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Tangible Capabilities
- 1. Coaching From IntentionTo Impact There are many solutions to any single problem. A thousand paths to getting a good result. As many possibilities for learning to trust, for learning to share, as there are people sharing the planet.
- 2. Through coaching, westrive to create a world where work is challenging and relationships are easy. Where team dynamics are smooth even when projects are complex and many layered. Where both workloads and judgment are balanced. And where “impossible” goals are achievable because leaders are free to lead.
- 3. At Tangible, wehelp our clients explore beyond that first right answer, find the truth in their path, and open their eyes to the people and the possibilities that are all around them. Content Our Methodology Core Services About Tangible
- 4. You decide whereyou’re going.
- 5. We make sureyou arrive. Our Methodology
- 6. Organizational Transformation We help companies and executives improve performance and visibility at the place where people, business, and leadership intersect. BusIness Achieving Outcomes Mission results Organizational Transformation LeadershIp IndIVIduaL Achieving Achieving Inspired Action Trust Potential 6
- 7. The spiral ofexecutive Impact Leadership is never lost. Its impact produces undreamed-of changes in situations of which you are not even aware, for people you may not even have met. an e Org ization Th Busines The s e Team Th The executive Th e Team Th e Business n Th e Org anizatio 7
- 8. I T Initiate C Transform M Catalyze pa Map practice & adjust ei executive Impact The elements of executive Impact™ We are committed to tangible outcomes with impactful results. While we follow our clients into the heart of their issues we offer guidance in the form of this 5-phase approach designed to move clients from intention to impact over time. Whether we are coaching individual executives, each individual in a team or a group of executives within the greater organization, we find this process has given our clients the greatest chance for success. 8
- 9. I Who are you and what do you want to work on? YIeLds: leverage. We identify your values, your style, and your stakeholders and inventory your strengths. We take time to discuss your point of view. We talk to others, leverage assessment tools, and set up a coaching process. Initiate M What are 2-3 goals that will lead to desired outcomes? YIeLds: clarity. We identify successful outcomes as you and your stakeholders define them. We fast-for- ward to the destination – impact – and map out plays to get you there. Map pa practice & What will you do differently to move toward your goal? YIeLds: change. The plays you put in motion may require adjustments to your decisions, behaviors, strengths, or presence. A “dashboard” helps you fine tune your movements and helps you see your impact on others and theirs on you. adjust C how can you work with others to create lasting change? YIeLds: trust. As professionals, we have a responsibility to “profess.” We identify ways to apply your learning for the benefit of all your stakeholders and to catalyze change by modeling the way. Catalyze T are you there yet? YIeLds: organizational transformation. As you become more intentional about your decisions, behaviors, strengths, and presence, new insights and contributions spiral out from your leadership initiatives into the team, the business, and the organization itself. Transform 9
- 10. executive impact isat the heart
- 11. of our engagements. Core services One-on-One Coaching Team Coaching Leadership development programs
- 12. One-on-One Coaching Individual coaching – 12 sessions over 2 quarters Meet twice a month for an hour in a combination of face- • to-face and over-the-phone sessions. Provide unlimited access via email and phone between • sessions as needed. Assess results up front with executive and key • stakeholders. “Initiate” phase always includes a personalized 360, a • behavioral styles assessment, and other assessments, such as Myers Briggs, as needed. Create a map for intentional change. • Cycle through the general Executive Impact process • through practice and adjustment. Meet with other team members if required by the • coaching situation. Regular checkpoints with executive’s leadership while • maintaining the integrity of the coaching relationship. 12
