1. CUMA Conference 2005 Where Credit Union Managers Connect

2. CUMA Welcomes Peter BedardPeople First Inc. “Holding up the Mirror! Executive Coaching…”

3. Introduction Why are you here? People First Model of Alignment

4. PURPOSE MISSION VALUES Communication Culture Strategy Structure Team Building Satisfaction and Retention Recruitment and Selection Job Design Succession and Career Planning Performance Management Training and Development Compensation and Incentive Vision Mission Values

5. Some Statistics “Between 25 percent and 45 percent of Fortune 500 companies use executive coaches.” Survey by The Hay Group, Metropolitan Life Financial Services –retained all of the salespeople who had coaching –each representative who leaves a company with three years’ experience cost $140,000 to replace. –the coaching program which cost about $620,000, delivered $3.2 million in measurable gains: A 5.16 ROI. The Rowell Consulting Group

6. More Numbers “…a full ROI study on an executive coaching program that produced a return on investment of nearly $3 million per year or 689 percent.” Ed Cohen, senior director at the Center for Performance Excellence According to a study done by the Manchester Group, organizational benefits from coaching include: –Improved Relationships 77% –Improved Teamwork 67% –Improved Job Satisfaction 61% –Improved Productivity 53% –Improved Quality 48%

7. Exercise 1. Write down names of people you know or know of when you hear the word coach. 2. Write down the top 3 attributes that you think of when you hear the word coach.

8. Are these what you pictured?

9. An Executive Coach “holds up the mirror” offers an outside perspective creates a safe haven for executives to admit their own desires and fears motivates the executive to clearly articulate his or her vision for the organization or department helps executive set stretch goals acts a sounding board for ideas related to managing the team holds the executive accountable for living the organization’s values connects the individual with specialists as required

10. Coaching the executive team fosters more openness from those who may feel threatened by “Right Hand” or by HR says the things that team members are thinking or feeling but are afraid to say can act as “integrator” with overall team observes the next level of implementation and provides timely feedback helps to “translate” leader’s vision and intentions removes “power of the pen” in meetings by acting in a facilitation role introduces timely learning opportunities helps overcome natural team dysfunctions

11. The 5 Dysfunctions of a Team

12. Executive coaching Can be confused with… …consulting …mentoring …teaching …advising Shouldn’t be confused with… …managing

13. What isn’t coaching? a therapist relationship a judgmental relationship a nodding head / ego-stroking a structured relationship an execution role or line position – coaches work through the client a proxy role – “on behalf of the CEO you should do that” off-the-shelf measurable – leap of faith forever

14. Qualities of a good executive coach Relevant / transferable business experience Good interpersonal skills Emotional “radar” Political savvy Flexibility and creativity Tough love Organizational insight Comfort with the top but happy in the background

15. Why an External Coach vs. “Right-hand” perceived objectivity comfort with vulnerability – should be working self out of a job less fear of recrimination may be able to use more than one, depending on circumstances and specialty required easy to change when timing and “fit” change trained as advisor not as technical Subject Matter Expert Hopefully, less political

16. Possible downsides to using an external coach may be perceived as a “mole”; creates suspicion may lack suitable business knowledge to put into context cost; may be perceived as luxury may become a crutch; held solely accountable for lack of leadership or team performance there is no “silver bullet” in Leadership

17. What can coaching help you do? Ensure alignment Develop Potential Leaders Select and Retain Key Talent Succession Planning Create an Engaged Workforce Improve Company Flexibility and Responsiveness Increase Innovation Increase efficiency and reduce costs

18. How do you know if you need a coach? look at the executive team dynamic – communication, support, meetings, sharing best practices when an individual is taking on a new assignment when a person is developing new leadership and management techniques When you wish to build interpersonal and team skills

19. CUMA Luncheon Sponsored by Silver Sponsor…

20. Executive Breakout Workshops 1:00PM – 2:30PM Workshop #3 – Tom Thomson –Holding up the Mirror! Executive Coaching… Workshop #4– Varley –Implementing DICO’s Revised Bylaw #5 Workshop #6 – Governor General –Trends in Retail Service Delivery Workshop #7 – Carmichael/Jackson –Acquiring, Retaining & Growing Profitable Members