><\/p>\n\n\n\n

Scene 1: <\/span><\/b><\/p>\n\n\n\n

Pram: Divya, when can we have my appraisal discussion? I have updated my self-appraisal in the system 2 weeks back.<\/p>\n\n\n\n

Divya: Pram, it has been quite hectic for me. Can you look up my calendar and schedule 30 to 45 min slot, preferably towards the latter part of the day?<\/p>\n\n\n\n

Pram schedules the meeting. Pram comes to Divya\u2019s cabin on the scheduled day.<\/p>\n\n\n\n

Divya: Hi Pram, Anything urgent? What happened to the issue that Customer escalated yesterday?<\/p>\n\n\n\n

Pram: That issue is under control, no concerns. I came for the appraisal discussion.<\/p>\n\n\n\n

Divya: Oh, yes, I noticed the meeting request in the calendar. But unfortunately something important has come up and I need to meet Basu right now. Pram, can we please meet tomorrow? We can squeeze in some time during lunch break.<\/p>\n\n\n\n

Pram & Divya meet next day.<\/p>\n\n\n\n

Divya: Hi Pram, I have 40 minutes before next meeting starts. Let\u2019s quickly get to the specifics. I saw your self-appraisal and saw the ratings you have put. We might have some disagreements there. My assessment is that last year you did well in tracking the project tasks to closure, but you can improve on project planning. \u2026.. One of the areas of improvement is communication with Customer & containing escalations; I heard some of your team members complaining about conflict between members. Probably conflict management is another area to improve. \u2026 And in my view overall rating is \u2018Met Expectation\u2019.<\/p>\n\n\n\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

13. Communicate your success stories, communicate enthusiastically<\/p>\n\n\n\n

14. Accountability (and governance) \u2013 keep this in mind<\/p>\n\n\n\n

In the next post we look at one very important lesson that I have learned as a manager: Friendship and work relationship should be kept separate; you may need to make uncomfortable staffing calls.<\/p>\n","post_title":"Learning from your previous (and current!) job","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"learning-from-your-previous-and-current-job","to_ping":"","pinged":"","post_modified":"2024-01-29 08:18:28","post_modified_gmt":"2024-01-29 08:18:28","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1293","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1207,"post_author":"33","post_date":"2014-09-08 01:00:57","post_date_gmt":"2014-09-07 19:30:57","post_content":"\n

\"\"\/<\/figure>\n\n\n\n

Appraisal dialogues are dreaded events both for the manager and the reportee.  Appraisal dialogue can leave both of them energized, motivated and drive towards next level of performance or can leave both of them feeling low and negative, depending on the way the dialogue is conducted. Here are two scenarios to contrast\u2026..<\/p>\n\n\n\n

<\/b>Appraisal Dialogues<\/b><\/p>\n\n\n\n

(Roles: Pram & Priya \u2013 PMs; Divya \u2013 Delivery Manager; Basu \u2013 Business Head;  Pram & Priya report to Divya who in turn reports to Basu) <\/b><\/p>\n\n\n\n

Scene 1: <\/span><\/b><\/p>\n\n\n\n

Pram: Divya, when can we have my appraisal discussion? I have updated my self-appraisal in the system 2 weeks back.<\/p>\n\n\n\n

Divya: Pram, it has been quite hectic for me. Can you look up my calendar and schedule 30 to 45 min slot, preferably towards the latter part of the day?<\/p>\n\n\n\n

Pram schedules the meeting. Pram comes to Divya\u2019s cabin on the scheduled day.<\/p>\n\n\n\n

Divya: Hi Pram, Anything urgent? What happened to the issue that Customer escalated yesterday?<\/p>\n\n\n\n

Pram: That issue is under control, no concerns. I came for the appraisal discussion.<\/p>\n\n\n\n

Divya: Oh, yes, I noticed the meeting request in the calendar. But unfortunately something important has come up and I need to meet Basu right now. Pram, can we please meet tomorrow? We can squeeze in some time during lunch break.<\/p>\n\n\n\n

Pram & Divya meet next day.<\/p>\n\n\n\n

Divya: Hi Pram, I have 40 minutes before next meeting starts. Let\u2019s quickly get to the specifics. I saw your self-appraisal and saw the ratings you have put. We might have some disagreements there. My assessment is that last year you did well in tracking the project tasks to closure, but you can improve on project planning. \u2026.. One of the areas of improvement is communication with Customer & containing escalations; I heard some of your team members complaining about conflict between members. Probably conflict management is another area to improve. \u2026 And in my view overall rating is \u2018Met Expectation\u2019.<\/p>\n\n\n\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

12. Always put the business first \u2013 users first \u2013 no IT arrogance. Implement features that the users want, not what you fancy<\/p>\n\n\n\n

13. Communicate your success stories, communicate enthusiastically<\/p>\n\n\n\n

14. Accountability (and governance) \u2013 keep this in mind<\/p>\n\n\n\n

In the next post we look at one very important lesson that I have learned as a manager: Friendship and work relationship should be kept separate; you may need to make uncomfortable staffing calls.<\/p>\n","post_title":"Learning from your previous (and current!) job","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"learning-from-your-previous-and-current-job","to_ping":"","pinged":"","post_modified":"2024-01-29 08:18:28","post_modified_gmt":"2024-01-29 08:18:28","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1293","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1207,"post_author":"33","post_date":"2014-09-08 01:00:57","post_date_gmt":"2014-09-07 19:30:57","post_content":"\n

\"\"\/<\/figure>\n\n\n\n

Appraisal dialogues are dreaded events both for the manager and the reportee.  Appraisal dialogue can leave both of them energized, motivated and drive towards next level of performance or can leave both of them feeling low and negative, depending on the way the dialogue is conducted. Here are two scenarios to contrast\u2026..<\/p>\n\n\n\n

<\/b>Appraisal Dialogues<\/b><\/p>\n\n\n\n

(Roles: Pram & Priya \u2013 PMs; Divya \u2013 Delivery Manager; Basu \u2013 Business Head;  Pram & Priya report to Divya who in turn reports to Basu) <\/b><\/p>\n\n\n\n

Scene 1: <\/span><\/b><\/p>\n\n\n\n

Pram: Divya, when can we have my appraisal discussion? I have updated my self-appraisal in the system 2 weeks back.<\/p>\n\n\n\n

Divya: Pram, it has been quite hectic for me. Can you look up my calendar and schedule 30 to 45 min slot, preferably towards the latter part of the day?<\/p>\n\n\n\n

Pram schedules the meeting. Pram comes to Divya\u2019s cabin on the scheduled day.<\/p>\n\n\n\n

Divya: Hi Pram, Anything urgent? What happened to the issue that Customer escalated yesterday?<\/p>\n\n\n\n

Pram: That issue is under control, no concerns. I came for the appraisal discussion.<\/p>\n\n\n\n

Divya: Oh, yes, I noticed the meeting request in the calendar. But unfortunately something important has come up and I need to meet Basu right now. Pram, can we please meet tomorrow? We can squeeze in some time during lunch break.<\/p>\n\n\n\n

Pram & Divya meet next day.<\/p>\n\n\n\n

Divya: Hi Pram, I have 40 minutes before next meeting starts. Let\u2019s quickly get to the specifics. I saw your self-appraisal and saw the ratings you have put. We might have some disagreements there. My assessment is that last year you did well in tracking the project tasks to closure, but you can improve on project planning. \u2026.. One of the areas of improvement is communication with Customer & containing escalations; I heard some of your team members complaining about conflict between members. Probably conflict management is another area to improve. \u2026 And in my view overall rating is \u2018Met Expectation\u2019.<\/p>\n\n\n\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

11. Technologies change \u2013 you can\u2019t always have the latest<\/p>\n\n\n\n

12. Always put the business first \u2013 users first \u2013 no IT arrogance. Implement features that the users want, not what you fancy<\/p>\n\n\n\n

13. Communicate your success stories, communicate enthusiastically<\/p>\n\n\n\n

14. Accountability (and governance) \u2013 keep this in mind<\/p>\n\n\n\n

In the next post we look at one very important lesson that I have learned as a manager: Friendship and work relationship should be kept separate; you may need to make uncomfortable staffing calls.<\/p>\n","post_title":"Learning from your previous (and current!) job","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"learning-from-your-previous-and-current-job","to_ping":"","pinged":"","post_modified":"2024-01-29 08:18:28","post_modified_gmt":"2024-01-29 08:18:28","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1293","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1207,"post_author":"33","post_date":"2014-09-08 01:00:57","post_date_gmt":"2014-09-07 19:30:57","post_content":"\n

\"\"\/<\/figure>\n\n\n\n

Appraisal dialogues are dreaded events both for the manager and the reportee.  Appraisal dialogue can leave both of them energized, motivated and drive towards next level of performance or can leave both of them feeling low and negative, depending on the way the dialogue is conducted. Here are two scenarios to contrast\u2026..<\/p>\n\n\n\n

<\/b>Appraisal Dialogues<\/b><\/p>\n\n\n\n

(Roles: Pram & Priya \u2013 PMs; Divya \u2013 Delivery Manager; Basu \u2013 Business Head;  Pram & Priya report to Divya who in turn reports to Basu) <\/b><\/p>\n\n\n\n

Scene 1: <\/span><\/b><\/p>\n\n\n\n

Pram: Divya, when can we have my appraisal discussion? I have updated my self-appraisal in the system 2 weeks back.<\/p>\n\n\n\n

Divya: Pram, it has been quite hectic for me. Can you look up my calendar and schedule 30 to 45 min slot, preferably towards the latter part of the day?<\/p>\n\n\n\n

Pram schedules the meeting. Pram comes to Divya\u2019s cabin on the scheduled day.<\/p>\n\n\n\n

Divya: Hi Pram, Anything urgent? What happened to the issue that Customer escalated yesterday?<\/p>\n\n\n\n

Pram: That issue is under control, no concerns. I came for the appraisal discussion.<\/p>\n\n\n\n

Divya: Oh, yes, I noticed the meeting request in the calendar. But unfortunately something important has come up and I need to meet Basu right now. Pram, can we please meet tomorrow? We can squeeze in some time during lunch break.<\/p>\n\n\n\n

Pram & Divya meet next day.<\/p>\n\n\n\n

Divya: Hi Pram, I have 40 minutes before next meeting starts. Let\u2019s quickly get to the specifics. I saw your self-appraisal and saw the ratings you have put. We might have some disagreements there. My assessment is that last year you did well in tracking the project tasks to closure, but you can improve on project planning. \u2026.. One of the areas of improvement is communication with Customer & containing escalations; I heard some of your team members complaining about conflict between members. Probably conflict management is another area to improve. \u2026 And in my view overall rating is \u2018Met Expectation\u2019.<\/p>\n\n\n\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

10. Use your own judgement \u2013 but seek inputs from all<\/p>\n\n\n\n

11. Technologies change \u2013 you can\u2019t always have the latest<\/p>\n\n\n\n

12. Always put the business first \u2013 users first \u2013 no IT arrogance. Implement features that the users want, not what you fancy<\/p>\n\n\n\n

13. Communicate your success stories, communicate enthusiastically<\/p>\n\n\n\n

14. Accountability (and governance) \u2013 keep this in mind<\/p>\n\n\n\n

In the next post we look at one very important lesson that I have learned as a manager: Friendship and work relationship should be kept separate; you may need to make uncomfortable staffing calls.<\/p>\n","post_title":"Learning from your previous (and current!) job","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"learning-from-your-previous-and-current-job","to_ping":"","pinged":"","post_modified":"2024-01-29 08:18:28","post_modified_gmt":"2024-01-29 08:18:28","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1293","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1207,"post_author":"33","post_date":"2014-09-08 01:00:57","post_date_gmt":"2014-09-07 19:30:57","post_content":"\n

\"\"\/<\/figure>\n\n\n\n

Appraisal dialogues are dreaded events both for the manager and the reportee.  Appraisal dialogue can leave both of them energized, motivated and drive towards next level of performance or can leave both of them feeling low and negative, depending on the way the dialogue is conducted. Here are two scenarios to contrast\u2026..<\/p>\n\n\n\n

<\/b>Appraisal Dialogues<\/b><\/p>\n\n\n\n

(Roles: Pram & Priya \u2013 PMs; Divya \u2013 Delivery Manager; Basu \u2013 Business Head;  Pram & Priya report to Divya who in turn reports to Basu) <\/b><\/p>\n\n\n\n

Scene 1: <\/span><\/b><\/p>\n\n\n\n

Pram: Divya, when can we have my appraisal discussion? I have updated my self-appraisal in the system 2 weeks back.<\/p>\n\n\n\n

Divya: Pram, it has been quite hectic for me. Can you look up my calendar and schedule 30 to 45 min slot, preferably towards the latter part of the day?<\/p>\n\n\n\n

Pram schedules the meeting. Pram comes to Divya\u2019s cabin on the scheduled day.<\/p>\n\n\n\n

Divya: Hi Pram, Anything urgent? What happened to the issue that Customer escalated yesterday?<\/p>\n\n\n\n

Pram: That issue is under control, no concerns. I came for the appraisal discussion.<\/p>\n\n\n\n

Divya: Oh, yes, I noticed the meeting request in the calendar. But unfortunately something important has come up and I need to meet Basu right now. Pram, can we please meet tomorrow? We can squeeze in some time during lunch break.<\/p>\n\n\n\n

Pram & Divya meet next day.<\/p>\n\n\n\n

Divya: Hi Pram, I have 40 minutes before next meeting starts. Let\u2019s quickly get to the specifics. I saw your self-appraisal and saw the ratings you have put. We might have some disagreements there. My assessment is that last year you did well in tracking the project tasks to closure, but you can improve on project planning. \u2026.. One of the areas of improvement is communication with Customer & containing escalations; I heard some of your team members complaining about conflict between members. Probably conflict management is another area to improve. \u2026 And in my view overall rating is \u2018Met Expectation\u2019.<\/p>\n\n\n\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

9. Handle issues directly and immediately<\/p>\n\n\n\n

10. Use your own judgement \u2013 but seek inputs from all<\/p>\n\n\n\n

11. Technologies change \u2013 you can\u2019t always have the latest<\/p>\n\n\n\n

12. Always put the business first \u2013 users first \u2013 no IT arrogance. Implement features that the users want, not what you fancy<\/p>\n\n\n\n

13. Communicate your success stories, communicate enthusiastically<\/p>\n\n\n\n

14. Accountability (and governance) \u2013 keep this in mind<\/p>\n\n\n\n

In the next post we look at one very important lesson that I have learned as a manager: Friendship and work relationship should be kept separate; you may need to make uncomfortable staffing calls.<\/p>\n","post_title":"Learning from your previous (and current!) job","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"learning-from-your-previous-and-current-job","to_ping":"","pinged":"","post_modified":"2024-01-29 08:18:28","post_modified_gmt":"2024-01-29 08:18:28","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1293","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1207,"post_author":"33","post_date":"2014-09-08 01:00:57","post_date_gmt":"2014-09-07 19:30:57","post_content":"\n

\"\"\/<\/figure>\n\n\n\n

Appraisal dialogues are dreaded events both for the manager and the reportee.  Appraisal dialogue can leave both of them energized, motivated and drive towards next level of performance or can leave both of them feeling low and negative, depending on the way the dialogue is conducted. Here are two scenarios to contrast\u2026..<\/p>\n\n\n\n

<\/b>Appraisal Dialogues<\/b><\/p>\n\n\n\n

(Roles: Pram & Priya \u2013 PMs; Divya \u2013 Delivery Manager; Basu \u2013 Business Head;  Pram & Priya report to Divya who in turn reports to Basu) <\/b><\/p>\n\n\n\n

Scene 1: <\/span><\/b><\/p>\n\n\n\n

Pram: Divya, when can we have my appraisal discussion? I have updated my self-appraisal in the system 2 weeks back.<\/p>\n\n\n\n

Divya: Pram, it has been quite hectic for me. Can you look up my calendar and schedule 30 to 45 min slot, preferably towards the latter part of the day?<\/p>\n\n\n\n

Pram schedules the meeting. Pram comes to Divya\u2019s cabin on the scheduled day.<\/p>\n\n\n\n

Divya: Hi Pram, Anything urgent? What happened to the issue that Customer escalated yesterday?<\/p>\n\n\n\n

Pram: That issue is under control, no concerns. I came for the appraisal discussion.<\/p>\n\n\n\n

Divya: Oh, yes, I noticed the meeting request in the calendar. But unfortunately something important has come up and I need to meet Basu right now. Pram, can we please meet tomorrow? We can squeeze in some time during lunch break.<\/p>\n\n\n\n

Pram & Divya meet next day.<\/p>\n\n\n\n

Divya: Hi Pram, I have 40 minutes before next meeting starts. Let\u2019s quickly get to the specifics. I saw your self-appraisal and saw the ratings you have put. We might have some disagreements there. My assessment is that last year you did well in tracking the project tasks to closure, but you can improve on project planning. \u2026.. One of the areas of improvement is communication with Customer & containing escalations; I heard some of your team members complaining about conflict between members. Probably conflict management is another area to improve. \u2026 And in my view overall rating is \u2018Met Expectation\u2019.<\/p>\n\n\n\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

8. Stakeholder, stakeholder, stakeholder \u2013 always keep them in the loop<\/p>\n\n\n\n

9. Handle issues directly and immediately<\/p>\n\n\n\n

10. Use your own judgement \u2013 but seek inputs from all<\/p>\n\n\n\n

11. Technologies change \u2013 you can\u2019t always have the latest<\/p>\n\n\n\n

12. Always put the business first \u2013 users first \u2013 no IT arrogance. Implement features that the users want, not what you fancy<\/p>\n\n\n\n

