“When one loosens the framework of one’s mind, new ideas will start germinating.” — J M Sampath

Executive Coaching

Introduction

Leadership effectiveness is by nature a complicated subject and heavily dependent on the skills, attributes, experiences and job demands of the individual at hand. Much has been written about what it takes to be a successful leader. While we embraced the importance of "core leadership competencies" and learning agility as important ingredients for success, we believe the key foundational element for effective leadership lies in the notion of "know oneself" – having clear insight about one's strengths and opportunities for development. At Arpitha, we have built our coaching model around understanding the clarity of one's vision and values as a starting point for both improving performance and helping executives to lead more meaningful lives.

Process

Our coaching process is straightforward, structured yet flexible in meeting the needs of our clients.

  • We set a clear contract of what you can expect from us and what we expect from you.
  • We use a highly valid and reliable leadership assessment tool called the Value Profile Instrument (VPI) to help with exploring and identifying the high priority needs as a process of self-development as well as organizational development. The VPI uses multi-rater system to collect data from direct reports, immediate supervisor and colleagues along with self-assessment to gain additional insights into the value profile.
  • We work with the executive to draw up a clear development/action plan that is rooted in meeting the needs of the business as well as providing for personal growth.
  • We work with the executive through the step of implementing the development plan to ensure appropriate actions are taking place, corrections are being addressed and that we are staying on track.
  • Finally, we complete the engagement with an overall evaluation of how the coaching process went and what next steps the executive might wish to consider as they move on from the coaching relationship.

As mentioned above, a unique and proprietary leadership tool is the Value Profile Instrument (VPI). The output from the VPI is a value profile that provides powerful insights into five key dimensions of personal effectiveness:

  1. Achievement Orientation
  2. Sociability Orientation
  3. Leadership Orientation
  4. Learning Orientation
  5. Integrity Orientation

Further, the VPI is used to highlight three important areas that govern our behavior at work. These areas are characterized by the following styles:

  • Leadership style
  • Collaborative style
  • Followership style

Here is a schematic of how the Coaching process works

Electronic Data collection for
The Value Profile Instrument.
Includes input from self, peers, direct reports and supervisor
Analysis of the responses and the generation of a personalized value profiles

One on one coaching with the participant  regarding output from the profile and the  development of action plans

Support provided via face-to-face, by phone, and on-line for the period of the engagement

Participant re-takes Value Profile
Instrument at the end of one year
and progress is reviewed

Takeaway from the VPI Feedback and action planning sessions are:

  • A safe space where the Leader can articulate his/her strengths and weaknesses.
  • An evaluation which does not slot people but enable the dynamics to evolve.
  • The changes articulated for actions are based on realizations.
  • A complete growth monitoring process which provides systematic development and maturity in the Leadership.
  • A deeper reflection on the causative dimensions of the strengths and weaknesses rather than quick fix solutions.


The Competencies this workshop aims to build in the Participants:

General outcomes from engaging in our coaching process using the VPI include but are not limited to:

Action oriented approach: The ability to pursue work with energy, drive and a strong accomplishment orientation.

Self-development: The ability to actively seek to understand his/her own strengths and weaknesses, and work on continuous improvement.

Self-confidence: The ability to envision and embrace a mindset of success as one move forward in their career and life – the development of a deeper and stronger self.

Context sensitivity: The ability to understand the various dimensions of the environment that we take action within so that we can make appropriate decisions.

Learning agility: The ability to learn from our actions and embrace a mindset of discovery as we move forward at work and in life.

Developing people: The ability to coach and develop all people in the enterprise so that both individual and team performance is enhanced.

Participant Profile:

  • CEO’s
  • General Managers
  • Functional Heads
  • Department Managers
  • Hi-Potential candidates

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