Wednesday, March 18, 2015

Workshops on Learning and Performance through Peer Coaching

Over the past two years we have been delivering public seminars and workshops on the subject of "Learning and Performance through Peer Coaching." For those interested in participating, or learning more, contact us directly to arrange a session for your organization or sign up for one of our upcoming public sessions:




The primary audience for our "Learning and Performance through Peer Coaching" workshop would be folks in HR; either individual consultants, coaches, facilitators or those working in organizations in the HR function. A secondary audience would be any managers, or potential managers, or small business owners interested in alternative approaches to management and leadership development. For example, anyone who believes management or leadership development is important but can't see themselves or others going to a typical one or two day classroom based seminar or using an e-learning for leadership or soft skills in general.

During the workshop participants will learn about peer-coaching as an alternative to traditional management and leadership development; what it is, where it came from, how it fits into the continuum of pedagogical approaches in management and leadership  development (e.g. compared to Case Study methodology, Action Learning, Traditional content focused learning etc..). Participants will also learn how one adapts existing management and leadership development content into a more peer coaching style.

Approx. half the workshop is devoted to a demo during which participants work in small group (approx 5 people per group) and use one of our peer coaching modules to peer coach one another. The theme of the module is Strategic Blindspots. This exercise gets participants to think about their own blindspots -- either as individual business owners, consultants, coaches, or as people working in organizations. The module guides a semi-structured reflective dialog to help participants help each other. This always works well and people really get a lot out of this, at a number of levels.

Finally, we end with a plenary through which we reflect on the peer-coaching experience everyone just had around the theme of Strategic Blindspots. Through this group reflection people integrate everything they have learned about peer-coaching and come to solid ideas on how it might be applied in their day to day -- whether as an HR professional or a small business owner interested in management or leadership development.

All of what we do is based on the work Henry Mintzberg has been doing in management education. Our firm was co-founded by Henry Mintzberg in 2007 and our approach is used by over 15,000 managers in organizations around the world.

Wednesday, February 25, 2015


"Stimulating the Entrepreneurial Imagination"

The word entrepreneur is derived from two words, entre, meaning  to ‘enter’ or to ‘penetrate in between’, and prendere, meaning to ‘grasp’ or ‘seize hold of'. So, an entrepreneur is one who penetrates the spaces between established boundaries and seizes opportunities that are overlooked by others. This ability to challenge the dominant worldview and ‘think the unthinkable’ gives those with an entrepreneurial imagination a decisive advantage over those who pursue strategies based on conventionally held ideas and beliefs.  

Our newest CoachingOurselves module provides you with some thought strategies to stimulate your entrepreneurial imagination and invites you to shift the focus of your attention to creating added value for your organization. You will:
  • Understand how the entrepreneurial imagination is created through shifting paradigms or worldviews.
  • Develop paradigm-shifting strategies to innovate new value-adding products/services/practices within your organization.
Robert Chia is Research Professor of Management at the Adam Smith Business School, University of Glasgow. Prior to entering academia, Robert worked for 16 years in aircraft maintenance engineering, manufacturing management and human resource management for a large multinational corporation based in the Asia Pacific.




About CoachingOurselves:

CoachingOurselves is a peer coaching leadership development methodology that builds community, stimulates exchange of perspectives, and encourages team cohesion. This is an innovative adaptation of the 70/20/10 approach to leadership development and organizational transformation created by Phil LeNir and Henry Mintzberg.

The methodology uses 90-minute reflective discussion modules to explore a wide range of topics. These modules were created by more than forty leading management thinkers including Henry Mintzberg, Marshall Goldsmith, David Cooperrider, and Michael Beer.

The modules are used by organizations, certified coaches, and facilitators to deliver a powerful cost-effective learning experience for managers and management teams.

Contact Warren Cohen at warren@coachingourselves.com.

Wednesday, November 19, 2014



We are excited to introduce our newest 90-minute discussion module for managers and leaders, "Accountability: It's a Tricky World" by David Creelman, President of Creelman Research.


Accountability seems to be a simple enough idea: something needs to be achieved and someone is held responsible for achieving it. But if it’s that simple, why are accountabilities a perennial challenge, even for experienced managers?