13. Communicate your success stories, communicate enthusiastically<\/p>\n\n\n\n

14. Accountability (and governance) \u2013 keep this in mind<\/p>\n\n\n\n

In the next post we look at one very important lesson that I have learned as a manager: Friendship and work relationship should be kept separate; you may need to make uncomfortable staffing calls.<\/p>\n","post_title":"Learning from your previous (and current!) job","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"learning-from-your-previous-and-current-job","to_ping":"","pinged":"","post_modified":"2024-01-29 08:18:28","post_modified_gmt":"2024-01-29 08:18:28","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1293","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1207,"post_author":"33","post_date":"2014-09-08 01:00:57","post_date_gmt":"2014-09-07 19:30:57","post_content":"\n

\"\"\/<\/figure>\n\n\n\n

Appraisal dialogues are dreaded events both for the manager and the reportee.  Appraisal dialogue can leave both of them energized, motivated and drive towards next level of performance or can leave both of them feeling low and negative, depending on the way the dialogue is conducted. Here are two scenarios to contrast\u2026..<\/p>\n\n\n\n

<\/b>Appraisal Dialogues<\/b><\/p>\n\n\n\n

(Roles: Pram & Priya \u2013 PMs; Divya \u2013 Delivery Manager; Basu \u2013 Business Head;  Pram & Priya report to Divya who in turn reports to Basu) <\/b><\/p>\n\n\n\n

Scene 1: <\/span><\/b><\/p>\n\n\n\n

Pram: Divya, when can we have my appraisal discussion? I have updated my self-appraisal in the system 2 weeks back.<\/p>\n\n\n\n

Divya: Pram, it has been quite hectic for me. Can you look up my calendar and schedule 30 to 45 min slot, preferably towards the latter part of the day?<\/p>\n\n\n\n

Pram schedules the meeting. Pram comes to Divya\u2019s cabin on the scheduled day.<\/p>\n\n\n\n

Divya: Hi Pram, Anything urgent? What happened to the issue that Customer escalated yesterday?<\/p>\n\n\n\n

Pram: That issue is under control, no concerns. I came for the appraisal discussion.<\/p>\n\n\n\n

Divya: Oh, yes, I noticed the meeting request in the calendar. But unfortunately something important has come up and I need to meet Basu right now. Pram, can we please meet tomorrow? We can squeeze in some time during lunch break.<\/p>\n\n\n\n

Pram & Divya meet next day.<\/p>\n\n\n\n

Divya: Hi Pram, I have 40 minutes before next meeting starts. Let\u2019s quickly get to the specifics. I saw your self-appraisal and saw the ratings you have put. We might have some disagreements there. My assessment is that last year you did well in tracking the project tasks to closure, but you can improve on project planning. \u2026.. One of the areas of improvement is communication with Customer & containing escalations; I heard some of your team members complaining about conflict between members. Probably conflict management is another area to improve. \u2026 And in my view overall rating is \u2018Met Expectation\u2019.<\/p>\n\n\n\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

7. Be technologically competent and aware \u2013 make sure you can discuss with users and present alternatives to them \u2013 a dumb CIO is a dead CIO<\/p>\n\n\n\n

8. Stakeholder, stakeholder, stakeholder \u2013 always keep them in the loop<\/p>\n\n\n\n

9. Handle issues directly and immediately<\/p>\n\n\n\n

10. Use your own judgement \u2013 but seek inputs from all<\/p>\n\n\n\n

11. Technologies change \u2013 you can\u2019t always have the latest<\/p>\n\n\n\n

12. Always put the business first \u2013 users first \u2013 no IT arrogance. Implement features that the users want, not what you fancy<\/p>\n\n\n\n

13. Communicate your success stories, communicate enthusiastically<\/p>\n\n\n\n

14. Accountability (and governance) \u2013 keep this in mind<\/p>\n\n\n\n

In the next post we look at one very important lesson that I have learned as a manager: Friendship and work relationship should be kept separate; you may need to make uncomfortable staffing calls.<\/p>\n","post_title":"Learning from your previous (and current!) job","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"learning-from-your-previous-and-current-job","to_ping":"","pinged":"","post_modified":"2024-01-29 08:18:28","post_modified_gmt":"2024-01-29 08:18:28","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1293","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1207,"post_author":"33","post_date":"2014-09-08 01:00:57","post_date_gmt":"2014-09-07 19:30:57","post_content":"\n

\"\"\/<\/figure>\n\n\n\n

Appraisal dialogues are dreaded events both for the manager and the reportee.  Appraisal dialogue can leave both of them energized, motivated and drive towards next level of performance or can leave both of them feeling low and negative, depending on the way the dialogue is conducted. Here are two scenarios to contrast\u2026..<\/p>\n\n\n\n

<\/b>Appraisal Dialogues<\/b><\/p>\n\n\n\n

(Roles: Pram & Priya \u2013 PMs; Divya \u2013 Delivery Manager; Basu \u2013 Business Head;  Pram & Priya report to Divya who in turn reports to Basu) <\/b><\/p>\n\n\n\n

Scene 1: <\/span><\/b><\/p>\n\n\n\n

Pram: Divya, when can we have my appraisal discussion? I have updated my self-appraisal in the system 2 weeks back.<\/p>\n\n\n\n

Divya: Pram, it has been quite hectic for me. Can you look up my calendar and schedule 30 to 45 min slot, preferably towards the latter part of the day?<\/p>\n\n\n\n

Pram schedules the meeting. Pram comes to Divya\u2019s cabin on the scheduled day.<\/p>\n\n\n\n

Divya: Hi Pram, Anything urgent? What happened to the issue that Customer escalated yesterday?<\/p>\n\n\n\n

Pram: That issue is under control, no concerns. I came for the appraisal discussion.<\/p>\n\n\n\n

Divya: Oh, yes, I noticed the meeting request in the calendar. But unfortunately something important has come up and I need to meet Basu right now. Pram, can we please meet tomorrow? We can squeeze in some time during lunch break.<\/p>\n\n\n\n

Pram & Divya meet next day.<\/p>\n\n\n\n

Divya: Hi Pram, I have 40 minutes before next meeting starts. Let\u2019s quickly get to the specifics. I saw your self-appraisal and saw the ratings you have put. We might have some disagreements there. My assessment is that last year you did well in tracking the project tasks to closure, but you can improve on project planning. \u2026.. One of the areas of improvement is communication with Customer & containing escalations; I heard some of your team members complaining about conflict between members. Probably conflict management is another area to improve. \u2026 And in my view overall rating is \u2018Met Expectation\u2019.<\/p>\n\n\n\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

6. Make sure that you have the money and time to back up your boast \u2013 be realistic<\/p>\n\n\n\n

7. Be technologically competent and aware \u2013 make sure you can discuss with users and present alternatives to them \u2013 a dumb CIO is a dead CIO<\/p>\n\n\n\n

8. Stakeholder, stakeholder, stakeholder \u2013 always keep them in the loop<\/p>\n\n\n\n

9. Handle issues directly and immediately<\/p>\n\n\n\n

10. Use your own judgement \u2013 but seek inputs from all<\/p>\n\n\n\n

11. Technologies change \u2013 you can\u2019t always have the latest<\/p>\n\n\n\n

12. Always put the business first \u2013 users first \u2013 no IT arrogance. Implement features that the users want, not what you fancy<\/p>\n\n\n\n

13. Communicate your success stories, communicate enthusiastically<\/p>\n\n\n\n

14. Accountability (and governance) \u2013 keep this in mind<\/p>\n\n\n\n

In the next post we look at one very important lesson that I have learned as a manager: Friendship and work relationship should be kept separate; you may need to make uncomfortable staffing calls.<\/p>\n","post_title":"Learning from your previous (and current!) job","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"learning-from-your-previous-and-current-job","to_ping":"","pinged":"","post_modified":"2024-01-29 08:18:28","post_modified_gmt":"2024-01-29 08:18:28","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1293","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1207,"post_author":"33","post_date":"2014-09-08 01:00:57","post_date_gmt":"2014-09-07 19:30:57","post_content":"\n

\"\"\/<\/figure>\n\n\n\n

Appraisal dialogues are dreaded events both for the manager and the reportee.  Appraisal dialogue can leave both of them energized, motivated and drive towards next level of performance or can leave both of them feeling low and negative, depending on the way the dialogue is conducted. Here are two scenarios to contrast\u2026..<\/p>\n\n\n\n

<\/b>Appraisal Dialogues<\/b><\/p>\n\n\n\n

(Roles: Pram & Priya \u2013 PMs; Divya \u2013 Delivery Manager; Basu \u2013 Business Head;  Pram & Priya report to Divya who in turn reports to Basu) <\/b><\/p>\n\n\n\n

Scene 1: <\/span><\/b><\/p>\n\n\n\n

Pram: Divya, when can we have my appraisal discussion? I have updated my self-appraisal in the system 2 weeks back.<\/p>\n\n\n\n

Divya: Pram, it has been quite hectic for me. Can you look up my calendar and schedule 30 to 45 min slot, preferably towards the latter part of the day?<\/p>\n\n\n\n

Pram schedules the meeting. Pram comes to Divya\u2019s cabin on the scheduled day.<\/p>\n\n\n\n

Divya: Hi Pram, Anything urgent? What happened to the issue that Customer escalated yesterday?<\/p>\n\n\n\n

Pram: That issue is under control, no concerns. I came for the appraisal discussion.<\/p>\n\n\n\n

Divya: Oh, yes, I noticed the meeting request in the calendar. But unfortunately something important has come up and I need to meet Basu right now. Pram, can we please meet tomorrow? We can squeeze in some time during lunch break.<\/p>\n\n\n\n

Pram & Divya meet next day.<\/p>\n\n\n\n

Divya: Hi Pram, I have 40 minutes before next meeting starts. Let\u2019s quickly get to the specifics. I saw your self-appraisal and saw the ratings you have put. We might have some disagreements there. My assessment is that last year you did well in tracking the project tasks to closure, but you can improve on project planning. \u2026.. One of the areas of improvement is communication with Customer & containing escalations; I heard some of your team members complaining about conflict between members. Probably conflict management is another area to improve. \u2026 And in my view overall rating is \u2018Met Expectation\u2019.<\/p>\n\n\n\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

5. Always have user visible deliverables<\/p>\n\n\n\n

6. Make sure that you have the money and time to back up your boast \u2013 be realistic<\/p>\n\n\n\n

7. Be technologically competent and aware \u2013 make sure you can discuss with users and present alternatives to them \u2013 a dumb CIO is a dead CIO<\/p>\n\n\n\n

8. Stakeholder, stakeholder, stakeholder \u2013 always keep them in the loop<\/p>\n\n\n\n

9. Handle issues directly and immediately<\/p>\n\n\n\n

10. Use your own judgement \u2013 but seek inputs from all<\/p>\n\n\n\n

11. Technologies change \u2013 you can\u2019t always have the latest<\/p>\n\n\n\n

12. Always put the business first \u2013 users first \u2013 no IT arrogance. Implement features that the users want, not what you fancy<\/p>\n\n\n\n

13. Communicate your success stories, communicate enthusiastically<\/p>\n\n\n\n

14. Accountability (and governance) \u2013 keep this in mind<\/p>\n\n\n\n

In the next post we look at one very important lesson that I have learned as a manager: Friendship and work relationship should be kept separate; you may need to make uncomfortable staffing calls.<\/p>\n","post_title":"Learning from your previous (and current!) job","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"learning-from-your-previous-and-current-job","to_ping":"","pinged":"","post_modified":"2024-01-29 08:18:28","post_modified_gmt":"2024-01-29 08:18:28","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1293","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1207,"post_author":"33","post_date":"2014-09-08 01:00:57","post_date_gmt":"2014-09-07 19:30:57","post_content":"\n

\"\"\/<\/figure>\n\n\n\n

Appraisal dialogues are dreaded events both for the manager and the reportee.  Appraisal dialogue can leave both of them energized, motivated and drive towards next level of performance or can leave both of them feeling low and negative, depending on the way the dialogue is conducted. Here are two scenarios to contrast\u2026..<\/p>\n\n\n\n

<\/b>Appraisal Dialogues<\/b><\/p>\n\n\n\n

(Roles: Pram & Priya \u2013 PMs; Divya \u2013 Delivery Manager; Basu \u2013 Business Head;  Pram & Priya report to Divya who in turn reports to Basu) <\/b><\/p>\n\n\n\n

Scene 1: <\/span><\/b><\/p>\n\n\n\n

Pram: Divya, when can we have my appraisal discussion? I have updated my self-appraisal in the system 2 weeks back.<\/p>\n\n\n\n

Divya: Pram, it has been quite hectic for me. Can you look up my calendar and schedule 30 to 45 min slot, preferably towards the latter part of the day?<\/p>\n\n\n\n

Pram schedules the meeting. Pram comes to Divya\u2019s cabin on the scheduled day.<\/p>\n\n\n\n

Divya: Hi Pram, Anything urgent? What happened to the issue that Customer escalated yesterday?<\/p>\n\n\n\n

Pram: That issue is under control, no concerns. I came for the appraisal discussion.<\/p>\n\n\n\n

Divya: Oh, yes, I noticed the meeting request in the calendar. But unfortunately something important has come up and I need to meet Basu right now. Pram, can we please meet tomorrow? We can squeeze in some time during lunch break.<\/p>\n\n\n\n

Pram & Divya meet next day.<\/p>\n\n\n\n

Divya: Hi Pram, I have 40 minutes before next meeting starts. Let\u2019s quickly get to the specifics. I saw your self-appraisal and saw the ratings you have put. We might have some disagreements there. My assessment is that last year you did well in tracking the project tasks to closure, but you can improve on project planning. \u2026.. One of the areas of improvement is communication with Customer & containing escalations; I heard some of your team members complaining about conflict between members. Probably conflict management is another area to improve. \u2026 And in my view overall rating is \u2018Met Expectation\u2019.<\/p>\n\n\n\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

4. Small deliverables matter \u2013 sometimes even more than one large deliverable<\/p>\n\n\n\n

5. Always have user visible deliverables<\/p>\n\n\n\n

6. Make sure that you have the money and time to back up your boast \u2013 be realistic<\/p>\n\n\n\n

7. Be technologically competent and aware \u2013 make sure you can discuss with users and present alternatives to them \u2013 a dumb CIO is a dead CIO<\/p>\n\n\n\n

8. Stakeholder, stakeholder, stakeholder \u2013 always keep them in the loop<\/p>\n\n\n\n

9. Handle issues directly and immediately<\/p>\n\n\n\n

10. Use your own judgement \u2013 but seek inputs from all<\/p>\n\n\n\n

11. Technologies change \u2013 you can\u2019t always have the latest<\/p>\n\n\n\n

12. Always put the business first \u2013 users first \u2013 no IT arrogance. Implement features that the users want, not what you fancy<\/p>\n\n\n\n

13. Communicate your success stories, communicate enthusiastically<\/p>\n\n\n\n

14. Accountability (and governance) \u2013 keep this in mind<\/p>\n\n\n\n

In the next post we look at one very important lesson that I have learned as a manager: Friendship and work relationship should be kept separate; you may need to make uncomfortable staffing calls.<\/p>\n","post_title":"Learning from your previous (and current!) job","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"learning-from-your-previous-and-current-job","to_ping":"","pinged":"","post_modified":"2024-01-29 08:18:28","post_modified_gmt":"2024-01-29 08:18:28","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1293","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1207,"post_author":"33","post_date":"2014-09-08 01:00:57","post_date_gmt":"2014-09-07 19:30:57","post_content":"\n

\"\"\/<\/figure>\n\n\n\n

Appraisal dialogues are dreaded events both for the manager and the reportee.  Appraisal dialogue can leave both of them energized, motivated and drive towards next level of performance or can leave both of them feeling low and negative, depending on the way the dialogue is conducted. Here are two scenarios to contrast\u2026..<\/p>\n\n\n\n

<\/b>Appraisal Dialogues<\/b><\/p>\n\n\n\n

(Roles: Pram & Priya \u2013 PMs; Divya \u2013 Delivery Manager; Basu \u2013 Business Head;  Pram & Priya report to Divya who in turn reports to Basu) <\/b><\/p>\n\n\n\n

Scene 1: <\/span><\/b><\/p>\n\n\n\n

Pram: Divya, when can we have my appraisal discussion? I have updated my self-appraisal in the system 2 weeks back.<\/p>\n\n\n\n

Divya: Pram, it has been quite hectic for me. Can you look up my calendar and schedule 30 to 45 min slot, preferably towards the latter part of the day?<\/p>\n\n\n\n

Pram schedules the meeting. Pram comes to Divya\u2019s cabin on the scheduled day.<\/p>\n\n\n\n

Divya: Hi Pram, Anything urgent? What happened to the issue that Customer escalated yesterday?<\/p>\n\n\n\n

Pram: That issue is under control, no concerns. I came for the appraisal discussion.<\/p>\n\n\n\n

Divya: Oh, yes, I noticed the meeting request in the calendar. But unfortunately something important has come up and I need to meet Basu right now. Pram, can we please meet tomorrow? We can squeeze in some time during lunch break.<\/p>\n\n\n\n

Pram & Divya meet next day.<\/p>\n\n\n\n

Divya: Hi Pram, I have 40 minutes before next meeting starts. Let\u2019s quickly get to the specifics. I saw your self-appraisal and saw the ratings you have put. We might have some disagreements there. My assessment is that last year you did well in tracking the project tasks to closure, but you can improve on project planning. \u2026.. One of the areas of improvement is communication with Customer & containing escalations; I heard some of your team members complaining about conflict between members. Probably conflict management is another area to improve. \u2026 And in my view overall rating is \u2018Met Expectation\u2019.<\/p>\n\n\n\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

