Russian Call Girls In Rajiv Chowk Gurgaon â¤ď¸8448577510 âšBest Escorts Service ...
Â
Emporkommen executive coaching ppt
1.
2. The objective behind starting an organization like
Emporkommen lies behind the meaning of the word.
âEmporkommenâ is a German word which means âto riseâ.
We believe in empowering employability, awakening,
developing, and rewarding the greatness of a Company's
Human Resource Capital through Innovative initiatives.
3. ⢠Talent Management
⢠Organization and Business Model
⢠Engagement Intervention
⢠Competency Assessments
⢠Organization talent mapping/Review
⢠Training and Development
⢠Performance acceleration
⢠Leadership Development
⢠HR Audit/ Surveys
5. â˘What we bring to table
â˘Our approach
â˘The methodology we adopt
â˘Our Process
â˘Coaching engagements
â˘Goals we support
6. ď˝Strong business acumen, coupled with business
executive coaching expertise
ď˝Coaching specialties that allow us to match our
coaches with the unique needs of every learning
leader
ď˝Experience in a diverse range of industries and
functions
ď˝Coaching expertise that spans all leadership
7. â˘Our Holistic Approach
⢠We work with the whole person and apply
advanced methods to enhance your self-
awareness. We believe that change is more
likely to happen with an inside-out approach as
opposed to outside-In. In other words, your
commitment to change and improve needs to
be your idea, not someone else's. We work with
our clients to develop the attitudes needed to
embrace improvement
8. ď˝Our approach to executive coaching focuses on
improving a coachee's performance and
strengthening the connection between his/hers
objectives and those of his/her organization
ď˝Our four-phase process (Partner, Plan,
Perform and Progress), is designed to:
ď˝Assess and document coacheeâs developmental objectives
ď˝Involve, communicate and obtain consensus from all stakeholders
in the coachee's developmental process
ď˝Review and measure outcomes and accomplishments, including
ongoing development recommendations
9. â˘Partner :-
⢠Assess coacheeâs coaching needs ie
assimilation development etc
â˘Determine outcomes and stakeholderâs roles
â˘Select relevant coaches
â˘First meeting of stakeholders
â˘Define â Objectives ,Goals ,coaching process ,
purpose and boundaries
â˘Develop âstatement of work â(SOW) that
includes outlines of coaching, background
process , costs etc
10. â˘Plan
â˘Formal coaching and development begins
â˘Provide program material and leadership guide
â˘Conduct 360 degree interview process
â˘Identify development areas and activities
â˘Prepare coaching plan
â˘Review coaching plan with Manager and HR
11. ď§Perform
ď§Coaching starts on predefined sessions per
month
ď§Continuous evaluation required
ď§Conduct development activities
ď§Feedback
ď§Provide articles, books , exercises etc
ď§Mid point review
12. â˘Progress
â˘Assess progress, Outcomes, accomplishments
â˘Checkpoints with 360 degrees respondents
â˘Provide developmental recommendations and
reinforcements post engagement
â˘Provide extensions when valuable for
sustainability
â˘Checkpoint with stakeholders for feedback on
coaching effectiveness
â˘Provide to organisation