1. Organisation Development Workshop
Welcome to Business Innovation Coaches from all over Europe

2. Introduction to the Team
Virginie Vinel, Business Innovation Coach
Imre Kornyei, Business Innovation Coach
Bernard Chanliau, Business Innovation Coach
Don Cullinane, Business Innovation Coach

3. What this workship is about.
Focus is on Organisation Development
Strategic clarity
Organisation structure
Leadership team
Culture and values
………in scaling companies
New products, services, markets
Rapid growth +20% p.a.
New people, new skills required

4. Why Organisation Development / OD Coaching is important ?
3 Key enablers of growth identified
“Internal Capacity & Capability” (OD)
“External Environment”
“Vision of the business owner” (OD)
Deloite UK Upscale Challenge Report

5. Agenda for today’s workshop
11.35 Setting the scene / Background – Virginie
11.45 Hearing about your coaching experience - Bernard
12.30 Lunch
13.45 Presentation of some models for coaching - Imre
14.05 Q & A Simon Forrest, CEO of Phase II company
14.15 Using the models in practice - All
15.25 Conclusion / Additional information - Don

6. Some important items
We really welcome your participation – this it is a workshop
Please respect the times – 80 people !
We will make available information after the workshops

7. Setting the Scene
Virginie Vinel

8. You are here Phase II Imagine…
You founded your renewable energy or IT company less than 10 years ago in Spain, have 9 employees and are one of the 100 lucky SMEs that EASME has selected for Phase II.
2M to realise your dream ... Going big!
The typical profle of the Phase II SME.
And when the glitter and champagne settle, you can see the scope of the challenge…

9. This is who you need to be.

10. An enormous evolution.”
“The SME has to turn more to the market, get other categories of knowledge, define a new style of management, implement formal job descriptions and objectives...
An enormous evolution.”
“Lack of resources and resistance to change the organisational culture or the current business model.”
“Make the CEO understand the upscaling requires hiring the best people, and organising the right KPI's to move away from micromanagement.”
Here are some of the hurdles you helped SMEs to overcome…

11. Mind the OD gap! KPIs IP Values Leadership skills Processes Market
Structure
Roles
Finances
Strategy
Business model
Innovation process
Goals
A huge gap between the SME you are and the SME you want to be…. You have just won a 2 year change management programme! (PAUSE)
Praga workshop with coaches showed that your main hurdles are developing the right leadership skills and aligning your team to deliver the strategy.
I remember when we had a huge growth in revenue and staff, our CEO telling me "the only sure thing IS 'change'!” (PAUSE)
This is why the OD coach could be one of the most important allies of the leadership team, and 12 days are never too much (PAUSE)
We ran a survey ahead of this workshop and received 50 answers which we thank you for. We will circulate some of the answers that we made anonymous.
Some of the questions were about the challenges OD coaches face. In the following session, Bernard will share with us the most common challenges coaches face.
Supply chain
Operations
Team alignment
Make or Buy?
Culture

12. “Change management” No 1 reason for coaching
Only 27% of coaches follow a published process.
44% of coaches develop their own process, from client to client.
This is why OD coaching focuses on up-scaling and on Phase II
1. Most coaches might not know but an OD element has to be in every Phase II workplan for it to be approved. Hence why you should develop your competences in this area.
2. There is a clear job creation opportunity for Europe.
3. Scaling up a business involves most changes.
Research shows that “Change management” is the number 1 reason for coaching
Interestingly only 27% follow a published process and it is pretty much learning on the tar in this industry.
There is an opportunity for sharing best practices and it is the top reason for you to attend this workshop.
So we are here to help you do just that through:
Discovering our OD workgroup models and roadmaps for the most common challenges.
Experimenting them with a real Phase II SME this afternoon.
Sharing your coaching experience with us, successful tools and models.
I would now like to handover to Bernard Chanlieu who will share the survey results and gather using a model you might want to consider for your Phase II team coaching.
[Handover to Bernard]

13. The OD coach mission
Mobilize all resources for the SME to be efficient and to perform.
Aligned with the market and the transitional requirements of the innovation life cycle.
GOAL – create the conditions for:
SME growth
Sustainability
Competitiveness
Most of you know what is Organisational Development is, but a third are not so familiar with OD. This is why we wanted to spend a bit of time setting the scene.
Developing organizational capabilities mobilising all resources for the SME to be efficient and high performance.
Of course in alignment with the market and the innovation life cycle requirements.
Create the conditions to underpin the development of innovation ventures, safeguard the economic sustainability of the company and protect its competitive advantage.
Leave a legacy for SME to overcome barrier to growth in Phase II and later.
Given there is an opportunity for sharing best practices and it is the top reason for you to attend this workshop.
So we are here to help you do just that through:
Discovering our OD workgroup models and roadmaps for the most common challenges.
Experimenting them with a real Phase II SME this afternoon.
Sharing your coaching experience with us, successful tools and models.
I would now like to handover to Bernard Chanlieu who will share the survey results and gather using a model you might want to consider for your Phase II team coaching.
[Handover to Bernard]

14. Sharing Coaching Practices
Bernard Chanliau

15. Coach OD and Upscaling Approach exercise
Please share with your fellow coaches at your table a potential Phase 2 Coaching Plan on how you deal with OD coaching issues in an upscaling SME. Please focus on
Development of R&D strategy aligned with innovation target
Designing organisation structure
Building a senior leadership team
Getting the culture and values right

16. AQAL – Your feeback

17. BC Team Leadership Coaching
LEADING AND MANAGING CHANGE
TEAM COACHING
CONTEXT
VUCA
ITS
Structures/Processes
Reporting lines
Policies
Stated values
Reward/incentive systems
KPIs & Measures IT
Nutritional Intakes
Skills Competencies
Experience
Knowledge
Behaviour
Performance WE
Culture,
Unwritten rules
Morale
Purpose/Vision
Power Dynamics
Politics, Informal systems
INDIVIDUAL
COLLECTIVE
SUBJECTIVE
INTERIOR
OBJECTIVE
EXTERIOR I
Desire, aspirations
Feelings
Personality Types
Values and Beliefs
Intrapersonal Skills
Mental Constructs
BC Team Leadership Coaching
Adapted from Wilber’s Integral Model

18. Roadmaps for use in OD Coaching
Imre Kornyei

19. 3 Potential Roadmaps
Problem solving – in case of major urgent problems
Solution focused approach – when people should be energised
Strategy development – when the company lacks of direction

20. Problem Solving

21. Solution Focused Approach

22. Future SME- Strategy Development

23. Future SME Developed with EU support Highly Visual
Use with management teams
Develops a common language in the business

24. Set out a Vision

25. Articulate Mission & Values

26. Complete a SWOT analysis

27. Complete Business Model Canvas

28. Business Model Canvas (Part of Future SME model)

29. Top Half - Leadership

30. Bottom half – Management

31. Bottom half – Management

32. Bottom half – Management

33. Bottom half – Management

34. Link daily activities to VISION

35. Questions and Answers with Simon Forrest, CEO, Nova Innovation Phase II Company

36. Working with the coaching models
Problem solving Roadmap
Working with the coaching models
Major Issue
Underlying Problem

37. Working with the coaching models
SOAR Roadmap
Working with the coaching models
Strengths
Opportunities
Aspirations
Results

38. Business Model Canvas (Part of Future SME model)

39. Conclusion / Next Steps