3. Listen to your users \u2013 if they voice any concern the problem is bigger than you think<\/p>\n\n\n\n

4. Small deliverables matter \u2013 sometimes even more than one large deliverable<\/p>\n\n\n\n

5. Always have user visible deliverables<\/p>\n\n\n\n

6. Make sure that you have the money and time to back up your boast \u2013 be realistic<\/p>\n\n\n\n

7. Be technologically competent and aware \u2013 make sure you can discuss with users and present alternatives to them \u2013 a dumb CIO is a dead CIO<\/p>\n\n\n\n

8. Stakeholder, stakeholder, stakeholder \u2013 always keep them in the loop<\/p>\n\n\n\n

9. Handle issues directly and immediately<\/p>\n\n\n\n

10. Use your own judgement \u2013 but seek inputs from all<\/p>\n\n\n\n

11. Technologies change \u2013 you can\u2019t always have the latest<\/p>\n\n\n\n

12. Always put the business first \u2013 users first \u2013 no IT arrogance. Implement features that the users want, not what you fancy<\/p>\n\n\n\n

13. Communicate your success stories, communicate enthusiastically<\/p>\n\n\n\n

14. Accountability (and governance) \u2013 keep this in mind<\/p>\n\n\n\n

In the next post we look at one very important lesson that I have learned as a manager: Friendship and work relationship should be kept separate; you may need to make uncomfortable staffing calls.<\/p>\n","post_title":"Learning from your previous (and current!) job","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"learning-from-your-previous-and-current-job","to_ping":"","pinged":"","post_modified":"2024-01-29 08:18:28","post_modified_gmt":"2024-01-29 08:18:28","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1293","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1207,"post_author":"33","post_date":"2014-09-08 01:00:57","post_date_gmt":"2014-09-07 19:30:57","post_content":"\n

\"\"\/<\/figure>\n\n\n\n

Appraisal dialogues are dreaded events both for the manager and the reportee.  Appraisal dialogue can leave both of them energized, motivated and drive towards next level of performance or can leave both of them feeling low and negative, depending on the way the dialogue is conducted. Here are two scenarios to contrast\u2026..<\/p>\n\n\n\n

<\/b>Appraisal Dialogues<\/b><\/p>\n\n\n\n

(Roles: Pram & Priya \u2013 PMs; Divya \u2013 Delivery Manager; Basu \u2013 Business Head;  Pram & Priya report to Divya who in turn reports to Basu) <\/b><\/p>\n\n\n\n

Scene 1: <\/span><\/b><\/p>\n\n\n\n

Pram: Divya, when can we have my appraisal discussion? I have updated my self-appraisal in the system 2 weeks back.<\/p>\n\n\n\n

Divya: Pram, it has been quite hectic for me. Can you look up my calendar and schedule 30 to 45 min slot, preferably towards the latter part of the day?<\/p>\n\n\n\n

Pram schedules the meeting. Pram comes to Divya\u2019s cabin on the scheduled day.<\/p>\n\n\n\n

Divya: Hi Pram, Anything urgent? What happened to the issue that Customer escalated yesterday?<\/p>\n\n\n\n

Pram: That issue is under control, no concerns. I came for the appraisal discussion.<\/p>\n\n\n\n

Divya: Oh, yes, I noticed the meeting request in the calendar. But unfortunately something important has come up and I need to meet Basu right now. Pram, can we please meet tomorrow? We can squeeze in some time during lunch break.<\/p>\n\n\n\n

Pram & Divya meet next day.<\/p>\n\n\n\n

Divya: Hi Pram, I have 40 minutes before next meeting starts. Let\u2019s quickly get to the specifics. I saw your self-appraisal and saw the ratings you have put. We might have some disagreements there. My assessment is that last year you did well in tracking the project tasks to closure, but you can improve on project planning. \u2026.. One of the areas of improvement is communication with Customer & containing escalations; I heard some of your team members complaining about conflict between members. Probably conflict management is another area to improve. \u2026 And in my view overall rating is \u2018Met Expectation\u2019.<\/p>\n\n\n\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

2. Do not lose sight of the ball<\/p>\n\n\n\n

3. Listen to your users \u2013 if they voice any concern the problem is bigger than you think<\/p>\n\n\n\n

4. Small deliverables matter \u2013 sometimes even more than one large deliverable<\/p>\n\n\n\n

5. Always have user visible deliverables<\/p>\n\n\n\n

6. Make sure that you have the money and time to back up your boast \u2013 be realistic<\/p>\n\n\n\n

7. Be technologically competent and aware \u2013 make sure you can discuss with users and present alternatives to them \u2013 a dumb CIO is a dead CIO<\/p>\n\n\n\n

8. Stakeholder, stakeholder, stakeholder \u2013 always keep them in the loop<\/p>\n\n\n\n

9. Handle issues directly and immediately<\/p>\n\n\n\n

10. Use your own judgement \u2013 but seek inputs from all<\/p>\n\n\n\n

11. Technologies change \u2013 you can\u2019t always have the latest<\/p>\n\n\n\n

12. Always put the business first \u2013 users first \u2013 no IT arrogance. Implement features that the users want, not what you fancy<\/p>\n\n\n\n

13. Communicate your success stories, communicate enthusiastically<\/p>\n\n\n\n

14. Accountability (and governance) \u2013 keep this in mind<\/p>\n\n\n\n

In the next post we look at one very important lesson that I have learned as a manager: Friendship and work relationship should be kept separate; you may need to make uncomfortable staffing calls.<\/p>\n","post_title":"Learning from your previous (and current!) job","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"learning-from-your-previous-and-current-job","to_ping":"","pinged":"","post_modified":"2024-01-29 08:18:28","post_modified_gmt":"2024-01-29 08:18:28","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1293","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1207,"post_author":"33","post_date":"2014-09-08 01:00:57","post_date_gmt":"2014-09-07 19:30:57","post_content":"\n

\"\"\/<\/figure>\n\n\n\n

Appraisal dialogues are dreaded events both for the manager and the reportee.  Appraisal dialogue can leave both of them energized, motivated and drive towards next level of performance or can leave both of them feeling low and negative, depending on the way the dialogue is conducted. Here are two scenarios to contrast\u2026..<\/p>\n\n\n\n

<\/b>Appraisal Dialogues<\/b><\/p>\n\n\n\n

(Roles: Pram & Priya \u2013 PMs; Divya \u2013 Delivery Manager; Basu \u2013 Business Head;  Pram & Priya report to Divya who in turn reports to Basu) <\/b><\/p>\n\n\n\n

Scene 1: <\/span><\/b><\/p>\n\n\n\n

Pram: Divya, when can we have my appraisal discussion? I have updated my self-appraisal in the system 2 weeks back.<\/p>\n\n\n\n

Divya: Pram, it has been quite hectic for me. Can you look up my calendar and schedule 30 to 45 min slot, preferably towards the latter part of the day?<\/p>\n\n\n\n

Pram schedules the meeting. Pram comes to Divya\u2019s cabin on the scheduled day.<\/p>\n\n\n\n

Divya: Hi Pram, Anything urgent? What happened to the issue that Customer escalated yesterday?<\/p>\n\n\n\n

Pram: That issue is under control, no concerns. I came for the appraisal discussion.<\/p>\n\n\n\n

Divya: Oh, yes, I noticed the meeting request in the calendar. But unfortunately something important has come up and I need to meet Basu right now. Pram, can we please meet tomorrow? We can squeeze in some time during lunch break.<\/p>\n\n\n\n

Pram & Divya meet next day.<\/p>\n\n\n\n

Divya: Hi Pram, I have 40 minutes before next meeting starts. Let\u2019s quickly get to the specifics. I saw your self-appraisal and saw the ratings you have put. We might have some disagreements there. My assessment is that last year you did well in tracking the project tasks to closure, but you can improve on project planning. \u2026.. One of the areas of improvement is communication with Customer & containing escalations; I heard some of your team members complaining about conflict between members. Probably conflict management is another area to improve. \u2026 And in my view overall rating is \u2018Met Expectation\u2019.<\/p>\n\n\n\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

1. Friendship and work relationship should be kept separate \u2013 you may need to make uncomfortable staffing calls<\/p>\n\n\n\n

2. Do not lose sight of the ball<\/p>\n\n\n\n

3. Listen to your users \u2013 if they voice any concern the problem is bigger than you think<\/p>\n\n\n\n

4. Small deliverables matter \u2013 sometimes even more than one large deliverable<\/p>\n\n\n\n

5. Always have user visible deliverables<\/p>\n\n\n\n

6. Make sure that you have the money and time to back up your boast \u2013 be realistic<\/p>\n\n\n\n

7. Be technologically competent and aware \u2013 make sure you can discuss with users and present alternatives to them \u2013 a dumb CIO is a dead CIO<\/p>\n\n\n\n

8. Stakeholder, stakeholder, stakeholder \u2013 always keep them in the loop<\/p>\n\n\n\n

9. Handle issues directly and immediately<\/p>\n\n\n\n

10. Use your own judgement \u2013 but seek inputs from all<\/p>\n\n\n\n

11. Technologies change \u2013 you can\u2019t always have the latest<\/p>\n\n\n\n

12. Always put the business first \u2013 users first \u2013 no IT arrogance. Implement features that the users want, not what you fancy<\/p>\n\n\n\n

13. Communicate your success stories, communicate enthusiastically<\/p>\n\n\n\n

14. Accountability (and governance) \u2013 keep this in mind<\/p>\n\n\n\n

In the next post we look at one very important lesson that I have learned as a manager: Friendship and work relationship should be kept separate; you may need to make uncomfortable staffing calls.<\/p>\n","post_title":"Learning from your previous (and current!) job","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"learning-from-your-previous-and-current-job","to_ping":"","pinged":"","post_modified":"2024-01-29 08:18:28","post_modified_gmt":"2024-01-29 08:18:28","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1293","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1207,"post_author":"33","post_date":"2014-09-08 01:00:57","post_date_gmt":"2014-09-07 19:30:57","post_content":"\n

\"\"\/<\/figure>\n\n\n\n

Appraisal dialogues are dreaded events both for the manager and the reportee.  Appraisal dialogue can leave both of them energized, motivated and drive towards next level of performance or can leave both of them feeling low and negative, depending on the way the dialogue is conducted. Here are two scenarios to contrast\u2026..<\/p>\n\n\n\n

<\/b>Appraisal Dialogues<\/b><\/p>\n\n\n\n

(Roles: Pram & Priya \u2013 PMs; Divya \u2013 Delivery Manager; Basu \u2013 Business Head;  Pram & Priya report to Divya who in turn reports to Basu) <\/b><\/p>\n\n\n\n

Scene 1: <\/span><\/b><\/p>\n\n\n\n

Pram: Divya, when can we have my appraisal discussion? I have updated my self-appraisal in the system 2 weeks back.<\/p>\n\n\n\n

Divya: Pram, it has been quite hectic for me. Can you look up my calendar and schedule 30 to 45 min slot, preferably towards the latter part of the day?<\/p>\n\n\n\n

Pram schedules the meeting. Pram comes to Divya\u2019s cabin on the scheduled day.<\/p>\n\n\n\n

Divya: Hi Pram, Anything urgent? What happened to the issue that Customer escalated yesterday?<\/p>\n\n\n\n

Pram: That issue is under control, no concerns. I came for the appraisal discussion.<\/p>\n\n\n\n

Divya: Oh, yes, I noticed the meeting request in the calendar. But unfortunately something important has come up and I need to meet Basu right now. Pram, can we please meet tomorrow? We can squeeze in some time during lunch break.<\/p>\n\n\n\n

Pram & Divya meet next day.<\/p>\n\n\n\n

Divya: Hi Pram, I have 40 minutes before next meeting starts. Let\u2019s quickly get to the specifics. I saw your self-appraisal and saw the ratings you have put. We might have some disagreements there. My assessment is that last year you did well in tracking the project tasks to closure, but you can improve on project planning. \u2026.. One of the areas of improvement is communication with Customer & containing escalations; I heard some of your team members complaining about conflict between members. Probably conflict management is another area to improve. \u2026 And in my view overall rating is \u2018Met Expectation\u2019.<\/p>\n\n\n\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

The following are the list of items that I propose to take up for discussion over the next few posts.<\/p>\n\n\n\n

1. Friendship and work relationship should be kept separate \u2013 you may need to make uncomfortable staffing calls<\/p>\n\n\n\n

2. Do not lose sight of the ball<\/p>\n\n\n\n

3. Listen to your users \u2013 if they voice any concern the problem is bigger than you think<\/p>\n\n\n\n

4. Small deliverables matter \u2013 sometimes even more than one large deliverable<\/p>\n\n\n\n

5. Always have user visible deliverables<\/p>\n\n\n\n

6. Make sure that you have the money and time to back up your boast \u2013 be realistic<\/p>\n\n\n\n

7. Be technologically competent and aware \u2013 make sure you can discuss with users and present alternatives to them \u2013 a dumb CIO is a dead CIO<\/p>\n\n\n\n

8. Stakeholder, stakeholder, stakeholder \u2013 always keep them in the loop<\/p>\n\n\n\n

9. Handle issues directly and immediately<\/p>\n\n\n\n

10. Use your own judgement \u2013 but seek inputs from all<\/p>\n\n\n\n

11. Technologies change \u2013 you can\u2019t always have the latest<\/p>\n\n\n\n

12. Always put the business first \u2013 users first \u2013 no IT arrogance. Implement features that the users want, not what you fancy<\/p>\n\n\n\n

13. Communicate your success stories, communicate enthusiastically<\/p>\n\n\n\n

14. Accountability (and governance) \u2013 keep this in mind<\/p>\n\n\n\n

In the next post we look at one very important lesson that I have learned as a manager: Friendship and work relationship should be kept separate; you may need to make uncomfortable staffing calls.<\/p>\n","post_title":"Learning from your previous (and current!) job","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"learning-from-your-previous-and-current-job","to_ping":"","pinged":"","post_modified":"2024-01-29 08:18:28","post_modified_gmt":"2024-01-29 08:18:28","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1293","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1207,"post_author":"33","post_date":"2014-09-08 01:00:57","post_date_gmt":"2014-09-07 19:30:57","post_content":"\n

\"\"\/<\/figure>\n\n\n\n

Appraisal dialogues are dreaded events both for the manager and the reportee.  Appraisal dialogue can leave both of them energized, motivated and drive towards next level of performance or can leave both of them feeling low and negative, depending on the way the dialogue is conducted. Here are two scenarios to contrast\u2026..<\/p>\n\n\n\n

<\/b>Appraisal Dialogues<\/b><\/p>\n\n\n\n

(Roles: Pram & Priya \u2013 PMs; Divya \u2013 Delivery Manager; Basu \u2013 Business Head;  Pram & Priya report to Divya who in turn reports to Basu) <\/b><\/p>\n\n\n\n

Scene 1: <\/span><\/b><\/p>\n\n\n\n

Pram: Divya, when can we have my appraisal discussion? I have updated my self-appraisal in the system 2 weeks back.<\/p>\n\n\n\n

Divya: Pram, it has been quite hectic for me. Can you look up my calendar and schedule 30 to 45 min slot, preferably towards the latter part of the day?<\/p>\n\n\n\n

Pram schedules the meeting. Pram comes to Divya\u2019s cabin on the scheduled day.<\/p>\n\n\n\n

Divya: Hi Pram, Anything urgent? What happened to the issue that Customer escalated yesterday?<\/p>\n\n\n\n

Pram: That issue is under control, no concerns. I came for the appraisal discussion.<\/p>\n\n\n\n

Divya: Oh, yes, I noticed the meeting request in the calendar. But unfortunately something important has come up and I need to meet Basu right now. Pram, can we please meet tomorrow? We can squeeze in some time during lunch break.<\/p>\n\n\n\n

Pram & Divya meet next day.<\/p>\n\n\n\n

Divya: Hi Pram, I have 40 minutes before next meeting starts. Let\u2019s quickly get to the specifics. I saw your self-appraisal and saw the ratings you have put. We might have some disagreements there. My assessment is that last year you did well in tracking the project tasks to closure, but you can improve on project planning. \u2026.. One of the areas of improvement is communication with Customer & containing escalations; I heard some of your team members complaining about conflict between members. Probably conflict management is another area to improve. \u2026 And in my view overall rating is \u2018Met Expectation\u2019.<\/p>\n\n\n\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

I hope that this can serve as a starting point of a discussion on the general issues of learning from mistakes and successes.<\/p>\n\n\n\n

The following are the list of items that I propose to take up for discussion over the next few posts.<\/p>\n\n\n\n

1. Friendship and work relationship should be kept separate \u2013 you may need to make uncomfortable staffing calls<\/p>\n\n\n\n

2. Do not lose sight of the ball<\/p>\n\n\n\n

3. Listen to your users \u2013 if they voice any concern the problem is bigger than you think<\/p>\n\n\n\n

4. Small deliverables matter \u2013 sometimes even more than one large deliverable<\/p>\n\n\n\n

5. Always have user visible deliverables<\/p>\n\n\n\n

6. Make sure that you have the money and time to back up your boast \u2013 be realistic<\/p>\n\n\n\n

7. Be technologically competent and aware \u2013 make sure you can discuss with users and present alternatives to them \u2013 a dumb CIO is a dead CIO<\/p>\n\n\n\n

8. Stakeholder, stakeholder, stakeholder \u2013 always keep them in the loop<\/p>\n\n\n\n

9. Handle issues directly and immediately<\/p>\n\n\n\n

10. Use your own judgement \u2013 but seek inputs from all<\/p>\n\n\n\n

11. Technologies change \u2013 you can\u2019t always have the latest<\/p>\n\n\n\n

12. Always put the business first \u2013 users first \u2013 no IT arrogance. Implement features that the users want, not what you fancy<\/p>\n\n\n\n

