All-Offerings - Potential Infinity

Offerings

One of the method of learning and growth for senior leaders is increased self-awareness, and that comes through theprocess of Reflection. We are more and more observing that senior leaders operate through a process of proven pathand behaviour, that has made them successful in the past. They keep on trying the same technique or processes to handlefuture challenges. That’s in a way is operating through one’s limiting beliefs. As professionals grow in the hierarchy, theirability & openness to learning, taking feedback and reinventing oneself suffers.
Coaching process not just allows the person to reflect, pause, experiment with self and the world around, but help themintegrate their professional objectives and growth with the organization goals. Coaching is a deeper journey to inner selfto tap potential, source of energy, identifying limiting beliefs and enabling the person to be more resourceful finally.
The Coaching is ideally spread over for 8 to 12 sessions of 60 to 90 minutes each over 8 to 10 months. It is aboutbuilding a trusting relationship using Unconditional Positive Regard, creating clear and aspirational coaching goals,creating plans, reviewing progress & doing necessary course corrections, in line with ICF competencies.
Potential Infinity has more than 8 MCC and 10 PCC empanelled coaches for Org wide coaching interventions.

People work as parts of a System and the behaviour of the system emerges out of the interaction of itsplayers, which is greater than the sum of its parts. Through Group coaching, we help groups identify theirthinking patterns, dysfunctional behaviours, conflicting positions and help them build synergy of thoughts andactions. Team coaching looks into the sub-systems and align them with team objectives as part of the processto ensure necessary impact.
Group/Team coaching is a powerful tool we use for Team Alignment & synergy, Engagement, as well as driveCulture Change. The coaching model is the same, yet the process steps are different. This is specificallyrecommended for critical teams, Functions and for the mid-senior level of leadership. This Group Coaching orMentoring can be designed and deployed in organizations to even create a mentoring culture.

With changing landscape of knowledge workers and millennials, organizations need more leaders than managers inthe system. Even the ever changing business uncertainties demand different sets of leadership skills, that recognizespower of talent, collaboration and open mindset. Its time that organizations try to inculcate a Coaching Mindset intheir leaders, that is nurturing. and fosters empowerment, accountability in workgroups.
This is a well recommended initiative for high performing young leaders, new Managers, who got peopleresponsibilities early in their career and, they often struggle to nurture and engage their team members. This is alsoa signature step towards sustained changes and creating an empowering organizational culture.
That is the genesis of this program “Leaders as Coach”. This program is delivered in a workshop mode, using theirown experiences, where leaders acquaint themselves with the tenets of coaching, deliberate on the peoplepractices, and practice skills during and post the workshop. There are various customised module depending theobjective of the intervention designed.

Leadership Integration is a tricky path, more than competence matching, it is about culture matching.There is a degree of inflexibility in both sides, the Leader as well as the organization.
As human being, we have a subconscious tendency to compare best things of the past to worst thingsof the present. Hence, we become intolerant about our present. This is the phase when both feel ofbeing misunderstood. Where as both of them may be right from their perspectives. This is where theintegration coaching works. It is also helpful for people moving into a new roles in same organization.
It is one-on-one coaching between the coach and the new leader, but has loops interacting with thekey stakeholders. So that a common understanding of the context, building shared values, AspirationalGoals and appreciation of knowledge, ideas and culture can be created.

The group always rally around a powerful purpose a future state that they aspire to achieve andthat’s the role of a true leader to co-create that vision and inject momentum to create a path toreach that destination. A powerful purpose even helps team and individuals to enhance theirperformance and accountability. This can be used for team performance & alignment, building aculture of collaboration and reduce group conflicts.
Here is the framework of an intervention for the newly structured global business team of a largemultinational product company, where leaders came from varied backgrounds and different agegroup. The team wanted to build their mission, establish tenets of culture & group norms andcollaboration within members. As a result, the team could leverage each other’s strength, and buildcohesion and achieve the desired business transformation.

experience in the Employee Life Cycle Management. Few of the critical initiatives we have worked for ourclients are, identifying talent through Assessment and Development Centre, Designing Career andSuccession plans, create Developmental Plans for the identified talents, as well as designing learninginterventions.
Crafting Self 2.0 : Leadership is about heightened self-awareness and working on one’s hidden potential. It isalso about positioning self to move to the next orbit through contemporary leadership skills. It is an one daymodule that works on inculcating new paradigms, practice mindfulness, and crafting a better version of self.