There is a world of difference between the management principles in the era of the Industrial revolution to the current world of information revolution. We need to acknowledge the increasing gap between the way employees are being managed at work, and the way they want to be managed. Many surveys have been done in this area, ending in headlines like “6 out of 10 employees are miserable” and “74 percent of staff not engaged at work.” Dig into these surveys and you’ll see the quality of leadership on top of the list of complaints. The poor state of leadership and management skills in organizations is being driven by a broad range of factors, including but not limited to

The changed nature of work - More of skill and innovation

The increasing education of employees - Continuous improvement and learning needs

The needs of later generations - The more sofisticated needs of the system

The pace of change - The quick pace of changes

In the current “rat race”, the management focusses on higher productivity and higher ROI, but they lack the capacity to “motivate” their employees that can take them to the next level of thinking. The "leaders" do not understand the subtle difference between teaching, mentoring and coaching. They use these words interchangeably without realizing that coaching teams can help them to increase the productivity, morale and create great employees resulting in more successful products.

A new coaching model is required to enable continous improvement with quick feedback cycles that fosters adaptability and innovation.

Two relevant quotes which I can relate to this issue are

"It is people who build organizations and not organizations who make people" - unknown

"Beware of little expenses; a small leak will sink a great ship" - Benjamin Franklin

 

 
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Outline/structure of the Session

  • 5 min - Introduction
  • 5 min –Context setting
  • 5 min – Difference between Teaching, mentoring and Coaching
  • 10 min – Secret sauce of motivation
  • 5 min – Existing models and the challenge in these models
  • 10 min – 3D, 4E model of motivation
  • 10 min – Case study
  • 10 min Q&A

Learning Outcome

  • Understand the art of coaching and art of being a coach
  • The secret of the real motivation
  • The new coaching model
  • Case study

Target Audience

Project Managers, Agile Coaches, Program Manager, Scrum Masters, teams

schedule Submitted 2 years ago

Comments Subscribe to Comments

comment Comment on this Proposal
  • Tathagat Varma
    By Tathagat Varma  ~  1 year ago
    reply Reply

    Anand - from the title, I expect to see that you have 'created' a coaching model that you have applied in some real-world world situations (and hence you found them 'effective'). However, your proposal doesn't seem to mention it. While the problem you raise is very relevant, I don't get a very clear idea of what you have done in this field in terms of being either a thought leader or in terms of having a great story to tell from real-world. Also,  need a video sample of your work for reviewers to proceed further with reviewing your proposal.

    • Anand Murthy Raj
      By Anand Murthy Raj  ~  2 years ago
      reply Reply

      Hi Tagat,

      I am using as a first opportunity to share my learnings and the concepts I have applied to come up with this new simple model. I do not have any video to share. I can send you the complete abstract in PDF format and you may want send it to the reviewers to take it forward.

      Also I have some pictures, but I may not be able to share without a written permission from my previous organization.

      Please let me know how to proceed.

      • Tathagat Varma
        By Tathagat Varma  ~  1 year ago
        reply Reply

        We recommend all proposers who have no videos of previous talks to talke a short video of any topic of their choice on a smartphone and share with us. We want to understand you as a speaker, so that panel can take a more informed call on your proposal.

        Regarding the learnings and concepts, please share the abstract and all other supporting collaterals on this platform so that all reviewers can view it.

        • Anand Murthy Raj
          By Anand Murthy Raj  ~  2 years ago
          reply Reply

          OK I have a SAFe Agilist training today and tomorrow. I will record a video and upload it tomorrow and share the link.

          • Anand Murthy Raj
            By Anand Murthy Raj  ~  2 years ago
            reply Reply

            Hi Mr Varma,

            Please share me your gmail id. I will share a video of my presentation saved in my google drive.

            • Anand Murthy Raj
              By Anand Murthy Raj  ~  2 years ago
              reply Reply

              Hi Mr. Varma.. I am not sure if you sent your gmail. Please share your gmail id if you ahve not sent it. I have the abstract and the video uploaded for you to share.

              • Naresh Jain
                By Naresh Jain  ~  2 years ago
                reply Reply

                Hi Anand,

                Please upload the video on YouTube and update your proposal with that link. That way everyone can see your video.

    • Prasad
      By Prasad  ~  2 years ago
      reply Reply

      Hi Anand,

      Being in the theme of Scaling, will be intresting to hear your experince in 'Leaders as teachers' and challenges invloved in it?

      ~~PP

    • Chandan
      By Chandan  ~  2 years ago
      reply Reply

      Hi Anand,

      Will this topic help us to know more about team member enagement, increase engagement technique?

      Regards,

      Chandan

      • Anand Murthy Raj
        By Anand Murthy Raj  ~  2 years ago
        reply Reply

        Yes this will help us to focus on the ways to improve the intrinsic motivation and this wil lead to higher engagement and higher ownership[ from teams and individuals.

