A breakthrough path for leaders to become the successful ......Jean-François Cousin, MCC based in Asia since 1995 Coaching experience Selection of Clients • Master Certified Coach,

A breakthrough path for leaders to become the successful game changers of their lives, teams and organizations in our ‘VUCA’ world

Jean-Francois Cousin, [email protected]

mailto:[email protected]






Jean-François Cousin, MCC based in Asia since 1995

Coaching experience Selection of Clients

• Master Certified Coach, since 2012

• Director at the ICF Global Board of Directors

• Delivered over 10,000 hours of coaching and team facilitation since Oct ’06

• Author of ‘Game Changers at the Circus: how leaders can unleash Greatness in their organization’

• Former Managing Director of a Fortune-500 Company in Thailand (1998-2004)

https://www.amazon.com/Game-Changers-Circus-Greatness-Organizations/dp/981095655X/ref=tmm_pap_swatch_0?_encoding=UTF8&qid=&sr=







National Palace Museum, Taipei, photo Jean-Francois Cousin




The big picture and its hard truths

• The easy part of the growth is over

• Leaders now work in a ‘VUCA’ environment

•Collaboration and agility are critical to organizations’ success

Leaders should role-model and enable collaboration and agility in their organization.

How can we help?

the ‘game’ of business has changed, leaders must become game-changers

Raising Agility and Collaboration

• Unhealthy levels of self-esteem

Symptoms of unhealthy levels of self-esteem: toxic behaviors

Fake superiority / pretence of invulnerability

Limiting beliefs about themselves

Black-and-white judgments or/and

‘playing the smartest guy in the room’

Fear of mistakes / perfectionism and micro-management

Hanging out only with one’s ‘gang’

Change resistance and the comfort-zone of managing silos

Raising Agility and Collaboration

• Unhealthy levels of self-esteem

• Risk and mistake avoidance, discomfort with uncertainty

• Directive management lowering accountability and engagement levels

• Lack of collaboration between departments

Agility

learn from mistakes

keen to experiment

comfortable not knowing

versatile thinking

courageous decision-maker

eager learner

Traits of an agile leader

Copyright © 2017, www.greatness.coach all rights reserved

http://www.greatness.coach/

Collaborative relationships

Team aligned on the Vision and ‘way of working together’

Team-members help each other

play at their best

Effective Collaboration

Boosters of collaboration



Self-awareness

www.greatness.coach

Self-awareness

www.greatness.coach

Self-acceptance

Self-awareness

www.greatness.coach

Self-acceptance

Mindful Growth

Self-awareness

www.greatness.coach

Self-acceptance

Mindful Growth

Self-trust and self-esteem

Authenticity, humility & vulnerability

Healthy self-esteem replaces toxic behaviors

by behaviors supporting collaboration and agility

Let go of… Embrace…

Fake superiority / pretence of invulnerability

Limiting beliefs about themselves

Black-and-white judgments and/or

playing the smartest guy in the room

Fear of mistakes / perfectionism and micro-

management

Hanging out only with one’s ‘gang’

Change resistance and the comfort-zone of

managing silos

Humility and openness

Their aspirations

Their ability to help others perform at their

best

Mistakes as sources of growth, and

empowerment

Interest in others

Purpose and change-driven leadership



www.greatness.coach

Self-awareness

Self-acceptance

Self-esteem & self-trust

+ -

Authenticity, humility &

vulnerability

Openness to others

Mindful Growth

The path from self-awareness

to collaborative relationships

Look at your neighbor… and say what strength or beauty you see in her/him

Self-awareness

Self-acceptance


+ -


vulnerability

Helping others grow

Openness to others

Mindful Growth

The path from self-awareness

to collaborative relationships www.greatness.coach

Self-awareness

Self-acceptance


+ -


vulnerability

Helping others grow

Openness to others


Mindful Growth

The path from self-awareness to collaborative relationships



From collaborative relationships to effective collaboration


Team aligned on the Vision and ‘way of

working’

Team-members help each other play at their

best

Effective Collaboration

Authenticity, humility and vulnerability

TEAM LEADERSHIP



From effective collaboration to a collaborative, agile culture


Spread supportive beliefs & behaviors

Enhance organizational agility

Authenticity, humility and vulnerability

Effective collaboration

High performance Culture

ORGANIZATIONAL LEADERSHIP




Self-Leadership

Relational Leadership

Team Leadership

Organizational Leadership

4 steps towards High Performance through Collaboration and Agility

Team Leadership


http://www.greatness.coach/book/


As coaches, educators, HR leaders and CEOs,

who do we need to be with leaders, to support the growth of

agility and collaboration through them?

