Mara Turolla April 25 th, 2013

LECTURE o COACHING EVOLUTION SCENARIO o DIFFERENT COACHING MODELS o RESEARCH DEBATE o GUESTS COACHES AGENDA

COACHING DIVERSIFICATION HISTORY SINCE 2005  Executive Coaching  Career Coaching – Counseling  Retirement Coaching – Life Coaching /Pre-retirement Planning  Family Members Coaching  High Potential Coaching  Team Coaching DIFFERENT COACHING MODELS

EXECUTIVE COACHING  In operation: since 2005  Target audience: executives  Career Center representativeness: 82%  Corporate clients: 85  Coachees: 550 executives  Corporate sponsorship: 95%  Market most demanded  Focus: executive competencies  Format: individual with HR and leadership participation

CAREER COACHING (COUNSELING) o In Operation: since 2001 o Target audience: executives o Format: individual o Individual Sponsorship: 95% o Covered topics: Personal and professional history Profile mapping, competencies, present moment and wishes Viability check, project design Decision support and project implementation follow up o Focus: Provide orientation and support to the career development, approaching organizational context aspects, technical aspects and career direction inside the organization view.

In Operation: since 2007 Target audience: 55 to 60 years old executives (93 individual coachees since 2007) Corporate preparation for retirement project structuring (coachee and Organization) Focus: professional, social, health/quality of life, emotional, financial and legal dimensions; build and implement the next life project May include knowledge management and succession Follows the baby boomers (1945 to 1960) retirement period LIFE COACHING (PRE-RETIREMENT – INDIVIDUAL)

LIFE COACHING (PRE-RETIREMENT – GROUP) o In Operation: since 2007 o Target audience: Supervisors, Coordinators, Administrative and Operational staff. Total of 1736 participants attended (2010 to 2012) o Program length: Varied o Covered topics: Same as the individual program

FAMILY MEMBERS COACHING o In Operation: since 2009 o Target audience: different generation of family members from Brazilian business groups from various segments. o Format: individual, initial phase may be done in groups o Coachees: 30 family members (2009 to 2013) o Covered topics: Life and career guiding, professional and personal scopes Personal and professional history mapping, profile and personality, developed and/or needed competencies, role in the familiar structure, wishes and future project, career counseling, executive coaching, life coaching, support in project building and viability. o Alignment: Family Office and Family Statute

HIGH POTENTIAL COACHING o In Operation: since 2006 o Target audience: trainees and interns o Format: group and individual o Program length: Varied Covered topics: Integration in the corporate world and the company culture Behavioral competencies development Project development support and area of interest choice Special individual sessions format with greater management involvement

TEAM COACHING o In Operation: since 2011 o Team Coaching: Development of single topic/competencies same for all participants. Completely group delivered. o Group Coaching/Team Building: Focuses in the relations of a determined team (partnerships, group identity, productivity, communication etc.). Delivered in groups with individual sessions to address specific needs. o Board Alignment: Focus in the senior management, in aligning relationships, goals and strategic directions.

BASIS 2012/2013

o 2007 to 2010 – Strong trend in Managerial and Leadership Competencies o 2011 – Trend in Relationship Competencies o 2012 and 2013 – Trend consolidation in Relationship Competencies Corporate clients most demanded competencies – 2012/2013: 1)Relationship Competencies 2)Leadership Competencies 3)Managerial Competencies 4)Strategic Competencies 5)Technical Competencies Total researched: 135 competencies CAREER CENTER HISTORY

RESEARCH RESULTS

COMPETENCIES BLOCKQUANT.% Relationship Competencies6346,7% RESEARCH TOTAL %

RESEARCH RESULTS COMPETENCIES BLOCKQUANT.% Leadership Competencies4432,6% RESEARCH TOTAL %

RESEARCH RESULTS COMPETENCIES BLOCKQUANT.% Managerial Competencies4432,6% RESEARCH TOTAL135100%

RESEARCH RESULTS COMPETENCIES BLOCKQUANT.% Strategic Competencies75,2% RESEARCH TOTAL135100%

COMPETENCIES BLOCKQUANT.% Technical Competencies10,7% RESEARCH TOTAL % RESEARCH RESULTS

DATA ANALYSIS 1. Relationship Competencies (Communication, Interpersonal Relationship, Political Skills, Influence and Persuasion): o National and global market competition o Corporate internal competition o Greater tension amongst executives o Effective seeking for solution in adversities o Need for establishment of partnerships between peers, managers and teams o Need for reading political scenarios and acting effectively, respecting ethical standards o Business culture and climate is an engagement factor for the new generations (Y and Millennium) and to the retention of senior executives

2. Leadership and Team Development Competencies (Team Development, Feedback and Delegation): o Identify and develop talents, create backups or a wealth of potential talents to the Organization. (Brazil’s labor shortage) o Young professionals elevated to Leader/Manager positions without training or preparation o Need for understanding generation Y and Millennium behaviors, in order to engage and develop new management culture in the Organizations DATA ANALYSIS

3. Managerial Competencies (Innovation, Planning, Time Management, Managerial Efficiency, Customer Orientation and Results Orientation): o Practical paths to achieve the planned strategy o Focus: Processes, Simplification x Data security o Brazilian culture: tendency to flexibility in excess and little planning. Flexibility X Discipline (Jim Collins: Great by Choice – Fanatic Discipline, Productive Paranoia and Empirical Creativity). DATA ANALYSIS

4. Strategic Competencies (Business View and Strategic View): o Strategy – many times it comes ready from outside o Increasingly short-term and survival results o Business View – more practical (knowing one’s own area, the relation between the company’s areas, the company position in the market and the competitors) DATA ANALYSIS

5. Technical Competencies (Negotiation): o Less demanded o Negotiation – greater demand due to it’s potential to leverage the sales capacity and company revenue o Commercial expansion, customer loyalty (focus in the long-term relationships and in building long lasting partnerships) DATA ANALYSIS