Coaching Challenges “Reaching Effective Coaching” By K Lead - Cohort 1, team 3: Tareq M Ebrahim (KUFPEC) Ghada Al-Amer (KUFPEC) Shehab Abdulla (KOC) Ali Al-Nakib (KOC) Nouri BenSalamah (KPC) Nasser Al-Holi (KGOC)

Coaching Objectives in our Oil & Gas Sector The oil and gas sector is a highly regulated industry, with process-oriented ways of working ingrained into its culture and mindset. Companies have evolved in this way for a reason: in a high-risk environment everything needs to be followed to the letter. However, when everyone in an organization is focused on ticking boxes, human relationships, feelings and development are often sacrificed. The Charter Institute of Personal and has identified that this is a problem across multiple sectors. "Relationships are one of the most important assets in any business and are crucial in driving growth – yet they are rarely discussed and almost never measured," the company wrote in a recent informational release. When professionals are focused on process, ensuring employees and colleagues are motivated, engaged and communicated with in a way that promotes learning and value is often left by the wayside. This leads to poor relationships within teams, a lack of alignment with purpose and, crucially for regulated industries, a complacency that often leads to processes not being followed or resentment. Oil and gas companies need to reboot the human element of their business if they want to ensure they're motivating and engaging staff. However, moving away from process-oriented thinking is often harder than it looks. To tackle the problem, many oil and gas companies have started to turn to coaching to deliver results.

Coaching Definition Coaching is the involvement of the coach and coache’s in creative thinking improving and increasing the coache’s hidden inner energy. There are number of definition but

What is Coaching and what is Not! Coaching Is A partnership between coach and coachee A positively focused way to explore options and opportunities A process to create solutions resulting sustained change Coaching Is Not A method to get an expert’s advice on what to do  (That’s “consulting”) Observing and learning from a seasoned professional  (That’s “Mentoring”) A quick fix (That’s usually not effective.)

Coaching Challenges “Reaching Effective Coaching” Coaching habit Coaching Culture Coaching knowledge Coaching Process Effective Coaching Coaching Challenges “Reaching Effective Coaching” Coaching habit We need to improve the coaching habit in the K-Company to reflect the correct way of coaching. Coaching Culture The culture of coaching in the k-company’s does not exist We need to create the culture for the young generation and continue until we have a generation have the correct understanding and knowledge reflecting the coaching. Coaching knowledge Educate the Coach and Coache’s on their duty and roles Implement coaching system Coaching Process We need to build a process to create value for coaching Build the right coaching certification program Effective Coaching Build a program & Plan for employee full life coaching

Importunacy of Coaching Need for different development techniques Direct Development Continuous Change Self Learning Support Existent learning methods Cost of weak performance Continues development Importunacy of Coaching Importunacy of Coaching Need for different development techniques Direct Development Continuous Change Self Learning Support Existent learning methods Cost of weak performance Continues development

Coach Coachee Boss Coaching Paradigm •Creates self awareness •Facilities development •Helps explore a career path •Provides opportunities for development • Monitors progress •Creates career path •Responsible for self development •Exploit coach services

Coaching Model Coaching Model focuses on behavioral change and personal development based on five strategies: -Forge a partnership -Inspire commitment -Grow skills -Shape the environment -Sustain culture change

Coaching Services needed in our Sector

Moving Ahead Of course creating a coaching culture doesn't just happen overnight and often small changes are necessary before a coaching approach can cascade through an organization. Primmest works with teams and leaders to get people to see the value of coaching, generate results and filter this approach through an organization. Design a collaborative and flexible process based on the identified challenges. Move to next stage of the Coaching continuum – nominate a Coaching champion. Sustain organizational change Adopt a selective approach Support the pool of coaches with extensive training Integrate coaching into talent management strategy Continuous review and support the process

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