Agility

Pick up from mistakes

keen to experiment

comfortable not knowing

versatile thinking

courageous decision-maker

eager learner

Self-awareness

Self-acceptance


+ -


vulnerability

Helping others grow

Openness to others


Mindful Growth



Think of your ‘posture’, your way of being…

c

and it’s ripple effects* on the leaders you support (*impact)

Think of the ripple effects* of your being on a leader you support…

Who are you being when your coachee

becomes more agile and collaborative?

1

2

4

Full table

(*impact)

8 traits of a coach/supporter enabling in a leader higher confidence, agility in thinking and collaboration

• Authentic and humble

• Holistic listener

• Learner of Coachee’s Greatness

• Non-judgmental thinking-partner

• Comfortable with not knowing, with failure, trusting process

• Empathetic, yet detached from outcome

• Courageous feedback-provider

• Supportive challenger

Coachee

Coach

Let’s practice the posture of ‘a learner from the coachee’s Greatness’

• Authentic and humble

• Holistic listener

• Learner of Coachee’s Greatness

• Non-judgmental thinking-partner

• Comfortable with not knowing, with failure, trusting process

• Empathetic, yet detached from outcome

• Courageous feedback-provider

• Supportive challenger

Coachee

Coach

Suggestions of questions to ignite the session:

• What would you like to explore today?

• What makes this important to you?

• At a deeper level, what is it all about?

Coach’s posture Coachee’s posture with coach

Coachee’s posture with others

Ripple-effects on others (linked to agility & collaboration)

Shifts in coachee’s posture, enabling greater

collaboration & agility in the organization

Holistic listener Makes sense of her/his thinking, personal ‘experience’ and emergent learning

Listens to make others’ thinking visible

Think and contribute at best, listen and help to make others’ thinking visible

Empathetic, yet detached from outcome

Accountable for outcome, makes sense of conversation

Holds others accountable, in adult-to-adult relationships

More accountable, in adult-to-adult relationships with others

Non-judgmental thinking-partner

Crosses boundaries, attains self-acceptance

Less judgmental thinking-partner

Think more freely, less judgmental of others

Learner of Coachee’s Greatness

Learns and gains self-awareness as s/he ‘teaches’ the coach

Open to be taught by others Gain self awareness of one’s thinking, grow confidence; open to be taught by others

C

A

A

C

A

C

A

C


A C


Coach’s posture Coachee’s posture with coach

Coachee’s posture with others

Ripple-effects on others (linked to agility & collaboration)

Learner of Coachee’s Greatness

Learns and gains self-awareness as s/he ‘teaches’ the coach

Open to be taught by others Gain self awareness of one’s thinking, grow confidence; open to be taught by others

Authentic and humble Authentic and humble Authentic and humble Authentic and humble

Holistic listener Makes sense of her/his thinking, personal ‘experience’ and emergent learning

Listens to make others’ thinking visible

Think and contribute at best, listen and help to make others’ thinking visible

Non-judgmental thinking-partner

Crosses boundaries, attains self-acceptance

Less judgmental thinking-partner

Think more freely, less judgmental of others

Comfortable with not knowing, with failure, trusting process

Comfortable with not knowing and with failure

Comfortable with not knowing and with failure

Comfort with uncertainty and with failure

Empathetic, yet detached from outcome

Accountable for outcome, makes sense of conversation

Holds others accountable, in adult-to-adult relationships

More accountable, in adult-to-adult relationships with others

Courageous feedback-provider

Grows self as a ‘work in process’

Asks for and offers courageous feedback

Grow self-awareness and genuine self-esteem

Supportive challenger Experiments outside of comfort zone

Supportive challenger Experiment outside of comfort zone

8 shifts in coachee’s posture, enabling greater

collaboration & agility in the organization

A

C

A

A

A

C

C

C

C

C

C

C

A

A


A C


As coaches, which Asian influences do you embrace in your coaching?