This topic asks you to reflect on the complexities that surround accountabilities and together create techniques that lead to better results, without resorting to punishment.

Always provocative and eye-opening, CoachingOurselves topic discussion guides will leave management teams with new perspectives and key learnings that will make them better managers.

About CoachingOurselves:

CoachingOurselves is a peer coaching leadership development methodology that builds community, stimulates exchange of perspectives, and encourages team cohesion. This is an innovative adaptation of the 70/20/10 approach to leadership development and organizational transformation created by Phil LeNir and Henry Mintzberg.

The methodology uses 90-minute reflective discussion modules to explore a wide range of topics. These modules were created by more than forty leading management thinkers including Henry Mintzberg, Marshall Goldsmith, David Cooperrider, and Michael Beer.

The modules are used by organizations, certified coaches, and facilitators to deliver a powerful cost-effective learning experience for managers and management teams.

Contact Warren Cohen at warren@coachingourselves.com or (+1) 514-419-1849 for more information on getting started today.

http://www.CoachingOurselves.com/

Tuesday, September 9, 2014

We are proud to announce our latest 90-minute reflective discussion module: "Five Ideas about Teamwork" by David Creelman, President of Creelman Research.

"Five Ideas about Teamwork" allows management teams to

  • understand the five key dimensions of a team, 
  • review research on what makes a team function well, and 
  • improve the functioning of their management team.

Always provocative and eye-opening, CoachingOurselves 90-minute discussion modules give management teams new perspectives and a space for reflection to improve performance.

About CoachingOurselves:

CoachingOurselves is a peer coaching leadership development methodology that builds community, stimulates exchange of perspectives, and encourages team cohesion. This is an innovative adaptation of the 70/20/10 approach to leadership development and organizational transformation created by Phil LeNir and Henry Mintzberg.

The methodology uses 90-minute reflective discussion modules to explore a wide range of topics. These modules were created by more than forty leading management thinkers including Henry Mintzberg, Marshall Goldsmith, David Cooperrider, and Michael Beer.

The modules are used by organizations, certified coaches and facilitators to deliver a cost effective powerful reflective learning experience for managers and management teams.

Contact Warren Cohen at warren@coachingourselves.com or (+1) 514-419-1849 for more information on getting started today.

http://www.CoachingOurselves.com/

Wednesday, June 4, 2014

Probing Into Culture: Classic Edgar Schein

Explore the invisible, subterranean depths of your organizational culture to uncover the taken-for-granted beliefs and values which determine your organization's goals, strategies and actions.

But how to investigate culture when it operates mostly unconsciously? “Probing Into Culture” successively explores the three levels of organizational culture, from the very visible to the invisible. Managers will explore their culture by looking at the visual symbols or “artifacts", then the claimed or “espoused values", and most importantly, probing beneath these layers into the “basic underlying assumptions” of an organization’s culture. This knowledge is a crucial stepping stone to promoting effective change within any organization.

Always provocative and eye-opening, CoachingOurselves topic discussion guides will leave management teams with new perspectives and key learnings that will make them better managers.

CoachingOurselves is used by over 130 organizations and 10,000 managers around the world.

Edgar Schein is Sloan Professor of Management Emeritus at the Sloan School of Management at the MIT and a pioneering thinker in the importance of corporate culture. The CoachingOurselves discussion guide “Probing Into Culture” introduces you to Schein’s classic model of organizational culture.

About CoachingOurselves:
CoachingOurselves is a collaborative approach to management and leadership development created by Henry Mintzberg and Phil LeNir. World renowned management and business thinkers have authored 90-minute discussion guides for management teams.  These are a platform to build trust, learn from experiences and each other, and plan strategies and actions to make change happen.

Contact Warren Cohen at warren@coachingourselves.com or (+1) 514-419-1849 for more information on getting started today.

Organizations use CoachingOurselves to deliver:
90 minute workshops for cohorts of 15 or more,
On-demand & self-directed collaborative learning across the organization,
Toolkits enabling HR business partners to deliver just-in-time 90 minute interventions.