13. Communicate your success stories, communicate enthusiastically<\/p>\n\n\n\n

14. Accountability (and governance) \u2013 keep this in mind<\/p>\n\n\n\n

In the next post we look at one very important lesson that I have learned as a manager: Friendship and work relationship should be kept separate; you may need to make uncomfortable staffing calls.<\/p>\n","post_title":"Learning from your previous (and current!) job","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"learning-from-your-previous-and-current-job","to_ping":"","pinged":"","post_modified":"2024-01-29 08:18:28","post_modified_gmt":"2024-01-29 08:18:28","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1293","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1207,"post_author":"33","post_date":"2014-09-08 01:00:57","post_date_gmt":"2014-09-07 19:30:57","post_content":"\n

\"\"\/<\/figure>\n\n\n\n

Appraisal dialogues are dreaded events both for the manager and the reportee.  Appraisal dialogue can leave both of them energized, motivated and drive towards next level of performance or can leave both of them feeling low and negative, depending on the way the dialogue is conducted. Here are two scenarios to contrast\u2026..<\/p>\n\n\n\n

<\/b>Appraisal Dialogues<\/b><\/p>\n\n\n\n

(Roles: Pram & Priya \u2013 PMs; Divya \u2013 Delivery Manager; Basu \u2013 Business Head;  Pram & Priya report to Divya who in turn reports to Basu) <\/b><\/p>\n\n\n\n

Scene 1: <\/span><\/b><\/p>\n\n\n\n

Pram: Divya, when can we have my appraisal discussion? I have updated my self-appraisal in the system 2 weeks back.<\/p>\n\n\n\n

Divya: Pram, it has been quite hectic for me. Can you look up my calendar and schedule 30 to 45 min slot, preferably towards the latter part of the day?<\/p>\n\n\n\n

Pram schedules the meeting. Pram comes to Divya\u2019s cabin on the scheduled day.<\/p>\n\n\n\n

Divya: Hi Pram, Anything urgent? What happened to the issue that Customer escalated yesterday?<\/p>\n\n\n\n

Pram: That issue is under control, no concerns. I came for the appraisal discussion.<\/p>\n\n\n\n

Divya: Oh, yes, I noticed the meeting request in the calendar. But unfortunately something important has come up and I need to meet Basu right now. Pram, can we please meet tomorrow? We can squeeze in some time during lunch break.<\/p>\n\n\n\n

Pram & Divya meet next day.<\/p>\n\n\n\n

Divya: Hi Pram, I have 40 minutes before next meeting starts. Let\u2019s quickly get to the specifics. I saw your self-appraisal and saw the ratings you have put. We might have some disagreements there. My assessment is that last year you did well in tracking the project tasks to closure, but you can improve on project planning. \u2026.. One of the areas of improvement is communication with Customer & containing escalations; I heard some of your team members complaining about conflict between members. Probably conflict management is another area to improve. \u2026 And in my view overall rating is \u2018Met Expectation\u2019.<\/p>\n\n\n\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n
\"image\"<\/a><\/figure>\n\n\n\n

I hope that this can serve as a starting point of a discussion on the general issues of learning from mistakes and successes.<\/p>\n\n\n\n

The following are the list of items that I propose to take up for discussion over the next few posts.<\/p>\n\n\n\n

1. Friendship and work relationship should be kept separate \u2013 you may need to make uncomfortable staffing calls<\/p>\n\n\n\n

2. Do not lose sight of the ball<\/p>\n\n\n\n

3. Listen to your users \u2013 if they voice any concern the problem is bigger than you think<\/p>\n\n\n\n

4. Small deliverables matter \u2013 sometimes even more than one large deliverable<\/p>\n\n\n\n

5. Always have user visible deliverables<\/p>\n\n\n\n

6. Make sure that you have the money and time to back up your boast \u2013 be realistic<\/p>\n\n\n\n

7. Be technologically competent and aware \u2013 make sure you can discuss with users and present alternatives to them \u2013 a dumb CIO is a dead CIO<\/p>\n\n\n\n

8. Stakeholder, stakeholder, stakeholder \u2013 always keep them in the loop<\/p>\n\n\n\n

9. Handle issues directly and immediately<\/p>\n\n\n\n

10. Use your own judgement \u2013 but seek inputs from all<\/p>\n\n\n\n

11. Technologies change \u2013 you can\u2019t always have the latest<\/p>\n\n\n\n

12. Always put the business first \u2013 users first \u2013 no IT arrogance. Implement features that the users want, not what you fancy<\/p>\n\n\n\n

13. Communicate your success stories, communicate enthusiastically<\/p>\n\n\n\n

14. Accountability (and governance) \u2013 keep this in mind<\/p>\n\n\n\n

In the next post we look at one very important lesson that I have learned as a manager: Friendship and work relationship should be kept separate; you may need to make uncomfortable staffing calls.<\/p>\n","post_title":"Learning from your previous (and current!) job","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"learning-from-your-previous-and-current-job","to_ping":"","pinged":"","post_modified":"2024-01-29 08:18:28","post_modified_gmt":"2024-01-29 08:18:28","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1293","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1207,"post_author":"33","post_date":"2014-09-08 01:00:57","post_date_gmt":"2014-09-07 19:30:57","post_content":"\n

\"\"\/<\/figure>\n\n\n\n

Appraisal dialogues are dreaded events both for the manager and the reportee.  Appraisal dialogue can leave both of them energized, motivated and drive towards next level of performance or can leave both of them feeling low and negative, depending on the way the dialogue is conducted. Here are two scenarios to contrast\u2026..<\/p>\n\n\n\n

<\/b>Appraisal Dialogues<\/b><\/p>\n\n\n\n

(Roles: Pram & Priya \u2013 PMs; Divya \u2013 Delivery Manager; Basu \u2013 Business Head;  Pram & Priya report to Divya who in turn reports to Basu) <\/b><\/p>\n\n\n\n

Scene 1: <\/span><\/b><\/p>\n\n\n\n

Pram: Divya, when can we have my appraisal discussion? I have updated my self-appraisal in the system 2 weeks back.<\/p>\n\n\n\n

Divya: Pram, it has been quite hectic for me. Can you look up my calendar and schedule 30 to 45 min slot, preferably towards the latter part of the day?<\/p>\n\n\n\n

Pram schedules the meeting. Pram comes to Divya\u2019s cabin on the scheduled day.<\/p>\n\n\n\n

Divya: Hi Pram, Anything urgent? What happened to the issue that Customer escalated yesterday?<\/p>\n\n\n\n

Pram: That issue is under control, no concerns. I came for the appraisal discussion.<\/p>\n\n\n\n

Divya: Oh, yes, I noticed the meeting request in the calendar. But unfortunately something important has come up and I need to meet Basu right now. Pram, can we please meet tomorrow? We can squeeze in some time during lunch break.<\/p>\n\n\n\n

Pram & Divya meet next day.<\/p>\n\n\n\n

Divya: Hi Pram, I have 40 minutes before next meeting starts. Let\u2019s quickly get to the specifics. I saw your self-appraisal and saw the ratings you have put. We might have some disagreements there. My assessment is that last year you did well in tracking the project tasks to closure, but you can improve on project planning. \u2026.. One of the areas of improvement is communication with Customer & containing escalations; I heard some of your team members complaining about conflict between members. Probably conflict management is another area to improve. \u2026 And in my view overall rating is \u2018Met Expectation\u2019.<\/p>\n\n\n\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

As a person who has worked as a CIO for a large international organisation, I will use the CIO\u2019s role as an example and take a few issues that I have faced, some mistakes that I have committed and some successes that I have had and talk about what I have learned from these experiences.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I hope that this can serve as a starting point of a discussion on the general issues of learning from mistakes and successes.<\/p>\n\n\n\n

The following are the list of items that I propose to take up for discussion over the next few posts.<\/p>\n\n\n\n

1. Friendship and work relationship should be kept separate \u2013 you may need to make uncomfortable staffing calls<\/p>\n\n\n\n

2. Do not lose sight of the ball<\/p>\n\n\n\n

3. Listen to your users \u2013 if they voice any concern the problem is bigger than you think<\/p>\n\n\n\n

4. Small deliverables matter \u2013 sometimes even more than one large deliverable<\/p>\n\n\n\n

5. Always have user visible deliverables<\/p>\n\n\n\n

6. Make sure that you have the money and time to back up your boast \u2013 be realistic<\/p>\n\n\n\n

7. Be technologically competent and aware \u2013 make sure you can discuss with users and present alternatives to them \u2013 a dumb CIO is a dead CIO<\/p>\n\n\n\n

8. Stakeholder, stakeholder, stakeholder \u2013 always keep them in the loop<\/p>\n\n\n\n

9. Handle issues directly and immediately<\/p>\n\n\n\n

10. Use your own judgement \u2013 but seek inputs from all<\/p>\n\n\n\n

11. Technologies change \u2013 you can\u2019t always have the latest<\/p>\n\n\n\n

12. Always put the business first \u2013 users first \u2013 no IT arrogance. Implement features that the users want, not what you fancy<\/p>\n\n\n\n

13. Communicate your success stories, communicate enthusiastically<\/p>\n\n\n\n

14. Accountability (and governance) \u2013 keep this in mind<\/p>\n\n\n\n

In the next post we look at one very important lesson that I have learned as a manager: Friendship and work relationship should be kept separate; you may need to make uncomfortable staffing calls.<\/p>\n","post_title":"Learning from your previous (and current!) job","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"learning-from-your-previous-and-current-job","to_ping":"","pinged":"","post_modified":"2024-01-29 08:18:28","post_modified_gmt":"2024-01-29 08:18:28","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1293","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1207,"post_author":"33","post_date":"2014-09-08 01:00:57","post_date_gmt":"2014-09-07 19:30:57","post_content":"\n

\"\"\/<\/figure>\n\n\n\n

Appraisal dialogues are dreaded events both for the manager and the reportee.  Appraisal dialogue can leave both of them energized, motivated and drive towards next level of performance or can leave both of them feeling low and negative, depending on the way the dialogue is conducted. Here are two scenarios to contrast\u2026..<\/p>\n\n\n\n

<\/b>Appraisal Dialogues<\/b><\/p>\n\n\n\n

(Roles: Pram & Priya \u2013 PMs; Divya \u2013 Delivery Manager; Basu \u2013 Business Head;  Pram & Priya report to Divya who in turn reports to Basu) <\/b><\/p>\n\n\n\n

Scene 1: <\/span><\/b><\/p>\n\n\n\n

Pram: Divya, when can we have my appraisal discussion? I have updated my self-appraisal in the system 2 weeks back.<\/p>\n\n\n\n

Divya: Pram, it has been quite hectic for me. Can you look up my calendar and schedule 30 to 45 min slot, preferably towards the latter part of the day?<\/p>\n\n\n\n

Pram schedules the meeting. Pram comes to Divya\u2019s cabin on the scheduled day.<\/p>\n\n\n\n

Divya: Hi Pram, Anything urgent? What happened to the issue that Customer escalated yesterday?<\/p>\n\n\n\n

Pram: That issue is under control, no concerns. I came for the appraisal discussion.<\/p>\n\n\n\n

Divya: Oh, yes, I noticed the meeting request in the calendar. But unfortunately something important has come up and I need to meet Basu right now. Pram, can we please meet tomorrow? We can squeeze in some time during lunch break.<\/p>\n\n\n\n

Pram & Divya meet next day.<\/p>\n\n\n\n

Divya: Hi Pram, I have 40 minutes before next meeting starts. Let\u2019s quickly get to the specifics. I saw your self-appraisal and saw the ratings you have put. We might have some disagreements there. My assessment is that last year you did well in tracking the project tasks to closure, but you can improve on project planning. \u2026.. One of the areas of improvement is communication with Customer & containing escalations; I heard some of your team members complaining about conflict between members. Probably conflict management is another area to improve. \u2026 And in my view overall rating is \u2018Met Expectation\u2019.<\/p>\n\n\n\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

In the next post we will look at another important thing I learned as a manager. Do not lose sight of the ball.<\/p>\n","post_title":"Skill \/Learning 1 - Friendship vs. Work Relationship","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"skill-learning-1-friendship-vs-work-relationship","to_ping":"","pinged":"","post_modified":"2024-01-29 08:19:02","post_modified_gmt":"2024-01-29 08:19:02","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1305","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"1","filter":"raw"},{"ID":1293,"post_author":"20","post_date":"2014-09-15 17:50:39","post_date_gmt":"2014-09-15 12:20:39","post_content":"\n

As a person who has worked as a CIO for a large international organisation, I will use the CIO\u2019s role as an example and take a few issues that I have faced, some mistakes that I have committed and some successes that I have had and talk about what I have learned from these experiences.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I hope that this can serve as a starting point of a discussion on the general issues of learning from mistakes and successes.<\/p>\n\n\n\n

The following are the list of items that I propose to take up for discussion over the next few posts.<\/p>\n\n\n\n

1. Friendship and work relationship should be kept separate \u2013 you may need to make uncomfortable staffing calls<\/p>\n\n\n\n

2. Do not lose sight of the ball<\/p>\n\n\n\n

3. Listen to your users \u2013 if they voice any concern the problem is bigger than you think<\/p>\n\n\n\n

4. Small deliverables matter \u2013 sometimes even more than one large deliverable<\/p>\n\n\n\n

5. Always have user visible deliverables<\/p>\n\n\n\n

6. Make sure that you have the money and time to back up your boast \u2013 be realistic<\/p>\n\n\n\n

7. Be technologically competent and aware \u2013 make sure you can discuss with users and present alternatives to them \u2013 a dumb CIO is a dead CIO<\/p>\n\n\n\n

8. Stakeholder, stakeholder, stakeholder \u2013 always keep them in the loop<\/p>\n\n\n\n

9. Handle issues directly and immediately<\/p>\n\n\n\n

10. Use your own judgement \u2013 but seek inputs from all<\/p>\n\n\n\n

11. Technologies change \u2013 you can\u2019t always have the latest<\/p>\n\n\n\n

12. Always put the business first \u2013 users first \u2013 no IT arrogance. Implement features that the users want, not what you fancy<\/p>\n\n\n\n

13. Communicate your success stories, communicate enthusiastically<\/p>\n\n\n\n

14. Accountability (and governance) \u2013 keep this in mind<\/p>\n\n\n\n

In the next post we look at one very important lesson that I have learned as a manager: Friendship and work relationship should be kept separate; you may need to make uncomfortable staffing calls.<\/p>\n","post_title":"Learning from your previous (and current!) job","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"learning-from-your-previous-and-current-job","to_ping":"","pinged":"","post_modified":"2024-01-29 08:18:28","post_modified_gmt":"2024-01-29 08:18:28","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1293","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1207,"post_author":"33","post_date":"2014-09-08 01:00:57","post_date_gmt":"2014-09-07 19:30:57","post_content":"\n

\"\"\/<\/figure>\n\n\n\n

Appraisal dialogues are dreaded events both for the manager and the reportee.  Appraisal dialogue can leave both of them energized, motivated and drive towards next level of performance or can leave both of them feeling low and negative, depending on the way the dialogue is conducted. Here are two scenarios to contrast\u2026..<\/p>\n\n\n\n

<\/b>Appraisal Dialogues<\/b><\/p>\n\n\n\n

(Roles: Pram & Priya \u2013 PMs; Divya \u2013 Delivery Manager; Basu \u2013 Business Head;  Pram & Priya report to Divya who in turn reports to Basu) <\/b><\/p>\n\n\n\n

Scene 1: <\/span><\/b><\/p>\n\n\n\n

Pram: Divya, when can we have my appraisal discussion? I have updated my self-appraisal in the system 2 weeks back.<\/p>\n\n\n\n

Divya: Pram, it has been quite hectic for me. Can you look up my calendar and schedule 30 to 45 min slot, preferably towards the latter part of the day?<\/p>\n\n\n\n

Pram schedules the meeting. Pram comes to Divya\u2019s cabin on the scheduled day.<\/p>\n\n\n\n

Divya: Hi Pram, Anything urgent? What happened to the issue that Customer escalated yesterday?<\/p>\n\n\n\n

Pram: That issue is under control, no concerns. I came for the appraisal discussion.<\/p>\n\n\n\n

Divya: Oh, yes, I noticed the meeting request in the calendar. But unfortunately something important has come up and I need to meet Basu right now. Pram, can we please meet tomorrow? We can squeeze in some time during lunch break.<\/p>\n\n\n\n

Pram & Divya meet next day.<\/p>\n\n\n\n

Divya: Hi Pram, I have 40 minutes before next meeting starts. Let\u2019s quickly get to the specifics. I saw your self-appraisal and saw the ratings you have put. We might have some disagreements there. My assessment is that last year you did well in tracking the project tasks to closure, but you can improve on project planning. \u2026.. One of the areas of improvement is communication with Customer & containing escalations; I heard some of your team members complaining about conflict between members. Probably conflict management is another area to improve. \u2026 And in my view overall rating is \u2018Met Expectation\u2019.<\/p>\n\n\n\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

It will be interesting to hear other experiences and points of view on this subject.<\/p>\n\n\n\n

In the next post we will look at another important thing I learned as a manager. Do not lose sight of the ball.<\/p>\n","post_title":"Skill \/Learning 1 - Friendship vs. Work Relationship","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"skill-learning-1-friendship-vs-work-relationship","to_ping":"","pinged":"","post_modified":"2024-01-29 08:19:02","post_modified_gmt":"2024-01-29 08:19:02","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1305","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"1","filter":"raw"},{"ID":1293,"post_author":"20","post_date":"2014-09-15 17:50:39","post_date_gmt":"2014-09-15 12:20:39","post_content":"\n