1

2

4

Row / Table

Time Reasoning

Making sense

Learning

Perceiving

‘Truth’

Growth

A Coach’s posture rooted in both Western and Asian

Cultures triggers

greater agility and collaboration across an organization

Mastery

Time Linear Cyclical

Common Western experience Common Asian experience

Reasoning Rational Analogical

Making sense Beliefs systems and thinking

patterns Personal experience

Learning Goal-related ‘Journey’ related, emergent

Perceiving From what is said From silence and what

is not said

‘Truth’ ‘Absolute’ ‘Relative’

Search for knowledge Growth Search for wisdom



6 paths

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6 paths towards more Agility and Collaboration, facilitated by a coach posture rooted in both Western and Asian cultures



Think of the ripple-effects of your learning today, on your life and on the people you serve.

How will you make them the best possible?



Thank You for your agility & collaboration today

[email protected]







Greatness Leadership Coaching

Jean-Francois Cousin

@JF_Cousin

Website: www.greatness.coach

email: [email protected]

https://www.facebook.com/greatness.coach/

https://www.linkedin.com/in/greatnesscoach/

https://twitter.com/JF_Cousin








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https://www.facebook.com/greatness.coach



Self-Leadership

Relational Leadership

Team Leadership


4 steps towards High Performance through Collaboration and Agility

Team Leadership



Resource (click on picture for access)

http://www.greatness.coach/book

On Amazon: https://www.amazon.com/Game-Changers-Circus-Greatness-

Organizations/dp/981095655X/ref=tmm_pap_swatch_0?_encoding=UTF8&qid=1446086545&sr=1-1



https://www.amazon.com/Game-Changers-Circus-Greatness-Organizations/dp/981095655X/ref=tmm_pap_swatch_0?_encoding=UTF8&qid=1446086545&sr=1-1
























Resource (click on picture for a preview)

Available on Amazon (paperback and ebook)


Praise for the Book

“Game Changers at the Circus is a unique and charming story with important lessons for every leader. Jean-François Cousin’s creative energy springs from every page. Read this book and make a positive difference in your organization!”

– Ken Blanchard, co-author of The New One Minute Manager® and Leading at a Higher Level

“Enjoyable and compelling, this timely fable and its lessons read like a novel but serves as an

important business manual. With wisdom and context from a long and successful business career, Jean-François Cousin has painted a vivid picture of how to enact change effectively, with page after page of insight!”

– Marshall Goldsmith, a Thinkers50 Top Ten Global Business Thinker and top ranked executive coach, author of the NYT bestseller, What Got You Here Won’t Get You There

“Many organizations struggle to build a high-performance culture. Sometimes leaders can’t get aligned. Sometimes they disagree about what is most important. Let’s face it—sometimes it seems like a circus! Jean-François Cousin’s new book, Game Changers at the Circus, offers a powerful approach to change all that. Packed with easy-to-apply principles and practical action steps, this book will help you and your team achieve new levels of passion, productivity, and performance.”

– Ron Kaufman, New York Times bestselling author of UPLIFTING SERVICE: The Proven Path to Delighting Your Customers, Colleagues, and Everyone Else You Meet

“Game Changers at the Circus is a great story of the roles leaders can play in either limiting or accelerating greatness in an organization. The four leadership levels provide a framework for the future, as well as clarity around the essential behaviours contributing to the success of the organization.”