- 13. One-on-One Testimonials Goal “It’s time for me to “I had the pleasure of working with Karen Warner run a bigger piece of as my coach for ARAMARK’s Level 5 Leadership the business.” Program. Karen provided very insightful feedback Promotion. and tools for me to use in both my work and result personal lives. I found Karen’s coaching to be extremely valuable, and I believe other leaders Promoted to Vice would greatly benefit from working with her.” President, Finance; CFO and Executive Leadership Committee “We rarely have the opportunity to step onto the Goal learning boat, that floats on the rising tide of work, “Now that my boss to survey our past successes and failures and is gone I have to prove understand – ‘why.’ Karen helped me navigate myself all over again.” the waters to identify icebergs and riptides, and Visibility. set a course with the correct trade winds to result become a successful executive. Her personal tone Promoted to Vice and methodical analysis provides a conducive President, Operations environment to explore your hidden drivers without seeming intrusive.” Goal “I’m told I need better “ I wanted to drop a line and let you know I was people skills before I can make VP.” promoted to Vice President last month. My work with you was certainly a contributing factor, and I Executive Presence. appreciate your guidance and coaching. Thought result you might be interested to know that your work Promoted to Vice was not in vain! Thanks for all of your help.” President, Purchasing Management 13
- 14. Team Coaching 12 plus sessions over 12 months + 2 group sessions For leaders operating within a designated team Meet with team’s executives to determine ideal • organizational outcomes. Conduct a one-day leadership initiation session to orient • the group and introduce common vocabulary. Covers coaching, behavioral styles and trust-based leadership. Highly interactive. Once a month meet on site (or at chosen location) with • each team member. Create interim organizational action plans that reflect the • team’s common issues as needed. “Initiate” phase always includes a personalized 360, a • behavioral styles assessment, and other assessments, such as Myers Briggs, as needed. Cycle through the general Executive Impact process • through practice and adjustment. Wrap up with a one-day class on leadership practices, • catalyzing change within their teams. Each leader presents key learnings and how they will cascade new thinking inside their individual teams. Hold regular checkpoints with executives’ leadership while • maintaining the integrity of the coaching relationship. 14
- 15. Team Case studies Team Team Team 11 cross-functional Vice 5 new sales executives. 10 lawyers in highly Presidents. visible, public sector Goal organization. Goal Had never worked Needed plan to handle together, but needed Goal the merger of core to improve region’s Attorneys wanted to bring functions post acquisition performance. management skills in line amid rumors of layoffs. with demands from team. Implementation Implementation 1-year program included Implementation 3-month program one-on-one coaching with 6-month program included weekly meeting Regional GM, one-on- combining leadership of functional team leaders, one coaching with Team development classroom one-on-one coaching, Leaders, leadership team training with one-on-one trust development, and off site, and all-hands team coaching. Focused on new leaders assimilation. off site. organizational health, restructuring, and state- result result sanctioned budget cuts. Smooth and low key In 1 year, regional sales integration. goes from last (14th place) result No lay offs. to 1st in region, 2nd in U.S. Team meets regularly Hit 112% of quota. to collaborate on hiring, firing, ethics, and standards related to sharing resources and outsourcing legal work, resulting in 20% budget reduction. Higher retention rates for valued attorneys and paralegals. 15
- 16. Leadership development programs Meet with team’s executives to determine business-critical • issues that must be addressed in the off site, work shop or development class. Provide a straw-man agenda for balancing interaction with • introspection, drawing from our own inventory as well as best practices in organizational development. Script the day to encourage group interaction and • participation, leveraging agreed upon materials and agenda. Create appropriate presentations and handouts as well as • other materials as required. Arrive the night before the off site to have dinner with • the team and cover last minute logistics with the team executive. Optional: provide a short group activity to warm up for the next day. Conduct off site, monitor for adjustments, shift as needed. • Wrap up with evaluation process. • Provide written evaluation summary to the off site team • executive. 16
- 17. Leadership development Casestudy Industry Managed Services Goal Provide leadership development to “pre-executives:” senior management poised to be promoted to Vice President “I am letting you know ranks within 12-18 months. I got the promotion Implementation to District Manager. Designed 3-month leadership Thank you for your development program of assistance and study that combined 5 days of classroom development with mentorship. All our one-on-one executive coaching. preparation paid off. result The system works!” Over 200 pre-executives have gone through the program since its inception over the past five years with a strong track record for return on investment and promotion. 17
