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A one-on-one transformational engagement with those who enable and influence others - as leaders, enablers, teachers, professionals and administrators
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Transformational
Coaching
& Executive Mentoring
Transformational
Coaching
& Executive Mentoring
Email: [email protected]: +91.80.4125.2201
Cell: +91-98453-11659
What drives his engagementsWhat drives his engagements
A sense of adventure and willingness to
explore
to make the other
win
to impact to impact the other’s the other’s
journeyjourney
Upholding Upholding & &
engaging engaging divinity in divinity in
humanhuman
a deep a deep understanding of understanding of people, things, people, things,
events or events or situations,. situations,.
04/12/23 All rights reserved. [email protected] 3
The scope of engagementThe scope of engagement
Mentoring for self-mastery & fulfillment
Guidance & facilitation for learning and development of competencies and capabilities
Coaching for performance
04/12/23 All rights reserved. [email protected] 4
From being other-directed to self-directed
From choicelessness to choice making
From positional power to essential power
From reacting to responding appropriately
From holding back to spontaneity
From avoidance to confronting
From problem-focus to possibility focus
From delivering to enabling
From directing to facilitating
From dispensing to engaging with customers
From survival oriented to growth oriented
And more..
Shifts envisaged in the protégé
Shifts envisaged in the protégé
Limited byLimited by
Conditioned Conditioned Self concept of Self concept of
PowerlessnessPowerlessness& &
WorthlessnessWorthlessness
Powered by Powered by purposepurpose
Driven by Driven by valuesvalues
Ignited by Ignited by intentintent
Fuelled by Fuelled by life-giving life-giving
forcesforces
04/12/23 All rights reserved. [email protected] 5
The Accompaniment ProcessThe Accompaniment Process
• Managing resistance to learn
• Uncovering potentials
• Mapping role to potentials
• Development areas / comps – potential -> strength
• Managing resistance to learn
• Uncovering potentials
• Mapping role to potentials
• Development areas / comps – potential -> strength
• Understanding expectation of the role-space
• Development of relevant competencies
• Linking learning to contextual realties
• Commitment planning.
• Understanding expectation of the role-space
• Development of relevant competencies
• Linking learning to contextual realties
• Commitment planning.
• Action learning plan for context-relevance
• Agreeing on measurement metrics
• Observation, assessment and feedback
• Action learning plan for context-relevance
• Agreeing on measurement metrics
• Observation, assessment and feedback
READINESSFor Learning to
learn
READINESSFor Learning to
learn
APPLICATIONFor Learning to
earn
APPLICATIONFor Learning to
earn
DEVELOPMENTFor Learning to
live
DEVELOPMENTFor Learning to
live
04/12/23 All rights reserved. [email protected] 6
Approach: The Hourglass ModelApproach: The Hourglass Model
WHAT
HOW
WHY
WHO
CURRENT REALITY
OTHER-DIRECTED REACTIONS
CONDITIONINGS
BECOMING
INTENT
VALUES, LGFS & COMPETENCIES
SELF-DIRECTED PARTICIPATION & PERFORMANCE
PREFERRED FUTURE (GOAL)
04/12/23 All rights reserved. [email protected] 7
Framework: potentials to strengths
Framework: potentials to strengths
LIFE-GIVINGFORCES
CONCEPTUALKNOWLEDGE
COMPETENCIES
EXPERIENTIALKNOWLEDGE
STRENGTH•Near perfect•Consistent
EFFECTIVEEFFECTIVETALENTTALENT
VALUES
AREAS OFDEVELOPMENT
POTENTIALSUNCOVEREDPOTENTIALSUNCOVERED
04/12/23 All rights reserved. [email protected] 8
The Assessment ProcessThe Assessment Process
3-DCognition: paper and pencil testApplication: simulated role playsIntegration: observation on-floor
PsychometricFIRO-B (with customized interpretations)
Semi-structured essays
04/12/23 All rights reserved. [email protected] 9
Roles & responsibilitiesRoles & responsibilities
ROLES RESPONSIBILITIES
Protégé’s role description, KPIs and growth path Protégé
Assessment of protégé’s development needs based on competencies required to perform in current / future roles
Mentor-coach
Deciding on interventions needed in areas requiring development
Mentor-coach
Arriving at the mentoring / coaching style that will best suite the development process
Mentor-coach
Agreement for Commitment Planning for Learning to LivingEndorsement of COMPLAN by key stakeholdersA process for following up with key stakeholder Key milestones with measure of success
Mentor-coach
Protégé Stake-holders
Commitment to provideAction learning opportunitiesSupport from other role-holders having linkages
Protégé Stake-holders
04/12/23 All rights reserved. [email protected] 12
The Contracting ProcessThe Contracting Process
Identification of success factors for a specific current and potential role
Agreement regarding confidentiality boundaries
Identification of specific results expected
Confirmation that the chemistry is right
Clarity regarding roles and responsibilities
Agreement regarding milestones and timelines
Agreement regarding financial terms
04/12/23 All rights reserved. [email protected] 13
Recommended Engagement PlanRecommended Engagement Plan
1. Contracting with payment of sign off fee2. Pre-engagement session for assessment of coach ability, sensing
and contextual understanding 3. Kick-off within a week of pre-engagement session4. Min duration of engagement: 6 months (may be revised based
on coach ability)5. Session duration: 1.5 hours each6. Min No. of sessions = 12
a) 2 x 1.5-hour session per month b) Sessions spaced by not more than a fortnightc) Inter-session assignments, journaling and e-mail / chat
support
04/12/23 All rights reserved. [email protected] 16
Some testimonials … Indroneil
Some testimonials … Indroneil
“Provided excellent 1-1 specific and individually tailored coaching to staff which was found to be extremely beneficial by both the trainee and the organization.”
GM-HR of a financial BPO
”Model of Mastery…passion, devotion, energy, focus, courage and commitment”a great coach ... knows exactly what he is doing; he is profoundly knowledgeable about coaching as an art and as a profession…is an extraordinary master in coaching.”
GM-HR of an international publishing house
”The continued personal engagement of Indraneel … brings in continuity to the program and allows for long term support and measurement for each individual participant.”
Country Head of an subsidiary of an American fortune 500 company
”Very energetic… passionate about his mission of enabling human resources with soft skills and self-awareness. He's committed and expects the same from the client and the participants. Diligent in following up and open to stretch to help individuals.”
Program Director of Market Analytics BU
04/12/23 All rights reserved. [email protected] 17
Relevant LinksRelevant Links
Detail profile http://www.iprodigy.net/the_being/who_indraneel.htm
Linkedin profile & recommendations http://in.linkedin.com/in/indroneilm
Blogs http://neelism.blogspot.com http://signpost-thoughts.blogspot.com
Publications http://www.iprodigy.net/news/management.htm http://www.iprodigy.net/news/deccan.html