As a person who has worked as a CIO for a large international organisation, I will use the CIO\u2019s role as an example and take a few issues that I have faced, some mistakes that I have committed and some successes that I have had and talk about what I have learned from these experiences.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I hope that this can serve as a starting point of a discussion on the general issues of learning from mistakes and successes.<\/p>\n\n\n\n

The following are the list of items that I propose to take up for discussion over the next few posts.<\/p>\n\n\n\n

1. Friendship and work relationship should be kept separate \u2013 you may need to make uncomfortable staffing calls<\/p>\n\n\n\n

2. Do not lose sight of the ball<\/p>\n\n\n\n

3. Listen to your users \u2013 if they voice any concern the problem is bigger than you think<\/p>\n\n\n\n

4. Small deliverables matter \u2013 sometimes even more than one large deliverable<\/p>\n\n\n\n

5. Always have user visible deliverables<\/p>\n\n\n\n

6. Make sure that you have the money and time to back up your boast \u2013 be realistic<\/p>\n\n\n\n

7. Be technologically competent and aware \u2013 make sure you can discuss with users and present alternatives to them \u2013 a dumb CIO is a dead CIO<\/p>\n\n\n\n

8. Stakeholder, stakeholder, stakeholder \u2013 always keep them in the loop<\/p>\n\n\n\n

9. Handle issues directly and immediately<\/p>\n\n\n\n

10. Use your own judgement \u2013 but seek inputs from all<\/p>\n\n\n\n

11. Technologies change \u2013 you can\u2019t always have the latest<\/p>\n\n\n\n

12. Always put the business first \u2013 users first \u2013 no IT arrogance. Implement features that the users want, not what you fancy<\/p>\n\n\n\n

13. Communicate your success stories, communicate enthusiastically<\/p>\n\n\n\n

14. Accountability (and governance) \u2013 keep this in mind<\/p>\n\n\n\n

In the next post we look at one very important lesson that I have learned as a manager: Friendship and work relationship should be kept separate; you may need to make uncomfortable staffing calls.<\/p>\n","post_title":"Learning from your previous (and current!) job","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"learning-from-your-previous-and-current-job","to_ping":"","pinged":"","post_modified":"2024-01-29 08:18:28","post_modified_gmt":"2024-01-29 08:18:28","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1293","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1207,"post_author":"33","post_date":"2014-09-08 01:00:57","post_date_gmt":"2014-09-07 19:30:57","post_content":"\n

\"\"\/<\/figure>\n\n\n\n

Appraisal dialogues are dreaded events both for the manager and the reportee.  Appraisal dialogue can leave both of them energized, motivated and drive towards next level of performance or can leave both of them feeling low and negative, depending on the way the dialogue is conducted. Here are two scenarios to contrast\u2026..<\/p>\n\n\n\n

<\/b>Appraisal Dialogues<\/b><\/p>\n\n\n\n

(Roles: Pram & Priya \u2013 PMs; Divya \u2013 Delivery Manager; Basu \u2013 Business Head;  Pram & Priya report to Divya who in turn reports to Basu) <\/b><\/p>\n\n\n\n

Scene 1: <\/span><\/b><\/p>\n\n\n\n

Pram: Divya, when can we have my appraisal discussion? I have updated my self-appraisal in the system 2 weeks back.<\/p>\n\n\n\n

Divya: Pram, it has been quite hectic for me. Can you look up my calendar and schedule 30 to 45 min slot, preferably towards the latter part of the day?<\/p>\n\n\n\n

Pram schedules the meeting. Pram comes to Divya\u2019s cabin on the scheduled day.<\/p>\n\n\n\n

Divya: Hi Pram, Anything urgent? What happened to the issue that Customer escalated yesterday?<\/p>\n\n\n\n

Pram: That issue is under control, no concerns. I came for the appraisal discussion.<\/p>\n\n\n\n

Divya: Oh, yes, I noticed the meeting request in the calendar. But unfortunately something important has come up and I need to meet Basu right now. Pram, can we please meet tomorrow? We can squeeze in some time during lunch break.<\/p>\n\n\n\n

Pram & Divya meet next day.<\/p>\n\n\n\n

Divya: Hi Pram, I have 40 minutes before next meeting starts. Let\u2019s quickly get to the specifics. I saw your self-appraisal and saw the ratings you have put. We might have some disagreements there. My assessment is that last year you did well in tracking the project tasks to closure, but you can improve on project planning. \u2026.. One of the areas of improvement is communication with Customer & containing escalations; I heard some of your team members complaining about conflict between members. Probably conflict management is another area to improve. \u2026 And in my view overall rating is \u2018Met Expectation\u2019.<\/p>\n\n\n\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

So what should we do? One of the key qualities of a good manager is being honest with his\/her people. I feel that we should deal with this problem from day one. Tell your reportee-friend that while we can go for a beer after office hours and bs all we want, in office things need to be done professionally. If the person is not being productive enough deal with the situation as you would with any other of your staff. Don\u2019t sugar-coat your pointing out his mistakes\/issues just because he is your friend. And, God forbid, if things don\u2019t work out, you will have to tell the person to look for a new job. The earlier this is done, the better. Otherwise, as it happened to me, your stress levels and blood pressure are sure to rise. Of course, you have to be reasonable here and not be overzealous.<\/p>\n\n\n\n

It will be interesting to hear other experiences and points of view on this subject.<\/p>\n\n\n\n

In the next post we will look at another important thing I learned as a manager. Do not lose sight of the ball.<\/p>\n","post_title":"Skill \/Learning 1 - Friendship vs. Work Relationship","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"skill-learning-1-friendship-vs-work-relationship","to_ping":"","pinged":"","post_modified":"2024-01-29 08:19:02","post_modified_gmt":"2024-01-29 08:19:02","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1305","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"1","filter":"raw"},{"ID":1293,"post_author":"20","post_date":"2014-09-15 17:50:39","post_date_gmt":"2014-09-15 12:20:39","post_content":"\n

As a person who has worked as a CIO for a large international organisation, I will use the CIO\u2019s role as an example and take a few issues that I have faced, some mistakes that I have committed and some successes that I have had and talk about what I have learned from these experiences.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I hope that this can serve as a starting point of a discussion on the general issues of learning from mistakes and successes.<\/p>\n\n\n\n

The following are the list of items that I propose to take up for discussion over the next few posts.<\/p>\n\n\n\n

1. Friendship and work relationship should be kept separate \u2013 you may need to make uncomfortable staffing calls<\/p>\n\n\n\n

2. Do not lose sight of the ball<\/p>\n\n\n\n

3. Listen to your users \u2013 if they voice any concern the problem is bigger than you think<\/p>\n\n\n\n

4. Small deliverables matter \u2013 sometimes even more than one large deliverable<\/p>\n\n\n\n

5. Always have user visible deliverables<\/p>\n\n\n\n

6. Make sure that you have the money and time to back up your boast \u2013 be realistic<\/p>\n\n\n\n

7. Be technologically competent and aware \u2013 make sure you can discuss with users and present alternatives to them \u2013 a dumb CIO is a dead CIO<\/p>\n\n\n\n

8. Stakeholder, stakeholder, stakeholder \u2013 always keep them in the loop<\/p>\n\n\n\n

9. Handle issues directly and immediately<\/p>\n\n\n\n

10. Use your own judgement \u2013 but seek inputs from all<\/p>\n\n\n\n

11. Technologies change \u2013 you can\u2019t always have the latest<\/p>\n\n\n\n

12. Always put the business first \u2013 users first \u2013 no IT arrogance. Implement features that the users want, not what you fancy<\/p>\n\n\n\n

13. Communicate your success stories, communicate enthusiastically<\/p>\n\n\n\n

14. Accountability (and governance) \u2013 keep this in mind<\/p>\n\n\n\n

In the next post we look at one very important lesson that I have learned as a manager: Friendship and work relationship should be kept separate; you may need to make uncomfortable staffing calls.<\/p>\n","post_title":"Learning from your previous (and current!) job","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"learning-from-your-previous-and-current-job","to_ping":"","pinged":"","post_modified":"2024-01-29 08:18:28","post_modified_gmt":"2024-01-29 08:18:28","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1293","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1207,"post_author":"33","post_date":"2014-09-08 01:00:57","post_date_gmt":"2014-09-07 19:30:57","post_content":"\n

\"\"\/<\/figure>\n\n\n\n

Appraisal dialogues are dreaded events both for the manager and the reportee.  Appraisal dialogue can leave both of them energized, motivated and drive towards next level of performance or can leave both of them feeling low and negative, depending on the way the dialogue is conducted. Here are two scenarios to contrast\u2026..<\/p>\n\n\n\n

<\/b>Appraisal Dialogues<\/b><\/p>\n\n\n\n

(Roles: Pram & Priya \u2013 PMs; Divya \u2013 Delivery Manager; Basu \u2013 Business Head;  Pram & Priya report to Divya who in turn reports to Basu) <\/b><\/p>\n\n\n\n

Scene 1: <\/span><\/b><\/p>\n\n\n\n

Pram: Divya, when can we have my appraisal discussion? I have updated my self-appraisal in the system 2 weeks back.<\/p>\n\n\n\n

Divya: Pram, it has been quite hectic for me. Can you look up my calendar and schedule 30 to 45 min slot, preferably towards the latter part of the day?<\/p>\n\n\n\n

Pram schedules the meeting. Pram comes to Divya\u2019s cabin on the scheduled day.<\/p>\n\n\n\n

Divya: Hi Pram, Anything urgent? What happened to the issue that Customer escalated yesterday?<\/p>\n\n\n\n

Pram: That issue is under control, no concerns. I came for the appraisal discussion.<\/p>\n\n\n\n

Divya: Oh, yes, I noticed the meeting request in the calendar. But unfortunately something important has come up and I need to meet Basu right now. Pram, can we please meet tomorrow? We can squeeze in some time during lunch break.<\/p>\n\n\n\n

Pram & Divya meet next day.<\/p>\n\n\n\n

Divya: Hi Pram, I have 40 minutes before next meeting starts. Let\u2019s quickly get to the specifics. I saw your self-appraisal and saw the ratings you have put. We might have some disagreements there. My assessment is that last year you did well in tracking the project tasks to closure, but you can improve on project planning. \u2026.. One of the areas of improvement is communication with Customer & containing escalations; I heard some of your team members complaining about conflict between members. Probably conflict management is another area to improve. \u2026 And in my view overall rating is \u2018Met Expectation\u2019.<\/p>\n\n\n\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

And - I am ashamed to say this - a previous mentor \/ manager had as part of his coaching told me to be aware that such a situation happens to many people and that I should be prepared to act firmly if it happened to me.<\/p>\n\n\n\n

So what should we do? One of the key qualities of a good manager is being honest with his\/her people. I feel that we should deal with this problem from day one. Tell your reportee-friend that while we can go for a beer after office hours and bs all we want, in office things need to be done professionally. If the person is not being productive enough deal with the situation as you would with any other of your staff. Don\u2019t sugar-coat your pointing out his mistakes\/issues just because he is your friend. And, God forbid, if things don\u2019t work out, you will have to tell the person to look for a new job. The earlier this is done, the better. Otherwise, as it happened to me, your stress levels and blood pressure are sure to rise. Of course, you have to be reasonable here and not be overzealous.<\/p>\n\n\n\n

It will be interesting to hear other experiences and points of view on this subject.<\/p>\n\n\n\n

In the next post we will look at another important thing I learned as a manager. Do not lose sight of the ball.<\/p>\n","post_title":"Skill \/Learning 1 - Friendship vs. Work Relationship","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"skill-learning-1-friendship-vs-work-relationship","to_ping":"","pinged":"","post_modified":"2024-01-29 08:19:02","post_modified_gmt":"2024-01-29 08:19:02","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1305","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"1","filter":"raw"},{"ID":1293,"post_author":"20","post_date":"2014-09-15 17:50:39","post_date_gmt":"2014-09-15 12:20:39","post_content":"\n

As a person who has worked as a CIO for a large international organisation, I will use the CIO\u2019s role as an example and take a few issues that I have faced, some mistakes that I have committed and some successes that I have had and talk about what I have learned from these experiences.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I hope that this can serve as a starting point of a discussion on the general issues of learning from mistakes and successes.<\/p>\n\n\n\n

The following are the list of items that I propose to take up for discussion over the next few posts.<\/p>\n\n\n\n

1. Friendship and work relationship should be kept separate \u2013 you may need to make uncomfortable staffing calls<\/p>\n\n\n\n

2. Do not lose sight of the ball<\/p>\n\n\n\n

3. Listen to your users \u2013 if they voice any concern the problem is bigger than you think<\/p>\n\n\n\n

4. Small deliverables matter \u2013 sometimes even more than one large deliverable<\/p>\n\n\n\n

5. Always have user visible deliverables<\/p>\n\n\n\n

6. Make sure that you have the money and time to back up your boast \u2013 be realistic<\/p>\n\n\n\n

7. Be technologically competent and aware \u2013 make sure you can discuss with users and present alternatives to them \u2013 a dumb CIO is a dead CIO<\/p>\n\n\n\n

8. Stakeholder, stakeholder, stakeholder \u2013 always keep them in the loop<\/p>\n\n\n\n

9. Handle issues directly and immediately<\/p>\n\n\n\n

10. Use your own judgement \u2013 but seek inputs from all<\/p>\n\n\n\n

11. Technologies change \u2013 you can\u2019t always have the latest<\/p>\n\n\n\n

12. Always put the business first \u2013 users first \u2013 no IT arrogance. Implement features that the users want, not what you fancy<\/p>\n\n\n\n

13. Communicate your success stories, communicate enthusiastically<\/p>\n\n\n\n

14. Accountability (and governance) \u2013 keep this in mind<\/p>\n\n\n\n

In the next post we look at one very important lesson that I have learned as a manager: Friendship and work relationship should be kept separate; you may need to make uncomfortable staffing calls.<\/p>\n","post_title":"Learning from your previous (and current!) job","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"learning-from-your-previous-and-current-job","to_ping":"","pinged":"","post_modified":"2024-01-29 08:18:28","post_modified_gmt":"2024-01-29 08:18:28","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1293","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1207,"post_author":"33","post_date":"2014-09-08 01:00:57","post_date_gmt":"2014-09-07 19:30:57","post_content":"\n

\"\"\/<\/figure>\n\n\n\n

Appraisal dialogues are dreaded events both for the manager and the reportee.  Appraisal dialogue can leave both of them energized, motivated and drive towards next level of performance or can leave both of them feeling low and negative, depending on the way the dialogue is conducted. Here are two scenarios to contrast\u2026..<\/p>\n\n\n\n

<\/b>Appraisal Dialogues<\/b><\/p>\n\n\n\n

(Roles: Pram & Priya \u2013 PMs; Divya \u2013 Delivery Manager; Basu \u2013 Business Head;  Pram & Priya report to Divya who in turn reports to Basu) <\/b><\/p>\n\n\n\n

Scene 1: <\/span><\/b><\/p>\n\n\n\n

Pram: Divya, when can we have my appraisal discussion? I have updated my self-appraisal in the system 2 weeks back.<\/p>\n\n\n\n

Divya: Pram, it has been quite hectic for me. Can you look up my calendar and schedule 30 to 45 min slot, preferably towards the latter part of the day?<\/p>\n\n\n\n

Pram schedules the meeting. Pram comes to Divya\u2019s cabin on the scheduled day.<\/p>\n\n\n\n

Divya: Hi Pram, Anything urgent? What happened to the issue that Customer escalated yesterday?<\/p>\n\n\n\n

Pram: That issue is under control, no concerns. I came for the appraisal discussion.<\/p>\n\n\n\n

Divya: Oh, yes, I noticed the meeting request in the calendar. But unfortunately something important has come up and I need to meet Basu right now. Pram, can we please meet tomorrow? We can squeeze in some time during lunch break.<\/p>\n\n\n\n

Pram & Divya meet next day.<\/p>\n\n\n\n

Divya: Hi Pram, I have 40 minutes before next meeting starts. Let\u2019s quickly get to the specifics. I saw your self-appraisal and saw the ratings you have put. We might have some disagreements there. My assessment is that last year you did well in tracking the project tasks to closure, but you can improve on project planning. \u2026.. One of the areas of improvement is communication with Customer & containing escalations; I heard some of your team members complaining about conflict between members. Probably conflict management is another area to improve. \u2026 And in my view overall rating is \u2018Met Expectation\u2019.<\/p>\n\n\n\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

Forgive me for misquoting Enobarbus of Shakespeare's \u201cAntony and Cleopatra,\u201d \u201cThe band that seems to tie their friendship together will be the very strangler of their office relationship.\u201d<\/strong> (Sorry, William)<\/p>\n\n\n\n

And - I am ashamed to say this - a previous mentor \/ manager had as part of his coaching told me to be aware that such a situation happens to many people and that I should be prepared to act firmly if it happened to me.<\/p>\n\n\n\n

So what should we do? One of the key qualities of a good manager is being honest with his\/her people. I feel that we should deal with this problem from day one. Tell your reportee-friend that while we can go for a beer after office hours and bs all we want, in office things need to be done professionally. If the person is not being productive enough deal with the situation as you would with any other of your staff. Don\u2019t sugar-coat your pointing out his mistakes\/issues just because he is your friend. And, God forbid, if things don\u2019t work out, you will have to tell the person to look for a new job. The earlier this is done, the better. Otherwise, as it happened to me, your stress levels and blood pressure are sure to rise. Of course, you have to be reasonable here and not be overzealous.<\/p>\n\n\n\n

It will be interesting to hear other experiences and points of view on this subject.<\/p>\n\n\n\n