– Roland B. Smith, Vice President and Managing Director, Center for Creative Leadership

Enhance sense of self-worth, the foundation for transformation 6 paths

• At the start, explain what coaching is and what it’s not, what the coach’s posture is and what it’s not

• Discussing Lao Tzu’s thought may help focus the discussion appropriately

Copyright © 2014 1-2-WIN Co., Ltd. all rights reserved



Enhance sense of self-worth, the foundation for transformation 6 paths



6 paths

Enhance sense of self-worth, the foundation for transformation



Enhance sense of self-worth, the foundation for transformation

• Coach the ‘who’ • Confront and let go of fears (‘not good enough’, ‘not loved’, ‘not included’…) • Stakeholder-centered coaching: coachee regularly asks for feedback / advice • Gratitude and self-appreciation exercises • ‘Identify 100 positive things about yourself; what do they say… about you?’ • Articulate a “leadership brand” and “value-proposition” to stake-holders • Encourage meditation

6 paths

‘I am good enough … as a Work in Progress’

Coachee

Coach

Feedback helps me grow

Openness / eagerness to experiment outside of comfort-zone




Nurture authenticity, to truly connect with others and develop ‘adult-to-adult’ relationships 6 paths



Nurture authenticity, to truly connect with others and develop ‘adult-to-adult’ relationships

• Shadowing to track the ripple-effects of coachee’s authenticity

• Coachee experiments ‘coaching’ subordinates with similar adult-to-adult posture as her/his executive coach adopts

• Experiment saying ‘I’m wrong’, ‘I’m sorry’, ‘my mistake’ and the benefits

6 paths

‘Being truly authentic and vulnerable grows others’ trust in me’

‘Mistakes are part of the path to greatness’

Holding self and others accountable

Truly connecting to others




Revisit and update beliefs and behaviors to anchor truly collaborative leadership 6 paths












Revisit and update beliefs and behaviors to anchor truly collaborative leadership

• ‘Improvisation theater’-based exercises

• Games on different beliefs and behaviors (to anchor ‘be-do-have’ model)

• Invite coachee to let others know abouther/his ‘experiements’

6 paths

Less control, more empowerment

Embracing different perspectives

Trust in collaborative process

Taking the risk to trust and monitor




Shift focus from self to others, seeing their ‘best’ and helping them ‘play at their best’ 6 paths









Shift focus from self to others, seeing their ‘best’ and helping them ‘play at their best’

• ‘Risk’ trust, make others aware of it and monitor…

• Coach on how the coachee can draw out “more from them” (co-workers) and

“less of her/himself” in terms of contribution to collaborative work

6 paths

‘There is greatness in others’

‘It’s a loftier goal to help others contribute at their best than to be the smartest guy in the room’

‘I am secure enough to take care of others’




Acknowledge benefits of coaching on coachee’s comfort with diversity and uncertainty 6 paths



6 paths

• Anchor shifts in behaviors and beliefs, gains in sense of self-worth, authenticity, openness to others, comfort with not knowing, etc…

• Practice gratitude + self-appreciation exercises

More comfort with uncertainty ‘I trust myself enough to handle the unexpected at best’


Acknowledge benefits of coaching on coachee’s comfort with diversity and uncertainty



6 paths

Resources: • Prepare participants and forge 1:1 alliances with them • “Discover how outstanding your colleagues are” • “Certificate of appreciation” • “Improvisation theater” games (eg. ‘Yes, and…’) • Align ‘beliefs’ and ‘behaviors’ which will help the Team trigger more agility and collaboration in the Organization • Drawings – for example: Who I am / My passion / A tough moment in my Life and a lesson I learnt / 1 strength I bring to our team / Something I want to improve further as a team-player

Coach leadership-team, to instill greater collaboration & agility across the organization

Appreciation of others as persons & contributors Authentic behaviors Vulnerability and openness to others Helping others contribute at their best Openness to experimentation out of comfort-zone Aligned beliefs and behaviors about triggering greater agility and collaboration in the organization

Case Study on request +




Coaching tips and tools (click on the picture to open the tool)

The path from self-awareness to authenticity

http://www.greatness.coach/wp-content/uploads/2015/06/Self-awareness-exercises-GAME-CHANGERS-at-the-Circus.pdf

Coaching tips and tools


Accelerate your personal growth, way beyond your comfort-zone

Coaching tips and tools (click on the picture to open the tool)

http://www.greatness.coach/wp-content/uploads/2015/06/Finding-more-of-your-Inner-Greatness-book-GAME-CHANGERS-at-the-CIRCUS.pdf






Documents

A breakthrough path for leaders to become the successful ......Jean-François Cousin, MCC based in Asia since 1995 Coaching experience Selection of Clients • Master Certified Coach,