    • Joel Tosi
      By Joel Tosi  ~  2 years ago
      reply Reply

      Hi Anand,

          I like the intent and the abstract of the session - i.e. why you want to do this - but I am not getting enough about the actual session itself.  Could you provide more details on the session itself, what will the attendees walk away with that they can apply?

       

      Best,

      Joel

      • Anand Murthy Raj
        By Anand Murthy Raj  ~  2 years ago
        reply Reply

        Hi Joel,

        This abstract has been submitted for the Agile India conference 2015 planned to be held in March 2015. I have been working with Agile for the last 7 years and I see the importance of team work. Neither Scrum nor SAFe has any chapter dedicated to building teams. The only great book that is very relevant is the book "Coaching Agile teams" by Lysa Adkins. The coaching model explained in the book and the many models prevalent in the system today are towards reaching a goal, neither is focused on the building the character to reach the goal.  My goal is create a model that provides a platform for continuous improvement by quick feedback and help teams to achieve the goal by building a character and following a process.

        I have created a coaching model based on my experience and I would like to share it to the world through the conference.

         

        Hope this helps..

         

        Regards,

        Anand

        • Steve Ropa
          By Steve Ropa  ~  2 years ago
          reply Reply

          Hi Anand,

          Like others, I find your abstract interesting.  If I were trying to decide if I were going to attend this session, I think I would like to know a little bit more about the coaching model itself.  Are there a couple of items that really stand out, or a way you can mention how succesful the model was somewhere?

          Thanks,

          Steve

          • Anand Murthy Raj
            By Anand Murthy Raj  ~  2 years ago
            reply Reply

             

            Hi Steve,

             

            Thanks for the question. Today's coaching model always aims at achieving a Goal. In short, we focus on the results. What I saw was that we need to focus on getting the people with motivation and creating a path for people to follow and not focus on the result,. The result will automatically reflect only of you give them the right level of platform form to experiment, reflect and make the necessary corrections.

             

            I have applied this in many opportunities I got and let me share one small instance. The organization wanted to create an Innovation week Hackathon. 

             

            Group1 : Approach 1 : Managers came and instructed teams to give a minimum of 2 ideas and threatened if not their annual ratings would be affected. The teams’ behavior and the outcome was based on fear. Though the group came up with 350 ideas, how many of them were logically viable.

             

            Group1 : Approach 2 : The Mangers were asked to back out of the event and the teams were given the freedom to create groups, join any innovation group. Ideas were asked to be presented the whole group nominated the winners. The energy commitment and results were far better than the Approach1. It is here we applied the new model of 4E and 3D model which made that big difference.

             

            Let me know if you are now able to get a picture now.

             

             

             

            • Jerry Rajamoney
              By Jerry Rajamoney  ~  2 years ago
              reply Reply

              Hi Anand,

              Thanks for the replies. In your reply you had mentioned that "The organization wanted to create an Innovation week Hackathon". Do you this this is a good idea? Why to restrict the Innovation into a week activity :). Also there are times you have to coach the team to move from "Great to Good". Do you have any perspective on this?

              • Anand Murthy Raj
                By Anand Murthy Raj  ~  2 years ago
                reply Reply

                Hi Jerry,

                This was an event where the teams had to focus on a hackaton to undesrstand what a Hackaton is. Unless you get the sun's rays to a focus, the rays donot burn. Hence to have the first step to have the maximum impact, a weekly hacakatopn was created. Subsequently this becomes a continous process.

                To be honest.. I need more insights into "Also there are times you have to coach the team to move from "Great to Good"".. Can you please throw some light on this.

                 

    • Joel Tosi
      By Joel Tosi  ~  2 years ago
      reply Reply

      Hi Anand,

         My apologies if I am missing it, but have you sent over your model you propose?  Is that in the video?

       

      From a general timing perspective - roughly half of your time is spent on describing the problem and half on the solution.  That feels heavy on the convincing there is a problem side.  What do you think about that?  If not on 'describing the problem', from your timings it feels like you are spending maybe 20 minutes on a solution, which seems light.  Am I misreading the timings?

       

      Best,

      Joel

      • Anand Murthy Raj
        By Anand Murthy Raj  ~  2 years ago
        reply Reply

        Hi Joel,

        This is video of my training at Philips Innovation Campus on SAFe.

        I have paced the flow of topics based on how best I can share the model to the audience. Without understanding Coaching mentoring and motivation, the model I would like to propose does not convey the message with the right impact.

        Hope this helps..

    • mohan raju
      By mohan raju  ~  2 years ago
      reply Reply

      Good one Anand. All the best.

    • Yogesh
      By Yogesh  ~  2 years ago
      reply Reply

      All the best Anand! 


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