In the next post we will look at another important thing I learned as a manager. Do not lose sight of the ball.<\/p>\n","post_title":"Skill \/Learning 1 - Friendship vs. Work Relationship","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"skill-learning-1-friendship-vs-work-relationship","to_ping":"","pinged":"","post_modified":"2024-01-29 08:19:02","post_modified_gmt":"2024-01-29 08:19:02","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1305","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"1","filter":"raw"},{"ID":1293,"post_author":"20","post_date":"2014-09-15 17:50:39","post_date_gmt":"2014-09-15 12:20:39","post_content":"\n

As a person who has worked as a CIO for a large international organisation, I will use the CIO\u2019s role as an example and take a few issues that I have faced, some mistakes that I have committed and some successes that I have had and talk about what I have learned from these experiences.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I hope that this can serve as a starting point of a discussion on the general issues of learning from mistakes and successes.<\/p>\n\n\n\n

The following are the list of items that I propose to take up for discussion over the next few posts.<\/p>\n\n\n\n

1. Friendship and work relationship should be kept separate \u2013 you may need to make uncomfortable staffing calls<\/p>\n\n\n\n

2. Do not lose sight of the ball<\/p>\n\n\n\n

3. Listen to your users \u2013 if they voice any concern the problem is bigger than you think<\/p>\n\n\n\n

4. Small deliverables matter \u2013 sometimes even more than one large deliverable<\/p>\n\n\n\n

5. Always have user visible deliverables<\/p>\n\n\n\n

6. Make sure that you have the money and time to back up your boast \u2013 be realistic<\/p>\n\n\n\n

7. Be technologically competent and aware \u2013 make sure you can discuss with users and present alternatives to them \u2013 a dumb CIO is a dead CIO<\/p>\n\n\n\n

8. Stakeholder, stakeholder, stakeholder \u2013 always keep them in the loop<\/p>\n\n\n\n

9. Handle issues directly and immediately<\/p>\n\n\n\n

10. Use your own judgement \u2013 but seek inputs from all<\/p>\n\n\n\n

11. Technologies change \u2013 you can\u2019t always have the latest<\/p>\n\n\n\n

12. Always put the business first \u2013 users first \u2013 no IT arrogance. Implement features that the users want, not what you fancy<\/p>\n\n\n\n

13. Communicate your success stories, communicate enthusiastically<\/p>\n\n\n\n

14. Accountability (and governance) \u2013 keep this in mind<\/p>\n\n\n\n

In the next post we look at one very important lesson that I have learned as a manager: Friendship and work relationship should be kept separate; you may need to make uncomfortable staffing calls.<\/p>\n","post_title":"Learning from your previous (and current!) job","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"learning-from-your-previous-and-current-job","to_ping":"","pinged":"","post_modified":"2024-01-29 08:18:28","post_modified_gmt":"2024-01-29 08:18:28","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1293","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1207,"post_author":"33","post_date":"2014-09-08 01:00:57","post_date_gmt":"2014-09-07 19:30:57","post_content":"\n

\"\"\/<\/figure>\n\n\n\n

Appraisal dialogues are dreaded events both for the manager and the reportee.  Appraisal dialogue can leave both of them energized, motivated and drive towards next level of performance or can leave both of them feeling low and negative, depending on the way the dialogue is conducted. Here are two scenarios to contrast\u2026..<\/p>\n\n\n\n

<\/b>Appraisal Dialogues<\/b><\/p>\n\n\n\n

(Roles: Pram & Priya \u2013 PMs; Divya \u2013 Delivery Manager; Basu \u2013 Business Head;  Pram & Priya report to Divya who in turn reports to Basu) <\/b><\/p>\n\n\n\n

Scene 1: <\/span><\/b><\/p>\n\n\n\n

Pram: Divya, when can we have my appraisal discussion? I have updated my self-appraisal in the system 2 weeks back.<\/p>\n\n\n\n

Divya: Pram, it has been quite hectic for me. Can you look up my calendar and schedule 30 to 45 min slot, preferably towards the latter part of the day?<\/p>\n\n\n\n

Pram schedules the meeting. Pram comes to Divya\u2019s cabin on the scheduled day.<\/p>\n\n\n\n

Divya: Hi Pram, Anything urgent? What happened to the issue that Customer escalated yesterday?<\/p>\n\n\n\n

Pram: That issue is under control, no concerns. I came for the appraisal discussion.<\/p>\n\n\n\n

Divya: Oh, yes, I noticed the meeting request in the calendar. But unfortunately something important has come up and I need to meet Basu right now. Pram, can we please meet tomorrow? We can squeeze in some time during lunch break.<\/p>\n\n\n\n

Pram & Divya meet next day.<\/p>\n\n\n\n

Divya: Hi Pram, I have 40 minutes before next meeting starts. Let\u2019s quickly get to the specifics. I saw your self-appraisal and saw the ratings you have put. We might have some disagreements there. My assessment is that last year you did well in tracking the project tasks to closure, but you can improve on project planning. \u2026.. One of the areas of improvement is communication with Customer & containing escalations; I heard some of your team members complaining about conflict between members. Probably conflict management is another area to improve. \u2026 And in my view overall rating is \u2018Met Expectation\u2019.<\/p>\n\n\n\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

However, personally this person and I were good friends. This friendship prevented me from taking the tough calls required to either bring this person in line or let her\/him go. As time passed the situation became more and more difficult. And since i had myselfrecruited this person, I felt that firing her\/him may be seen as a failure of my recruitment approach. Regrettably, I left without taking a call on this person.<\/p>\n\n\n\n

Forgive me for misquoting Enobarbus of Shakespeare's \u201cAntony and Cleopatra,\u201d \u201cThe band that seems to tie their friendship together will be the very strangler of their office relationship.\u201d<\/strong> (Sorry, William)<\/p>\n\n\n\n

And - I am ashamed to say this - a previous mentor \/ manager had as part of his coaching told me to be aware that such a situation happens to many people and that I should be prepared to act firmly if it happened to me.<\/p>\n\n\n\n

So what should we do? One of the key qualities of a good manager is being honest with his\/her people. I feel that we should deal with this problem from day one. Tell your reportee-friend that while we can go for a beer after office hours and bs all we want, in office things need to be done professionally. If the person is not being productive enough deal with the situation as you would with any other of your staff. Don\u2019t sugar-coat your pointing out his mistakes\/issues just because he is your friend. And, God forbid, if things don\u2019t work out, you will have to tell the person to look for a new job. The earlier this is done, the better. Otherwise, as it happened to me, your stress levels and blood pressure are sure to rise. Of course, you have to be reasonable here and not be overzealous.<\/p>\n\n\n\n

It will be interesting to hear other experiences and points of view on this subject.<\/p>\n\n\n\n

In the next post we will look at another important thing I learned as a manager. Do not lose sight of the ball.<\/p>\n","post_title":"Skill \/Learning 1 - Friendship vs. Work Relationship","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"skill-learning-1-friendship-vs-work-relationship","to_ping":"","pinged":"","post_modified":"2024-01-29 08:19:02","post_modified_gmt":"2024-01-29 08:19:02","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1305","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"1","filter":"raw"},{"ID":1293,"post_author":"20","post_date":"2014-09-15 17:50:39","post_date_gmt":"2014-09-15 12:20:39","post_content":"\n

As a person who has worked as a CIO for a large international organisation, I will use the CIO\u2019s role as an example and take a few issues that I have faced, some mistakes that I have committed and some successes that I have had and talk about what I have learned from these experiences.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I hope that this can serve as a starting point of a discussion on the general issues of learning from mistakes and successes.<\/p>\n\n\n\n

The following are the list of items that I propose to take up for discussion over the next few posts.<\/p>\n\n\n\n

1. Friendship and work relationship should be kept separate \u2013 you may need to make uncomfortable staffing calls<\/p>\n\n\n\n

2. Do not lose sight of the ball<\/p>\n\n\n\n

3. Listen to your users \u2013 if they voice any concern the problem is bigger than you think<\/p>\n\n\n\n

4. Small deliverables matter \u2013 sometimes even more than one large deliverable<\/p>\n\n\n\n

5. Always have user visible deliverables<\/p>\n\n\n\n

6. Make sure that you have the money and time to back up your boast \u2013 be realistic<\/p>\n\n\n\n

7. Be technologically competent and aware \u2013 make sure you can discuss with users and present alternatives to them \u2013 a dumb CIO is a dead CIO<\/p>\n\n\n\n

8. Stakeholder, stakeholder, stakeholder \u2013 always keep them in the loop<\/p>\n\n\n\n

9. Handle issues directly and immediately<\/p>\n\n\n\n

10. Use your own judgement \u2013 but seek inputs from all<\/p>\n\n\n\n

11. Technologies change \u2013 you can\u2019t always have the latest<\/p>\n\n\n\n

12. Always put the business first \u2013 users first \u2013 no IT arrogance. Implement features that the users want, not what you fancy<\/p>\n\n\n\n

13. Communicate your success stories, communicate enthusiastically<\/p>\n\n\n\n

14. Accountability (and governance) \u2013 keep this in mind<\/p>\n\n\n\n

In the next post we look at one very important lesson that I have learned as a manager: Friendship and work relationship should be kept separate; you may need to make uncomfortable staffing calls.<\/p>\n","post_title":"Learning from your previous (and current!) job","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"learning-from-your-previous-and-current-job","to_ping":"","pinged":"","post_modified":"2024-01-29 08:18:28","post_modified_gmt":"2024-01-29 08:18:28","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1293","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1207,"post_author":"33","post_date":"2014-09-08 01:00:57","post_date_gmt":"2014-09-07 19:30:57","post_content":"\n

\"\"\/<\/figure>\n\n\n\n

Appraisal dialogues are dreaded events both for the manager and the reportee.  Appraisal dialogue can leave both of them energized, motivated and drive towards next level of performance or can leave both of them feeling low and negative, depending on the way the dialogue is conducted. Here are two scenarios to contrast\u2026..<\/p>\n\n\n\n

<\/b>Appraisal Dialogues<\/b><\/p>\n\n\n\n

(Roles: Pram & Priya \u2013 PMs; Divya \u2013 Delivery Manager; Basu \u2013 Business Head;  Pram & Priya report to Divya who in turn reports to Basu) <\/b><\/p>\n\n\n\n

Scene 1: <\/span><\/b><\/p>\n\n\n\n

Pram: Divya, when can we have my appraisal discussion? I have updated my self-appraisal in the system 2 weeks back.<\/p>\n\n\n\n

Divya: Pram, it has been quite hectic for me. Can you look up my calendar and schedule 30 to 45 min slot, preferably towards the latter part of the day?<\/p>\n\n\n\n

Pram schedules the meeting. Pram comes to Divya\u2019s cabin on the scheduled day.<\/p>\n\n\n\n

Divya: Hi Pram, Anything urgent? What happened to the issue that Customer escalated yesterday?<\/p>\n\n\n\n

Pram: That issue is under control, no concerns. I came for the appraisal discussion.<\/p>\n\n\n\n

Divya: Oh, yes, I noticed the meeting request in the calendar. But unfortunately something important has come up and I need to meet Basu right now. Pram, can we please meet tomorrow? We can squeeze in some time during lunch break.<\/p>\n\n\n\n

Pram & Divya meet next day.<\/p>\n\n\n\n

Divya: Hi Pram, I have 40 minutes before next meeting starts. Let\u2019s quickly get to the specifics. I saw your self-appraisal and saw the ratings you have put. We might have some disagreements there. My assessment is that last year you did well in tracking the project tasks to closure, but you can improve on project planning. \u2026.. One of the areas of improvement is communication with Customer & containing escalations; I heard some of your team members complaining about conflict between members. Probably conflict management is another area to improve. \u2026 And in my view overall rating is \u2018Met Expectation\u2019.<\/p>\n\n\n\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n
\"image_thumb4\"<\/figure>\n\n\n\n

However, personally this person and I were good friends. This friendship prevented me from taking the tough calls required to either bring this person in line or let her\/him go. As time passed the situation became more and more difficult. And since i had myselfrecruited this person, I felt that firing her\/him may be seen as a failure of my recruitment approach. Regrettably, I left without taking a call on this person.<\/p>\n\n\n\n

Forgive me for misquoting Enobarbus of Shakespeare's \u201cAntony and Cleopatra,\u201d \u201cThe band that seems to tie their friendship together will be the very strangler of their office relationship.\u201d<\/strong> (Sorry, William)<\/p>\n\n\n\n

And - I am ashamed to say this - a previous mentor \/ manager had as part of his coaching told me to be aware that such a situation happens to many people and that I should be prepared to act firmly if it happened to me.<\/p>\n\n\n\n

So what should we do? One of the key qualities of a good manager is being honest with his\/her people. I feel that we should deal with this problem from day one. Tell your reportee-friend that while we can go for a beer after office hours and bs all we want, in office things need to be done professionally. If the person is not being productive enough deal with the situation as you would with any other of your staff. Don\u2019t sugar-coat your pointing out his mistakes\/issues just because he is your friend. And, God forbid, if things don\u2019t work out, you will have to tell the person to look for a new job. The earlier this is done, the better. Otherwise, as it happened to me, your stress levels and blood pressure are sure to rise. Of course, you have to be reasonable here and not be overzealous.<\/p>\n\n\n\n

It will be interesting to hear other experiences and points of view on this subject.<\/p>\n\n\n\n

In the next post we will look at another important thing I learned as a manager. Do not lose sight of the ball.<\/p>\n","post_title":"Skill \/Learning 1 - Friendship vs. Work Relationship","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"skill-learning-1-friendship-vs-work-relationship","to_ping":"","pinged":"","post_modified":"2024-01-29 08:19:02","post_modified_gmt":"2024-01-29 08:19:02","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1305","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"1","filter":"raw"},{"ID":1293,"post_author":"20","post_date":"2014-09-15 17:50:39","post_date_gmt":"2014-09-15 12:20:39","post_content":"\n

As a person who has worked as a CIO for a large international organisation, I will use the CIO\u2019s role as an example and take a few issues that I have faced, some mistakes that I have committed and some successes that I have had and talk about what I have learned from these experiences.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I hope that this can serve as a starting point of a discussion on the general issues of learning from mistakes and successes.<\/p>\n\n\n\n

The following are the list of items that I propose to take up for discussion over the next few posts.<\/p>\n\n\n\n

1. Friendship and work relationship should be kept separate \u2013 you may need to make uncomfortable staffing calls<\/p>\n\n\n\n

2. Do not lose sight of the ball<\/p>\n\n\n\n

3. Listen to your users \u2013 if they voice any concern the problem is bigger than you think<\/p>\n\n\n\n

4. Small deliverables matter \u2013 sometimes even more than one large deliverable<\/p>\n\n\n\n

5. Always have user visible deliverables<\/p>\n\n\n\n

6. Make sure that you have the money and time to back up your boast \u2013 be realistic<\/p>\n\n\n\n

7. Be technologically competent and aware \u2013 make sure you can discuss with users and present alternatives to them \u2013 a dumb CIO is a dead CIO<\/p>\n\n\n\n

8. Stakeholder, stakeholder, stakeholder \u2013 always keep them in the loop<\/p>\n\n\n\n

9. Handle issues directly and immediately<\/p>\n\n\n\n

10. Use your own judgement \u2013 but seek inputs from all<\/p>\n\n\n\n

11. Technologies change \u2013 you can\u2019t always have the latest<\/p>\n\n\n\n

12. Always put the business first \u2013 users first \u2013 no IT arrogance. Implement features that the users want, not what you fancy<\/p>\n\n\n\n

13. Communicate your success stories, communicate enthusiastically<\/p>\n\n\n\n

14. Accountability (and governance) \u2013 keep this in mind<\/p>\n\n\n\n

In the next post we look at one very important lesson that I have learned as a manager: Friendship and work relationship should be kept separate; you may need to make uncomfortable staffing calls.<\/p>\n","post_title":"Learning from your previous (and current!) job","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"learning-from-your-previous-and-current-job","to_ping":"","pinged":"","post_modified":"2024-01-29 08:18:28","post_modified_gmt":"2024-01-29 08:18:28","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1293","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1207,"post_author":"33","post_date":"2014-09-08 01:00:57","post_date_gmt":"2014-09-07 19:30:57","post_content":"\n

\"\"\/<\/figure>\n\n\n\n

Appraisal dialogues are dreaded events both for the manager and the reportee.  Appraisal dialogue can leave both of them energized, motivated and drive towards next level of performance or can leave both of them feeling low and negative, depending on the way the dialogue is conducted. Here are two scenarios to contrast\u2026..<\/p>\n\n\n\n

<\/b>Appraisal Dialogues<\/b><\/p>\n\n\n\n

(Roles: Pram & Priya \u2013 PMs; Divya \u2013 Delivery Manager; Basu \u2013 Business Head;  Pram & Priya report to Divya who in turn reports to Basu) <\/b><\/p>\n\n\n\n

Scene 1: <\/span><\/b><\/p>\n\n\n\n

Pram: Divya, when can we have my appraisal discussion? I have updated my self-appraisal in the system 2 weeks back.<\/p>\n\n\n\n

Divya: Pram, it has been quite hectic for me. Can you look up my calendar and schedule 30 to 45 min slot, preferably towards the latter part of the day?<\/p>\n\n\n\n

Pram schedules the meeting. Pram comes to Divya\u2019s cabin on the scheduled day.<\/p>\n\n\n\n

Divya: Hi Pram, Anything urgent? What happened to the issue that Customer escalated yesterday?<\/p>\n\n\n\n

Pram: That issue is under control, no concerns. I came for the appraisal discussion.<\/p>\n\n\n\n

Divya: Oh, yes, I noticed the meeting request in the calendar. But unfortunately something important has come up and I need to meet Basu right now. Pram, can we please meet tomorrow? We can squeeze in some time during lunch break.<\/p>\n\n\n\n

