WE CAN HELP YOU

The Paradox of Business in Asia:

  • Grow the business but control costs
  • Achieve short-term results but ensure long-term sustainability
  • Implement global processes but meet local customer needs
  • Transit to global/regional share services and reduce local costs
  • Improve productivity now and develop future leaders

 

As a result of these paradoxes, our work with clients in the last 10 years and now is the sense of urgency around the following business challenges:

  • Providing vision and leadership in a climate of short term focus on activities with building a sustainable long term future
  • Delivering business results while managing constant change/transitions
  • Creating a high performance culture with effective team leadership
  • Developing the next generation of leaders for Asia
    • Transitioning managers to leaders
    • Developing Asian leaders with executive presence for a global impact.
  • Leading a diverse and multicultural senior and management teams

HOW WE CAN HELP YOU

CCP - meeting of the Executives

We can help you build organisational capability through:

The Situation

  • The executive is required to lead the organization through great change
  • The adoption of a new business strategy, or the appointment of a new CEO
  •  The onset of a major change process, M&A or restructuring exercise

The Role of the Coach

  • The coach acts as a “sounding board”, helping the leader to anticipate, understand and respond to major changes that affect the business
  • The focus is on helping the leader think through and take action on real business issues, as well as on the development of their own leadership skills or competencies
  • To complement other professional service support, such as strategy and process consulting, by enabling the leader to interpret, digest and integrate a number of initiatives, and move towards action
  • Encourage and support the leader to think – providing the time and space for personal reflection

Business Benefits

  • Greater capacity for new ideas and fresh thinking
  • Improved decision-making and execution
  • Leaders feeling more in control over events

What to Expect

  • 12 hours of face-to-face meetings, over a period of 6-12 months
  • Ongoing phone and email support
  • Written coaching exercises and reading relating to defining stakeholder needs, organizational networks, change scenarios, execution strategy, etc.

Getting Started

  • Strategic business coaching will normally be sponsored at the Board level, or via the corporate headquarters of an international company

Key Measures

  • Largely subjective perception of the leader based on the quality of the overall relationship with the coach

The Definition

  • To enable the leader to achieve success, however the individual defines this, by developing a realistic understanding of where they are and by creating momentum towards where they would like to be

The Situation

  • The leader needs to deliver significantly greater business results
  • The leader needs to enhance aspects of their leadership style or capability
  • The leader needs to close the gaps identified through a feedback process (such as 360 assessment, performance review, assessment center results and other employee research)
  • The executive is newly promoted to the leadership role
  • The leader is confronting issues of work/life balance, or is reflecting on their underlying values and motivation

Business Benefits

  • More effective, motivated and personally satisfied leaders focusing on results.
  • More chance of success and focus for newly promoted leaders
  • Investment in people is protected by supporting and ensuring the leader’s success

What to Expect

  • 3-5 hours of face-to-face meetings over an initial period of 3 -6 months
  • Frequent telephone and email contact
  • Scoping and goal definition with the key sponsor
  • Use of a Coaching work book and a program of reading
  • Possible use of a verbal 360, psychometrics or other forms of research

Getting Started

  • The need for executive coaching may be highlighted via the performance management system, a 360 report, succession planning activity or the appointment/promotion of a new leader
  • The line manager, or coaching sponsor, needs to ensure the full commitment of the executive to the coaching process
  • This is usually done by stressing the positive development aspects of coaching, and highlighting the investment that is being made in the individual and their success
  • The executive, or coachee, needs to be provided with a choice or appropriately experienced coaches – An area in which CCP has unrivalled capabilities
  • After an informal meeting with their preferred choice, the coaching can begin
  • CCP can provide communications support during this process, by providing for example, guidelines to coachees on how to select a coach

KeyMeasures

  • Measurable changes to leadership effectiveness and/or observable differences in behaviour

Based on our direct involvement of introducing coaching into more than twenty companies, we have developed a set of tailored coaching services to meet a variety of needs

KEY LEARNINGS

Coaching in Asia Pacific – CCP’s Key Learnings

  • Growing awareness by Senior Executives:
  • Coaching can increase their leadership effectiveness
  • Coaching has direct bottom line business impact as it deals with immediate business critical behaviors and relationships.
  • Realization that coaching is needed to develop and retain leadership talent as it focuses on the integration of behaviors.
  • Coaching is an effective intervention to ensure successful change and transition.

Why It is Needed

CHANGE – not just the rapidity and constancy but the DISCONTINUOUS nature of change

  • Make past experiences less relevant
  • New knowledge streaming faster
  • Inter-generational values gap larger

Reasons for Having a Coach

  • Individual specific – Enhance EQ, Achieve work-life effectiveness
  • Interpersonal – Develop Leadership breadth, Ensure successful transitions, Walk the Talk
  • Development Focus – not Problem “Fixing”

TRACK RECORD

Into our sixth year of operation, CCP assignments have become

  • increasingly regional in focus
  • wider in scope as well as
  • deeper in penetration of key clients.

Our client list includes Top Fortune 500 Companies in a wide range of sectors including, financial, technology, telecom, market research, public relations, pharmaceutical, medical supplies and consumer.

Some examples of our most recent work include:

  • Executive coaching for regional executives ( Managing Director, Regional President, Senior VP) of a number of multinationals in the high tech, finance and banking, telecom, oil and market research companies located in Singapore, Hong Kong and Sydney
  • Regional executive coaching assignments have expanded to senior country level assignments ( Country Head, Business Head ) in China, South Korea, Thailand, Malaysia, Australia and Singapore and
  • Assignments have expanded from line into functional positions including IT and CFO positions at the regional level
  • Delivery of in-house leadership development and education programs that include development coaching as a critical element of learning and self-directed change
  • Team coaching assignments as part of a global leadership development program to deliver on action-learning projects and
  • Feedback/360 degree coaching to regional leaders and country heads

These positive developments have indeed required that we bring on board additional associates in Singapore, China and Hong Kong to ensure the highest standards of service and individually customised programs to our corporate clients.

CRITICAL SUCCESS FACTORS

We are often in a position to advise the sponsor, usually a CEO or major function head, on how to introduce the topic of coaching to the executive and support the sponsor with communications We have available a range of best practice communication tools.

 

The factors that we focus on to ensure success in introducing any coaching assignment are as follows:

  • Ensuring the commitment of both the coachee and sponsor to the coaching process
  • Ensuring clear contracting with the sponsor over required deliverables, and the design of an appropriate measurements and monitoring regime, incorporating business individual and coaching indicators
  • The ability to coach the whole person – while focusing on the delivery of business results. The unique advantage of coaching is that we can go deep into the personal motivations, personality profile, and specific style of each individual. This requires masterful coaching – the ability to listen contextually, pursue deep questioning and the courage to tell the truth
  • The ability to act with high integrity, respect for confidentiality and a commitment, first and foremost, to the needs of the person being coached