Systemic Coaching^TM | The 70-20-10 Strategy | Leadership Multiplier^TM

Systemic Coaching^TM

Coaching is a powerful catalyst for promoting change and when strategically aligned with business strategy, achieves critical results. Systemic Coaching^TM is a powerful intervention in which teams of coaches accelerate behavior change consistently through the organization. This comprehensive and uniform development of individual competencies against business imperatives creates the Leadership Brand^TM. It also drives a climate of performance, engagement and affiliation and creates a velocity of influence throughout the entire organization. Systemic Coaching^TM is a large-scale organizational change initiative. We use the Leadership Multiplier^TM to build one leader to move the subjective experience of the individual into a collective force in the organization to drive financial results.

We need not only managers of process but leaders of people. Efficiency Domains are traditional outcomes resulting from manipulating systems, policies, resources and expenses; the Effectiveness Domains focus on relationships, people, networks and teams who collectively create the intangible assets of the brand.

• To achieve bottom line results, leaders need to influence the subjective, emotional experience of its talent—the Juice—that remains locked and is only released at the discretion of the individual.
• Leaders facilitate the engagement of others; coaching accelerates it.
• The social capital and collective effort create a Bandwidth for maximizing intangible assets for the organization.
• Architecture is the allocation of resources in support of this Bandwidth.
• Aligned with business strategy, a strong Voice attracts talent to your organization through its’ leadership brand.
• Leaders with a high degree of emotional intelligence move human and social capital into intellectual and financial capital creating velocity in the human capital cycle.
• Peoplesmith Global puts this model to work by strategically coaching leaders to align behavior with organizational strategy.

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The 70-20-10 Strategy

Transforming an organization requires direct learning from training, experiential knowledge on the job and emotional engagement as inspired by leadership. According to the Human Capital Institute, more than 70% of what is learned in the organization is gained tacitly by experiencing decisions and actions of the leader. The optimal allocation of development is 10% formal training; 20% coaching and mentoring and 70% of direct experience from the leader. Leaders can dilute or amplify strategic behaviors and accelerate (or not) the impact of formal training.

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Leadership Multiplier™:

Leadership has velocity. The average leader has 12.4 people in their internal vertical network and 20 people in both their internal and external horizontal network. The exponential effect of influencing twelve people who then touch twelve people so on down the organization means the vertical impact of a leader’s behavior is 12^N. At the same time, leaders can have a huge impact on their lateral social network both inside and outside the organization, influencing as many as 20 or more people. These twenty, in turn, influence another 20 people and so on to 20^L. Considering that more than 70% of what others do in an organization comes from watching and experiencing leaders managing, this multiplier is critical to shaping high-performance leaders.

The Impact of one Leader:
12^N (N = # of vertical organizational levels)
x 20^L (L = # of lateral social networks)
x .70 (70% learning influenced by leadership)
= Potential Impact of One Leader