Pram & Divya meet next day.<\/p>\n\n\n\n

Divya: Hi Pram, I have 40 minutes before next meeting starts. Let\u2019s quickly get to the specifics. I saw your self-appraisal and saw the ratings you have put. We might have some disagreements there. My assessment is that last year you did well in tracking the project tasks to closure, but you can improve on project planning. \u2026.. One of the areas of improvement is communication with Customer & containing escalations; I heard some of your team members complaining about conflict between members. Probably conflict management is another area to improve. \u2026 And in my view overall rating is \u2018Met Expectation\u2019.<\/p>\n\n\n\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

In my previous job I had a person working for me who, though competent, was not willing to work hard. Deadlines would invariably slip, and she\/he would come back to me and the IT management team at the last minute giving one excuse or the other - there were no resources, I had a personal emergency or whatever. This frustrated not only me but the rest of the IT management team.<\/p>\n\n\n\n

\"image_thumb4\"<\/figure>\n\n\n\n

However, personally this person and I were good friends. This friendship prevented me from taking the tough calls required to either bring this person in line or let her\/him go. As time passed the situation became more and more difficult. And since i had myselfrecruited this person, I felt that firing her\/him may be seen as a failure of my recruitment approach. Regrettably, I left without taking a call on this person.<\/p>\n\n\n\n

Forgive me for misquoting Enobarbus of Shakespeare's \u201cAntony and Cleopatra,\u201d \u201cThe band that seems to tie their friendship together will be the very strangler of their office relationship.\u201d<\/strong> (Sorry, William)<\/p>\n\n\n\n

And - I am ashamed to say this - a previous mentor \/ manager had as part of his coaching told me to be aware that such a situation happens to many people and that I should be prepared to act firmly if it happened to me.<\/p>\n\n\n\n

So what should we do? One of the key qualities of a good manager is being honest with his\/her people. I feel that we should deal with this problem from day one. Tell your reportee-friend that while we can go for a beer after office hours and bs all we want, in office things need to be done professionally. If the person is not being productive enough deal with the situation as you would with any other of your staff. Don\u2019t sugar-coat your pointing out his mistakes\/issues just because he is your friend. And, God forbid, if things don\u2019t work out, you will have to tell the person to look for a new job. The earlier this is done, the better. Otherwise, as it happened to me, your stress levels and blood pressure are sure to rise. Of course, you have to be reasonable here and not be overzealous.<\/p>\n\n\n\n

It will be interesting to hear other experiences and points of view on this subject.<\/p>\n\n\n\n

In the next post we will look at another important thing I learned as a manager. Do not lose sight of the ball.<\/p>\n","post_title":"Skill \/Learning 1 - Friendship vs. Work Relationship","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"skill-learning-1-friendship-vs-work-relationship","to_ping":"","pinged":"","post_modified":"2024-01-29 08:19:02","post_modified_gmt":"2024-01-29 08:19:02","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1305","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"1","filter":"raw"},{"ID":1293,"post_author":"20","post_date":"2014-09-15 17:50:39","post_date_gmt":"2014-09-15 12:20:39","post_content":"\n

As a person who has worked as a CIO for a large international organisation, I will use the CIO\u2019s role as an example and take a few issues that I have faced, some mistakes that I have committed and some successes that I have had and talk about what I have learned from these experiences.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I hope that this can serve as a starting point of a discussion on the general issues of learning from mistakes and successes.<\/p>\n\n\n\n

The following are the list of items that I propose to take up for discussion over the next few posts.<\/p>\n\n\n\n

1. Friendship and work relationship should be kept separate \u2013 you may need to make uncomfortable staffing calls<\/p>\n\n\n\n

2. Do not lose sight of the ball<\/p>\n\n\n\n

3. Listen to your users \u2013 if they voice any concern the problem is bigger than you think<\/p>\n\n\n\n

4. Small deliverables matter \u2013 sometimes even more than one large deliverable<\/p>\n\n\n\n

5. Always have user visible deliverables<\/p>\n\n\n\n

6. Make sure that you have the money and time to back up your boast \u2013 be realistic<\/p>\n\n\n\n

7. Be technologically competent and aware \u2013 make sure you can discuss with users and present alternatives to them \u2013 a dumb CIO is a dead CIO<\/p>\n\n\n\n

8. Stakeholder, stakeholder, stakeholder \u2013 always keep them in the loop<\/p>\n\n\n\n

9. Handle issues directly and immediately<\/p>\n\n\n\n

10. Use your own judgement \u2013 but seek inputs from all<\/p>\n\n\n\n

11. Technologies change \u2013 you can\u2019t always have the latest<\/p>\n\n\n\n

12. Always put the business first \u2013 users first \u2013 no IT arrogance. Implement features that the users want, not what you fancy<\/p>\n\n\n\n

13. Communicate your success stories, communicate enthusiastically<\/p>\n\n\n\n

14. Accountability (and governance) \u2013 keep this in mind<\/p>\n\n\n\n

In the next post we look at one very important lesson that I have learned as a manager: Friendship and work relationship should be kept separate; you may need to make uncomfortable staffing calls.<\/p>\n","post_title":"Learning from your previous (and current!) job","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"learning-from-your-previous-and-current-job","to_ping":"","pinged":"","post_modified":"2024-01-29 08:18:28","post_modified_gmt":"2024-01-29 08:18:28","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1293","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1207,"post_author":"33","post_date":"2014-09-08 01:00:57","post_date_gmt":"2014-09-07 19:30:57","post_content":"\n

\"\"\/<\/figure>\n\n\n\n

Appraisal dialogues are dreaded events both for the manager and the reportee.  Appraisal dialogue can leave both of them energized, motivated and drive towards next level of performance or can leave both of them feeling low and negative, depending on the way the dialogue is conducted. Here are two scenarios to contrast\u2026..<\/p>\n\n\n\n

<\/b>Appraisal Dialogues<\/b><\/p>\n\n\n\n

(Roles: Pram & Priya \u2013 PMs; Divya \u2013 Delivery Manager; Basu \u2013 Business Head;  Pram & Priya report to Divya who in turn reports to Basu) <\/b><\/p>\n\n\n\n

Scene 1: <\/span><\/b><\/p>\n\n\n\n

Pram: Divya, when can we have my appraisal discussion? I have updated my self-appraisal in the system 2 weeks back.<\/p>\n\n\n\n

Divya: Pram, it has been quite hectic for me. Can you look up my calendar and schedule 30 to 45 min slot, preferably towards the latter part of the day?<\/p>\n\n\n\n

Pram schedules the meeting. Pram comes to Divya\u2019s cabin on the scheduled day.<\/p>\n\n\n\n

Divya: Hi Pram, Anything urgent? What happened to the issue that Customer escalated yesterday?<\/p>\n\n\n\n

Pram: That issue is under control, no concerns. I came for the appraisal discussion.<\/p>\n\n\n\n

Divya: Oh, yes, I noticed the meeting request in the calendar. But unfortunately something important has come up and I need to meet Basu right now. Pram, can we please meet tomorrow? We can squeeze in some time during lunch break.<\/p>\n\n\n\n

Pram & Divya meet next day.<\/p>\n\n\n\n

Divya: Hi Pram, I have 40 minutes before next meeting starts. Let\u2019s quickly get to the specifics. I saw your self-appraisal and saw the ratings you have put. We might have some disagreements there. My assessment is that last year you did well in tracking the project tasks to closure, but you can improve on project planning. \u2026.. One of the areas of improvement is communication with Customer & containing escalations; I heard some of your team members complaining about conflict between members. Probably conflict management is another area to improve. \u2026 And in my view overall rating is \u2018Met Expectation\u2019.<\/p>\n\n\n\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n

In this post we look at one very important lesson that I have learned as a manager: Friendship and work relationship should be kept separate; you may need to make uncomfortable staffing calls.<\/p>\n\n\n\n

In my previous job I had a person working for me who, though competent, was not willing to work hard. Deadlines would invariably slip, and she\/he would come back to me and the IT management team at the last minute giving one excuse or the other - there were no resources, I had a personal emergency or whatever. This frustrated not only me but the rest of the IT management team.<\/p>\n\n\n\n

\"image_thumb4\"<\/figure>\n\n\n\n

However, personally this person and I were good friends. This friendship prevented me from taking the tough calls required to either bring this person in line or let her\/him go. As time passed the situation became more and more difficult. And since i had myselfrecruited this person, I felt that firing her\/him may be seen as a failure of my recruitment approach. Regrettably, I left without taking a call on this person.<\/p>\n\n\n\n

Forgive me for misquoting Enobarbus of Shakespeare's \u201cAntony and Cleopatra,\u201d \u201cThe band that seems to tie their friendship together will be the very strangler of their office relationship.\u201d<\/strong> (Sorry, William)<\/p>\n\n\n\n

And - I am ashamed to say this - a previous mentor \/ manager had as part of his coaching told me to be aware that such a situation happens to many people and that I should be prepared to act firmly if it happened to me.<\/p>\n\n\n\n

So what should we do? One of the key qualities of a good manager is being honest with his\/her people. I feel that we should deal with this problem from day one. Tell your reportee-friend that while we can go for a beer after office hours and bs all we want, in office things need to be done professionally. If the person is not being productive enough deal with the situation as you would with any other of your staff. Don\u2019t sugar-coat your pointing out his mistakes\/issues just because he is your friend. And, God forbid, if things don\u2019t work out, you will have to tell the person to look for a new job. The earlier this is done, the better. Otherwise, as it happened to me, your stress levels and blood pressure are sure to rise. Of course, you have to be reasonable here and not be overzealous.<\/p>\n\n\n\n

It will be interesting to hear other experiences and points of view on this subject.<\/p>\n\n\n\n

In the next post we will look at another important thing I learned as a manager. Do not lose sight of the ball.<\/p>\n","post_title":"Skill \/Learning 1 - Friendship vs. Work Relationship","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"skill-learning-1-friendship-vs-work-relationship","to_ping":"","pinged":"","post_modified":"2024-01-29 08:19:02","post_modified_gmt":"2024-01-29 08:19:02","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1305","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"1","filter":"raw"},{"ID":1293,"post_author":"20","post_date":"2014-09-15 17:50:39","post_date_gmt":"2014-09-15 12:20:39","post_content":"\n

As a person who has worked as a CIO for a large international organisation, I will use the CIO\u2019s role as an example and take a few issues that I have faced, some mistakes that I have committed and some successes that I have had and talk about what I have learned from these experiences.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I hope that this can serve as a starting point of a discussion on the general issues of learning from mistakes and successes.<\/p>\n\n\n\n

The following are the list of items that I propose to take up for discussion over the next few posts.<\/p>\n\n\n\n

1. Friendship and work relationship should be kept separate \u2013 you may need to make uncomfortable staffing calls<\/p>\n\n\n\n

2. Do not lose sight of the ball<\/p>\n\n\n\n

3. Listen to your users \u2013 if they voice any concern the problem is bigger than you think<\/p>\n\n\n\n

4. Small deliverables matter \u2013 sometimes even more than one large deliverable<\/p>\n\n\n\n

5. Always have user visible deliverables<\/p>\n\n\n\n

6. Make sure that you have the money and time to back up your boast \u2013 be realistic<\/p>\n\n\n\n

7. Be technologically competent and aware \u2013 make sure you can discuss with users and present alternatives to them \u2013 a dumb CIO is a dead CIO<\/p>\n\n\n\n

8. Stakeholder, stakeholder, stakeholder \u2013 always keep them in the loop<\/p>\n\n\n\n

9. Handle issues directly and immediately<\/p>\n\n\n\n

10. Use your own judgement \u2013 but seek inputs from all<\/p>\n\n\n\n

11. Technologies change \u2013 you can\u2019t always have the latest<\/p>\n\n\n\n

12. Always put the business first \u2013 users first \u2013 no IT arrogance. Implement features that the users want, not what you fancy<\/p>\n\n\n\n

13. Communicate your success stories, communicate enthusiastically<\/p>\n\n\n\n

14. Accountability (and governance) \u2013 keep this in mind<\/p>\n\n\n\n

In the next post we look at one very important lesson that I have learned as a manager: Friendship and work relationship should be kept separate; you may need to make uncomfortable staffing calls.<\/p>\n","post_title":"Learning from your previous (and current!) job","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"learning-from-your-previous-and-current-job","to_ping":"","pinged":"","post_modified":"2024-01-29 08:18:28","post_modified_gmt":"2024-01-29 08:18:28","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1293","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1207,"post_author":"33","post_date":"2014-09-08 01:00:57","post_date_gmt":"2014-09-07 19:30:57","post_content":"\n

\"\"\/<\/figure>\n\n\n\n

Appraisal dialogues are dreaded events both for the manager and the reportee.  Appraisal dialogue can leave both of them energized, motivated and drive towards next level of performance or can leave both of them feeling low and negative, depending on the way the dialogue is conducted. Here are two scenarios to contrast\u2026..<\/p>\n\n\n\n

<\/b>Appraisal Dialogues<\/b><\/p>\n\n\n\n

(Roles: Pram & Priya \u2013 PMs; Divya \u2013 Delivery Manager; Basu \u2013 Business Head;  Pram & Priya report to Divya who in turn reports to Basu) <\/b><\/p>\n\n\n\n

Scene 1: <\/span><\/b><\/p>\n\n\n\n

Pram: Divya, when can we have my appraisal discussion? I have updated my self-appraisal in the system 2 weeks back.<\/p>\n\n\n\n

Divya: Pram, it has been quite hectic for me. Can you look up my calendar and schedule 30 to 45 min slot, preferably towards the latter part of the day?<\/p>\n\n\n\n

Pram schedules the meeting. Pram comes to Divya\u2019s cabin on the scheduled day.<\/p>\n\n\n\n

Divya: Hi Pram, Anything urgent? What happened to the issue that Customer escalated yesterday?<\/p>\n\n\n\n

Pram: That issue is under control, no concerns. I came for the appraisal discussion.<\/p>\n\n\n\n

Divya: Oh, yes, I noticed the meeting request in the calendar. But unfortunately something important has come up and I need to meet Basu right now. Pram, can we please meet tomorrow? We can squeeze in some time during lunch break.<\/p>\n\n\n\n

Pram & Divya meet next day.<\/p>\n\n\n\n

Divya: Hi Pram, I have 40 minutes before next meeting starts. Let\u2019s quickly get to the specifics. I saw your self-appraisal and saw the ratings you have put. We might have some disagreements there. My assessment is that last year you did well in tracking the project tasks to closure, but you can improve on project planning. \u2026.. One of the areas of improvement is communication with Customer & containing escalations; I heard some of your team members complaining about conflict between members. Probably conflict management is another area to improve. \u2026 And in my view overall rating is \u2018Met Expectation\u2019.<\/p>\n\n\n\n

Pram: Divya, I have written in my self-appraisal in detail for each area what I have done last year and what I need to improve. I feel my performance is \u2018Above Expectation\u2019. Especially compared to Priya I have done much better.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

\u2026\u2026.<\/p>\n\n\n\n

Divya: So, let\u2019s agree for \u2018Met Exception\u2019 rating. I will update the Appraisal system.<\/p>\n\n\n\n

Pram: Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, I will do my best. But Basu has some reservation. He was saying that your visibility needs to improve. Let\u2019s see.<\/p>\n\n\n\n

Scene 2:<\/b><\/p>\n\n\n\n

Divya (on phone): Hi Pram, How are you? Hope everything is fine?<\/p>\n\n\n\n

Pram: Hi Divya, yes, things are going fine.<\/p>\n\n\n\n

Divya: Pram, I saw you have completed your self-appraisal. How about we meeting and having a discussion day-after-tomorrow? I am looking at my calendar. How about having it first thing in the morning, say from 9AM to 10AM? Would that work for you?<\/p>\n\n\n\n

Pram & Divya meet as scheduled.<\/p>\n\n\n\n

Divya: Hi Pram, How is life? How is family doing? Any vacation plans?<\/p>\n\n\n\n

Pram: Thanks Divya. Things are going fine. Yes, we are planning to go to Neelagiris Hill station.<\/p>\n\n\n\n

\u2026\u2026 some more personal discussions \u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, I have gone through your self-appraisal. But it will be good to hear from you so that we can have a conversation. How was the year gone by?<\/p>\n\n\n\n

Pram: If I look back, last year was quite fruitful and successful in my view. I could manage to complete the 2 projects on time and within budget. We got some good appreciations from Customers and team is quite motivated. \u2026\u2026.<\/p>\n\n\n\n

Divya gets a call from Basu.<\/p>\n\n\n\n

Divya: Good morning, Basu. I am in an appraisal discussion with Pram. Can I call you back at 10AM? Ok. Thanks.<\/p>\n\n\n\n

Divya: Sorry about that interruption. Pram, I think overall you did great last year. I am quite happy that you could handle some difficult situations with Customers and some sensitive issues in the team well.<\/p>\n\n\n\n

\u2026\u2026 some more discussion on the positives\/achievements, \u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking back, what could you have done differently\/better? How could you have prevented some of those problems in the project that impacted the Customers, team, organization and also negatively impacted your health? Any thoughts?<\/p>\n\n\n\n

Pram: \u2026\u2026\u2026<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Some more conversations on what could have been done better \u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/p>\n\n\n\n

Divya: Pram, looking forward, do you have any personal vision\/aspirations, what you want to be doing in the next 3 to 5 years from now, etc.?<\/p>\n\n\n\n

Pram: I would like to pursue managerial path and would like to grow into a good program manager in the next few years.<\/p>\n\n\n\n

Divya: We can look at those career possibilities. In your view, what would be some of the developmental areas for you to grow into that role?<\/p>\n\n\n\n

Pram: I think I need to improve on \u2026..<\/p>\n\n\n\n

Divya: Have you thought about any developmental programs related to the vision that you mentioned and the areas of improvement that you mentioned?<\/p>\n\n\n\n