CoachingOurselves is used by over 130 organizations and 10,000 managers around the world.



Wednesday, May 21, 2014

Grooving To a Different Tune...continuous learning and management development


I was driving up to my mother’s 90th birthday party last week, it was a beautiful day and I was contemplating life and reminiscing over the early years with my family.  I found myself choosing and listening to a CD that was from way back in my history and realised how comfortable I was with the tunes and songs; I could predict the words, I could groove to the tune and I felt at ease with the world. 

I reflected on the experience of feeling so at ease and being able to predict every song and word.  It made me think of some feedback I received from clients that have been in a CoachingOurselves management development group for over two years. 

During the interviews I enquired with a number of the participants about what they liked, their favourite topics and why; and whether it had made a difference to them as managers.  Each person identified a different topic and spoke of why it was particularly important or relevant to them and the impact it had on their actions as a manager.  One woman said how Beyond Bullying (by Marilyn Aitkenhead) was very good.  She went on to say ‘you would think as a manager that [managing bullying] would be something you would already have in your kitbag of knowledge-but it was really good to review and reflect and made me act differently to a situation I had, it was very useful.’

Her comment made me think about how managers might be tempted to think we know all that we need to know; or that there is not much more to learn and that it is very easy to remain in a comfortable situation where, like me in the car driving up north, everything is comfortable, predictable and you just keep repeating the same tune or management response over and over again.

In reality, change is occurring constantly in the workplace and managers and leaders need to keep developing their competencies to be effective in their role.  It is not to say that what they now know is of no value, to the contrary, sharing and building on this knowledge with other managers is what strengthens and shapes management practices that fit the circumstances.  The 70:20:10 framework identifies the building blocks for continuous and ongoing learning; particularly the 70% where learning is done on the job and knowledge is shared and skills are developed. 

The CoachingOurselves participants highlighted the value of providing a structure around on-the-job learning so that it is not left to chance that managers will meet together and share knowledge. CoachingOurselves offers over 75 management topics; each is designed to lead discussion and learning from their experiences
and from each other.  Each CoachingOurselves topic has been written by a leading management and business thinker such as Mintzberg, Schein, Kotler, Adler, Ulrich, Goldsmith and others. Instead they met for the purpose of learning and developing new management practices.  Managers valued the learning together and the sharing of expertise and knowledge that related to their workplace and commented on the improvement in collaboration and willingness to work together to deliver strategic results.  They liked the fact that the topics were contained within 90 minutes, were held in the workplace and that there was an array of topics to choose from to suit their interests. 

A quality management development tool such as CoachingOurselves, delivered with minimum fuss or disruption for busy managers, makes it possible for managers to practice management differently. It is just like changing the CD occasionally and learning a new tune, it may be a bit uncomfortable but my repertoire is a bit more diverse and interesting.

If you want to know more about CoachingOurselves contact Monica Redden Consultancy, Australian partner for CoachingOurselves International, check out the three minute introductory video , call Monica on +61 8 8357 1296, go and visit www.monicareddenconsultancy.com.au or www.coachingourselves.com




Wednesday, May 14, 2014

Henry Mintzberg: It’s time to rebalance our sectors and society and Six Sigma ‘killed’ innovation in 3M

Two friends of mine publish the J&E Alert, a fantastic newsletter highlighting thought provoking thinking on leadership, management and business. Below we share two snippets of their recent newsletter.

You can subscribe directly by sending an email to the editors (Mireille Jansma & Jurgen Egges)


Article - Henry Mintzberg: It's time to rebalance our sectors and society (Guardian Sustainable Business Blog, April 2013)

From the post: "That we face serious problems – poverty amid plenty, the degradation of our physical, social, and economic environments, terrorism by fanatic cells and rogue states, and so on – is clear. But how our established institutions – governments and businesses – deal with them, even when responsive and responsible, is not. We need another way."




Video (3 min) & article - Six Sigma 'killed' innovation in 3M (Ryan Huang, ZDNet, 14 March 2013)

Firms must define innovation and how it fits into the company's objectives. They should then provide the right support and avoid rigid processes hindering the creative process, says Geoff Nicholson, former 3M exec behind the Post-It note.