Worldwide Association of Business Coaches Conference

Coaching at Digital Media

Jim Oher, Oher & Associates, Inc.Paul Jelinek, Senior Vice President, A & E

Networks

OHER & ASSOCIATES, INC. 2

Coaching at MTV Networks

“If you can’t describe what you are

doing as a process you don’t know

what you are doing”

W. Edwards Deming

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Agenda  About Oher & Associates Context of the Coaching – MTV Networks Why and How did this engagement begin? Oher & Associates Approach – Action informed

by inquiry advocacy and testing Goals and process MTV Coaching Model Q&A

Questions for Paul Questions for Jim Questions for the Profession

Additional Comments and Concerns

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Coaching Context at MTV NetworksThe Setting: MTV Network Learning and Organization

Development Department

Executive Coaching is defined as: “A one on one leadership tool to improve individual,

group and organizational effectiveness” .

Coaching is focused on changing individual behavior through: Assessment Feedback Action planning Action learning

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Coaching Drives Organization Change

 -                    

Development of future leaders

Retaining talent at all levels of the organization

Allowing leaders to more effectively manage change

Provides insights into our leadership and management development curricula

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Executive Coaching at the individual level 

BENEFITS:         1. Provides a confidential forum and an

objective listener

-     2. Involves a customized direct, one-on-one guidance and feedback for our leadership

-                     3. Delivers immediate results when

dedicated to relationships and a development plan

 

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Why and How did the Coaching begin?

Oher & Associates Approach:

Business Results through Action Inquiry

Advocacy

Testing

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Why and How did the Coaching begin?

Oher & Associates Approach:

INPUTS RESULTSA

cti

on

In

qu

iry

Advocacy

Testing

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MTV Coaching: Goals

Refined goals: 360 degree feedback process

How to work with Creative People Patience and inquiry ahead of

frustration Creating Synergy Partnership and Collaboration

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Oher-Jelinek Coaching PlanCoaching Plan

Understand and Respond to Audience Needs

Maximize Partnerships and Collaboration

Manage Staff Effectively and Build MTV Leadership

Engagement and Capturing of Imagination

Clarity

Teamwork

Sustainable Impact

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Process: Focus on for Business Results

Concept Understand and respond

to audience needs and interests

Actions Conduct pre-meetings to

explore the goals, objectives, and viewpoint of your audience

Interact inquiry with audience – let their answers guide you

Take the pulse of your audience

Be flexible--move discussion in different directions when necessary

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Process: Focus on for Business Results

Concept Maximize partnerships

and Collaboration with groups and Individuals

Actions Get people to share their

experiences and needs

Rules of engagement:

Make sure priorities are clear

Ensure that there is a clear process for working together (online, ad sales)

Ensure that all groups know what you do

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Process: Focus on for Business Results

Concept Engagement and

Capturing of Imagination

Actions Spark creativity through

show and tell Less is more in

presentations/way you communicate

Be Direct Speak in a language the

audience understands Recognize and address

audience needs

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Process: Focus on for Business Results

Concept Manage Staff

Effectively

Actions Advocacy Set clear expectations Review goals and objectives Set a clear set of deliverables

and a process for getting things done

Cross pollinate ideas between groups (wireless/video/games)

Use outside professional techniques to assist ongoing management

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Process: Focus on for Business Results

Concept Build MTVN

Leadership

Actions Be a thought partnership for

MTVN staff Be collaborative and helpful Don’t feel a need or try to control

or manage everything Be comfortable with ambiguity Cross pollinate ideas between

groups (wireless/video/games) Have a broad perspective--don’t

focus on your one group or NICK but MTVN

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Questions for Paul and Jim…

What did you learn from the coaching experience?

What did you take to A & E?

 What were the sustainable results or outcomes of coaching?

 What was the overall value of the coaching engagement—

for you?, For your team?, For the organization?

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Questions for Paul and Jim…

What were the strategic outcomes and business results as a result of the coaching?

 Is there anything you would change about the coaching process as you reflect on it?

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Implications for the Profession

Internal and organizational worlds

Multiple conceptual frameworks

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Additional Comments and Concerns

The 360 feedback process – extensive

The value of the coaching uncovered via the process

What would you do differently?

Dilemmas – pulling the plug -

Questions about coaching process – 360 feedback