Pram: I have some thoughts. But any suggestions from you would be useful. I have heard good things about IIMB PGSM program and PM Power APPM program, but don\u2019t have details. Do you know anything about them?<\/p>\n\n\n\n

Divya: Sure I can send you more details about them. You go through them. Then we can discuss further. I think we had a good discussion, covered different areas. Based on all these discussions would you like to go over the self-appraisal and reflect upon some of the points, look at the ratings once again?<\/p>\n\n\n\n

\u2026\u2026\u2026\u2026\u2026\u2026\u2026 some more discussions and Pram & Divya broadly converge \u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n\n\n\n

Pram: Finally, Divya, what about my promotion recommendation?<\/p>\n\n\n\n

Divya: Pram, we can discuss that. How would you realistically assess your readiness for the next position? We discussed about the areas of improvement, growing into program manager role etc. Where would you place yourself in that context? It is better to grow into a position than get put into a position \u2013 that way one becomes more successful, gains more respect & acceptance from the stakeholders. You might have heard about 3 dimensional career growth: Career Enlargement (breadth), Career Enrichment (depth \u2013 specialization in certain areas), Career Enhancement (progression). People think moving up the ladder is the only growth. But a more holistic growth which provides a longer runway for people, is the 3 dimensional growth. Based on today\u2019s discussions, you may want to reflect upon further. How about scheduling a separate meeting for that? It\u2019s important that we discuss those things.<\/p>\n\n\n\n

Pram: Sure, Divya. I look up your calendar and schedule a meeting for us to discuss. Thanks for your time and for all the inputs.<\/p>\n\n\n\n

Divya: Thanks Pram. Continue doing good. I am glad that you are in my team. Basu also has positive impressions about you. All the best wishes. Have a great vacation at Neelagiris.<\/p>\n\n\n\n

How would you like your appraisal dialogue to be?<\/p>\n","post_title":"Effective Appraisal Dialogue - How not to and How to","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"effective-appraisal-dialogue-how-not-to-and-how-to","to_ping":"","pinged":"","post_modified":"2024-01-29 15:34:58","post_modified_gmt":"2024-01-29 15:34:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1207","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1254,"post_author":"31","post_date":"2014-09-01 11:00:46","post_date_gmt":"2014-09-01 05:30:46","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

Several years ago, when I was getting started on becoming a coach, a good friend recommended the book \u201cCoaching for Performance\u201d by Sir.John Whitmore (JW). Although I did not pause to ask the question then, I do now: \u201cCan one learn swimming by reading a book?\u201d So, what is the point of reading about coaching when you have to learn by jumping in and doing it? To take it even further, why should you, as an aspiring coach perhaps, be reading this article right now?! Are you not better off spending the time in more fruitful activities in preparing to be a coach? Rather than answering these questions right away, let me park them for the time being. But I promise to come back to them at the end of the article.<\/p>\n\n\n\n

Let us now go back to the book by .JW. Up front, I must clarify that this is not a book review per se. Nor is it an attempt to promote the book. Coaching for Performance has already sold over 500,000 copies worldwide and has been translated into 22 languages. It scarcely needs my endorsement!! So, my objective is to bring it to your attention if you not already aware and share with you how I got great value from it \u2013 to get started and on an ongoing basis - even now, years later.<\/p>\n\n\n\n

As I think back, the first effect the book had on me for to clear up some \u201cmental cobwebs\u201d about coaching. Clearing those opened the windows so to speak and let the light in. Here are some sample cobwebs which got swept away with lessons from JW.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is a remedial for poor performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

To me the term coaching meant a \u201cremedial\u201d situation! Only laggards needed it, I thought. Perhaps a hangover from my school days, when only the poor souls who could not handle, say, the nine point circle theorem went for coaching (tuition, it was called then) in math. Parents would try to hide the shameful fact that their progeny needed such help! I guess it is different now when going in for high-end coaching classes is kind of a sine qua non for ambitious kids (to be flaunted than hidden by their even more ambitious parents!). But now, JW was telling me that \u201ccoaching is unlocking people\u2019s potential to maximize their own performance\u201d \u2013 so, the \u201cremedial only\u201d cobweb was the first to be cleared from my mind. No doubt poor performers need help \u2013 but that would be training & skill development rather than coaching in JW\u2019s parlance.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching is of no use for high performers<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

The next cobweb is like an extension of the first one. Why would a cricket player considered among the batting legends of all time need a coach? What value would, say, a Gary Kirsten or Duncan Fletcher have added to Sachin Tendulkar and his batting? Here again, JW came to my aid. He said that a coach should recognize that the \u201cinternal\u201d obstacles (in the mind) for improved performance are often more daunting than the external ones. He also said that a coach takes one\u2019s performance to a level which one cannot reach by oneself. In the case of Sachin, despite his great talent, some of the mistakes he made at the crease may have come from his own lack of awareness that he was even making them. His coaches would have surely helped him become more aware and have him focus on addressing the underlying causes. In my later years as a coach, I was to see some really capable project managers (but not quite Sachin-like!) who had such mental blind spots inhibiting their performance. So, coaching has broad applicability. Went out another cobweb!<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Coaching, mentoring, and counseling \u2013 all the same!<\/b><\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n
\"image\"<\/a><\/figure>\n\n\n\n

The last of the sample cobwebs has to do with the terms \u201ccoaching\u201d and \u201cmentoring\u201d. Like most people, I tended to use them interchangeably when I got started as a coach. JW\u2019s semantics did not support that. As per him, coaching is about helping the coachee become more self-aware through open-ended questions & other techniques. The coach should enable him to take responsibility to find his own answers. In other words, it should not be prescriptive. Mentoring, on the other hand, is typically, a case of a more experienced person providing directed help in improving performance (like an apprenticeship).<\/p>\n\n\n\n

In my case, the above distinction between coaching and mentoring caused a bit of a dilemma. I was going to be a coach to people in the domain (software projects) in which I had worked for over three decades. My domain background would surely be of use in the coaching process. So, my coaching would have naturally tended to become mentoring oriented. But JW\u2019s note of caution was that this would hinder the coachee from realizing his full potential in the long run. I first thought I had to choose one of the other as my dominant style. But as it turned out later in actual practice, I learnt to use a blend depending on the coachee\u2019s need. But I had to be very conscious of directly citing my experience and \u201ctelling\u201d the coachee only when warranted.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I could go on for a while on just the cobwebs part. However, like I said, that was the just first area of help I got from the book. Down the line, I was to gain significantly for actual coaching practice - more on that in future articles.<\/p>\n\n\n\n

So, have I sort of already answered the question that I raised in the beginning of the article: how can you learn coaching from reading a book? If not, I hope that this article has at least aroused your curiosity to read JW\u2019s book. See if it equips you and excites you (as it did for me) to take that leap into practice!<\/p>\n\n\n\n

Cheers!<\/p>\n","post_title":"Coaching for Performance - Discovering Whitmore","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"coaching-for-performance-discovering-whitmore","to_ping":"","pinged":"","post_modified":"2024-01-29 10:55:58","post_modified_gmt":"2024-01-29 10:55:58","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1254","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":989612,"post_author":"31","post_date":"2014-09-01 10:51:08","post_date_gmt":"2014-09-01 05:21:08","post_content":"\n

\"image\"<\/a><\/figure>\n\n\n\n

The motivation for this series of articles is to share my personal journey as a \u201cperformance\u201d coach for software project managers since 2006. These days, one sees a number of professionals in their late career starting out as coaches \u2013 former CEOs, senior HR professionals, operations executives and so on. I hope that this series would be of use to them in understanding and preparing for what lies ahead.<\/p>\n\n\n\n

Firstly, let me share reasons as to why I myself chose coaching as a professional pursuit.<\/p>\n\n\n\n

1. After working in software delivery for over 25 years, I was getting a sense of d\u00e9j\u00e0 vu in leadership roles \u2013 \u201cmore of the same\u201d syndrome regardless of the companies I worked for. I simply grew tired of it and wanted to try something different, yet connected to my experience.<\/p>\n\n\n\n

2. I was also reaching a stage in life & career where I wanted to do something more \u201cmeaningful\u201d. I figured that being of assistance to others is a very meaningful activity \u2013 in this case, assisting young professionals in meeting the demands of their managerial roles.<\/p>\n\n\n\n

3. Thirdly, I observed that in many organizations, developing the potential of employees was a lofty goal \u2013 but only on paper with little to show for it as a formal practice. But there seemed to be a crying need of managers to get contextual help in their jobs that was largely unmet by people practices in their organizations. So, there was indeed a business opportunity for performance coaching.<\/p>\n\n\n\n

With the above, I felt I had strong enough reasons \u2013 in terms of my experience, inclination and opportunity. Those of you contemplating a similar move need to identify your own set of reasons<\/b> for doing it. It is important since developing oneself as a coach is long haul<\/b> with many twists & turns \u2013 your personal reasons & commitment are ones that would sustain you.<\/p>\n\n\n\n

Preparing for it<\/b><\/p>\n\n\n\n

So, how did I prepare for the new role of a coach? Did I get myself a coach to coach me to become a coach? No, I did not and probably could not. But I had the good fortune to work with friends & colleagues from whom I could learn virtually every day. I noticed how with one of my friends (not a coach by profession!), very many people came to seek advice and wondered about the reasons for it. It dawned on me that he had a way with people. Very simply,<\/p>\n\n\n\n

- He made quality time for people who sought his advice<\/p>\n\n\n\n

- He listened with empathy & without passing judgment on what they said \/ did<\/p>\n\n\n\n

- He was genuinely interested in helping them - but he helped by enabling them to find their own answers<\/p>\n\n\n\n

So, the lessons for me were that one needs a composite of skills, beliefs and attitudes<\/b> \u2013 not just past experience in the domain, of which I had plenty.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

I found that skills<\/b> are relatively the easier part. As a coach, you need to be able to listen<\/b> extremely well. You need to empathize<\/b> (which was not difficult for me since most coachee situations were not dissimilar to what I had gone through over the years). However, some skills were not that easy. After a long time being in \u201ccommand & control\u201d positions in organizations, it was not easy to resist \u201ctelling\u201d<\/b> coachees what to do based on my own experience. Although I understood the \u201cpower of questions\u201d<\/b> at an intellectual level, I had to consciously practice it to make it a natural style of interaction with coachees. I am still learning on the job\u2026<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Changing my well-entrenched beliefs<\/b> was\/is the next higher hurdle. All my life, I had been recognized & rewarded for my quick judgement of people and how best to leverage their current ability for the good of the project and the organization. Now, I had to think differently \u2013 start believing in the potential<\/b> of people. The often-cited example is that everyone is like an acorn \u2013 tiny for now but could become a giant oak tree. Ok, ok, not everyone is that tiny to start with or will grow that big! But almost everyone does have the potential to grow far beyond<\/b> what they currently demonstrate on their job. Consciously taking off my \u201cjudgement\u201d hat on what someone can or cannot achieve has been perhaps the most difficult.<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

In terms of attitudes<\/b>, there are big changes in mindset needed to succeed as a coach and face frustrations which are bound to be there. In my experience, some of the major ones are as follows:<\/p>\n\n\n\n

- The success or failure of coaching is not absolute and not defined by the coach \u2013 it is defined by the coachee<\/p>\n\n\n\n

- Having said that, as a coach, one needs self-check periodically whether all possible approaches are being tried (not giving up easily and going the \u201cextra mile\u201d for the coachee)<\/p>\n\n\n\n

- Learning & being effective as a coach is a continuous journey and there may be some coachee situations beyond the coach\u2019s ability to help<\/p>\n\n\n\n

- Before professing self-awareness to others, the coach needs to become more self-aware oneself - introspect on actions, thoughts & feelings (setting aside quiet time late at night or at the crack of dawn)<\/p>\n\n\n\n

So, my approach to preparing myself was studying people I knew who were very good with people. I did focus on key skills mentioned above. I also read quite a bit on the subject (I was greatly influenced by Sir John Whitmore\u2019s book on \u201cCoaching for Performance\u201d \u2013 more on that in a later article; refer http:\/\/www.performanceconsultants.com\/sir-john-whitmore). But ultimately, I learnt by jumping in and doing it! Actual coaching improved my confidence over time. It also gave me much food for thought \u2013 to introspect and improve.<\/p>\n\n\n\n

A friend of mine once told me that unlike in chess where you find child prodigies, in the game of bridge, you do not. You just have to keep playing the game over years to reach high levels of success with your partner. So, it is with coaching. With experience, you get better with facing diverse coaching situations. With some partners (coachees), you will together achieve a certain degree of \u201csuccess\u201d. With others, may be more or less. It is a life-long learning about people and what makes them tick. It is also learning about your own self on an ongoing basis! More to come \u2013 watch this space...<\/p>\n","post_title":"Journey of a coach - the beginning","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"journey-of-a-coach-the-beginning","to_ping":"","pinged":"","post_modified":"2024-01-29 10:56:10","post_modified_gmt":"2024-01-29 10:56:10","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1232","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1175,"post_author":"30","post_date":"2014-08-24 16:00:20","post_date_gmt":"2014-08-24 10:30:20","post_content":"\n

\"Road<\/a>A common question that many organizations have is related to the business benefits in terms of top-line, bottom-line or risk management and mitigation. Would an initiative on a path of Business Excellence be helpful?<\/p>\n\n\n\n

A study conducted by the National University of Singapore in 2009 found that, over a four-year period, the productivity of leading business excellence organizations that have won the Singapore Quality Award (SQA), as measured by value-add per employee, was 35% higher than their industry counterparts. The positive impact on productivity was also established in an earlier 2008 study which found that the annual increase in value- add per employee of SQA winners was 33% higher than their industry counterparts.<\/p>\n\n\n\n

Some excerpts from the report:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

Other case studies and experiences shared by many award and prize winning organizations have highlighted the increase in cross-functional conversations within an organization as well as with the stakeholders such as suppliers, partners etc. have reduced many operational wastages and also helped accelerate innovative solutions for improvements and product breakthroughs.<\/p>\n\n\n\n

The key to success of a Business Excellence program is a clear articulation of the commitment from the senior leadership team and they walking the talk and being role models.<\/p>\n\n\n\n

Reference: www.spring.gov.sg<\/a><\/p>\n\n\n\n

Picture courtesy  Fr\u00e9 Sonneveld<\/a> from http:\/\/unsplash.com\/<\/a><\/p>\n","post_title":"What are typical benefits of a Business Excellence Program?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-are-typical-benefits-of-a-business-excellence-program","to_ping":"","pinged":"","post_modified":"2024-09-13 20:29:34","post_modified_gmt":"2024-09-13 14:59:34","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1175","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":1167,"post_author":"30","post_date":"2014-08-24 10:25:13","post_date_gmt":"2014-08-24 04:55:13","post_content":"\n

\"\"<\/figure>\n\n\n\n

This is a question that I get asked frequently.<\/p>\n\n\n\n

In my close to 20 years of association with some national Business Excellence Award programs, I would stress on just two aspects.<\/p>\n\n\n\n

To ensure that the growth of any organization is balanced<\/strong><\/em> and that results are caused by intention \u2013 and hence sustainable<\/strong><\/em>.<\/p>\n\n\n\n

With these two objectives, other sub-objectives may be identified which would include systematic planning, reviews and refinements and an obsessive connect with all stakeholders.<\/p>\n\n\n\n

While there is an opportunity to be acknowledged as an excellent organization by a neutral external agency [at a national level], most organizations that have embarked on a journey of business excellence have done so to strengthen their internal systems and enabling the growth of a cohesive organization.<\/p>\n\n\n\n

Through alignment of objectives by effectively cascading them from the senior leadership and create shared goals to integrate the functions of various departments, organizations have been able to improve their performance as seen and experienced by all stakeholders.<\/p>\n\n\n\n

Some commonly seen, specific, improvements include:<\/p>\n\n\n\n

Risk management and governance<\/strong> \u2013 while a common practice is to get an external assessment \/ audit of risks, having a cohesive governance approach will let an organization identify risks early and implement corrective actions to mitigate critical risks<\/p>\n\n\n\n

Supply chain improvement<\/strong> \u2013 Business Excellence approaches force an organization to think of the key process and value chains on a continual basis. This will help an organization make the supply chain activities more efficient \u2013 with a direct impact on the cost saving<\/p>\n\n\n\n

Aligned organization <\/strong>\u2013 Business Excellence programs typically will involve a lot of collaboration and cooperation across levels of hierarchy and across organizational silos. While this can be an ice breaker when such a program is launched, the expected in-built need for review rhythms and fact based management approaches will greatly help employees not only understand the big picture of the organization Vision and Mission, but also be clear of the contributions expected from them.<\/p>\n\n\n\n

A Business Excellence program builds on the Quality programs \u2013 that enable defect prevention through Quality assurance, audits etc. as well as operational excellence initiatives to increase productivity and adds the customer dimensions as well in a balanced model, so that the Sales, Delivery and Operational excellence aspects are in sync and help deliver sustainable results<\/p>\n\n\n\n

So, typically the objectives of a business excellence program can be as follows:<\/p>\n\n\n\n

\"image\"<\/a><\/figure>\n\n\n\n

What has been your experience?<\/p>\n\n\n\n

<\/p>\n","post_title":"What should be the scope of a Business Excellence initiative?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"what-should-be-the-scope-of-a-business-excellence-initiative","to_ping":"","pinged":"","post_modified":"2024-09-13 20:21:13","post_modified_gmt":"2024-09-13 14:51:13","post_content_filtered":"","post_parent":0,"guid":"http:\/\/blogs.pm-powerconsulting.com\/blogs\/?p=1167","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":11},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};

\n