Presentation by Mario Derba at Ambrosetti Human Resources Workhop
Tangible Capabilities
1. Coaching From Intention To 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, we strive 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, we help 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
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
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7. The spiral of executive 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.
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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
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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.
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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
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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.
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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.
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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.
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17. Leadership development Case study
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.
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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.
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21. In the past year, 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.
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22. “There are no shortages 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.
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