- 18. no business model, nomatter how brilliant,
- 19. will prevail withouttrust. about Tangible
- 20. Industries representative Clients education ARAMARK Higher Ed and K-12 Los Angeles Unified School District (LAUSD) high Technology IBM Microsoft Law Office of General Counsel, LAUSD Littler Mendelson private equity & Mural Ventures professional services Mercer Consulting publishing Authors: Pirates of the Digital Millennium Authors: Firms of Endearment Author: Pieces of the Puzzle Authors: Creating Value Through People science and Medicine Serono Biopharmaceutical Center for Personal and Professional Renewal sports and entertainment ARAMARK Sports and Entertainment Paramount Pictures affiliates What sets us apart? 1: We’ve sat where you now sit. 2: We understand the importance of personal branding. At our core, we’re business people, first and foremost. We bring decades of corporate and Often our coaching clients come to us executive experience to all our programs. We because they need help being heard, seen have ourselves grappled with commercial, and recognized by their employees, peers and ethical and political complexity. bosses. That’s why we’ve developed ways to not only discover Thought Leadership, but to deliver Our coaches have run businesses, it as well. Because of our marketing background, departments, and companies. We have we know the power of design, and we help our global experience. We know firsthand: it’s clients create tools that make people stop and complicated out there! pay attention. 20
- 21. In the pastyear, we have helped 100% of the executives we coach to pursue and achieve the advancement they sought. C-Suite Senior Vice President Vice President Senior- level Manager Mid-level Manager 3: We have a track record for getting to 4. We’ve created Tangibles to uncover and the next level. reinforce new insights. Our coaching clients bring with them the raw We have learned from our clients that tools, materials that result in career advancement. materials and experiences accelerate learning and reinforce new behaviors. We have influenced the upward career paths of countless others by helping them raise Tangibles include card decks, workbooks and self-awareness and remove self-imposed coaching process models. obstacles that may have been holding them back. 21
- 22. “There are noshortages of opportunities for people to do great things. They can and they must.” Mary Beth Cahill-phillips, TrustLine
- 23. Karen Warner, Founder& president Karen Warner is President and Managing Partner of Tangible Group, an executive coaching firm that helps people realize their full potential at work, so they can achieve great things in their careers – and in the world. Before launching Tangible in 2002, Karen spent 25 plus years in corporate settings, holding management and executive positions in Marketing and Strategic Planning. In these roles, Karen has worked with some of the finest marketing groups in the world, including Dun and Bradstreet, American Express and IBM. Most recently, Karen served as Vice President of Worldwide Marketing for private equity firm, Atlas Venture. Karen’s long corporate career informs her coaching. For the past 6 years, Karen has provided coaching and consulting services to high-profile, top performers in the legal, educational, high tech, services and entertainment industries. Karen has also provided business and consulting services for Paramount’s War of the Worlds, and Mission Impossible 3. Karen has an undergraduate degree from Rutgers University and studied international marketing in the Executive Development program at Columbia University’s Graduate School of Business. She received her coaching certification from Hudson Institute of Santa Barbara. The pro bono aspect of Karen’s practice has included one-on-one coaching with widows who became heads of household as a result of the events of 9/11. In 2009, John Wiley published Creating Value Through People – on which Karen collaborated – a collection of interviews with thought leaders in the field of talent development. 23
- 24. Since 2002, we have been designing and delivering coaching and consulting services to help Fortune 1000 companies and their executives improve behavior, performance,and visibility at the place where business, leadership and people intersect. To learn more about Tangible, our faculty, and our products and services, please contact me directly: Karen Warner Tangible Coaching and Consulting Office: 310-230-2226 Mobile: 310-926-9253 Email: karen.warner@tangiblegroup.com www.tangiblegroup.com © 2009 Tangible Group and Karen Warner & Associates. All rights reserved. Design: Amy Detrick, amy.detrick@tangiblegroup.com