Executive Coaching Process Harvard Business School Case
The need for heart-to-heart relationships in management positions results in Executive Coaching Harvard Business tools. Such is the case of Coaching Makena Lane. This post contains my thoughtful answers during the discussion with other hundreds of participants.
On September 28-29, Bindu Power Coaching (BPC) attends the 11th Annual Coaching in Leadership and Healthcare Conference, in Boston. The Institute of Coaching, McLean Hospital, and Harvard Medical School hosts this annual event. Thus, it provides cutting-edge coaching techniques. As well as, coaches participating worldwide. And Bindu has gone for four consecutive years as a Fellow. Mrs. Dadlani is a Happiness Coach.
Real life Executive Coaching Harvard Business School Case
One of the keynote sessions was a Real Life Executive Coaching Process Harvard Business School Case. “Coaching Makena Lane” is the first executive coaching Harvard Business case study. You can download the HBS case study here.
The protagonist of the case is offered an executive coach. Above all, to soften her interpersonal management style. Especially, with her subordinates and coworkers. The abstract is here.
Participants discussed their answers to the following questions:
“How would you evaluate Makena Lane’s coaching process?
If you were Mills, would you promote Lane? Why or why not?”
Coaching: a tool for developing effective managers.
The case is a real-life executive coaching process. And it is used to try to improve the trajectory of a high-potential manager. That is, on her path to being an effective executive.
Heart-to-heart connection in the workplace
Makena lacks interpersonal skills. As a result, she is not able to make a heart-to-heart connection with the rest of the workers outside her team. Also, numbers drive her. And in the process, she forgets that there are people with feelings. For instance, those who have worked almost all their lives in that company.
Her ideas of innovating 365 are good and proven to be effective. But she lacks the one skill needed to succeed: the ability to listen and give time to others people’s views. Also, to let them feel integrated and helpful. Something that she is blocking out. As a result, it would help her to delegate work to others. In fact, this is another way of making them feel part of the new project.
Balancing strengths and weaknesses
Moreover, she lacks a great deal of emotional intelligence. For instance, the last paragraph sentence in the exhibit 10 overview, explains it very well. Thus, she needs more balance between strengths and weaknesses.
To illustrate, 365 culture is relationship driven. And with her skills, Mills and Fernandez made a mistake hiring her. This first act is at the base of the problem. Also, clear from the start. The executive coaching process should have sprouted at the beginning. Truly, when engaging her first.
It is not easy to change one’s personality. Bringing someone into the company with those qualities could be more natural to the position. Then again, change is possible provided you have the right tools to rewire your brain. Hence, the practices suggested by the coach are excellent. But Makena has a time problem constraint.
Hale proposes to Makena independent practices (as listed on page 7). However, here it is important to note that she was deprived of parental love from birth. So Hale´s advice is a very good start, but Makena needs to heal her inside. She has also suffered rejection. This type of business healing and inner work is what BPC does. That is, what the case mentions as “self-generation.”
How would you evaluate ML coaching process?
The Executive Coaching Harvard Business Case is very useful. It also goes directly to the issue at hand. For example, Hale takes meditation mindfulness as the answer in Lane´s case. Because she desperately needs calmness.
However, I would work on a more in-depth approach to healing the problem that happened at birth. For example, I would teach her psychotherapy techniques by Phyllis Krystal. Above all, it would help her recover from within permanently.
If you were Mills, would you promote Lane? Why or why not?
Yes, I would promote her. She proved to show she made an effort to change. And later improve. Although she received many offers, she was still staying loyal to the company. I think that with some more help and inner guidance type of methods, she can slowly improve her management. At least, towards a more relationship-driven style.
How can Bindu Ceo Executive Coach help Makena?
BPC brings this inner change and transformation. That is, the method brings equilibrium within the masculine and feminine side of the person. BPC Ceo Coach is different from any other coach in that she adds a touch of spirituality in the executive coaching process.
The manager goes through a series of transformations to meet “the impossible.” Thus, it is an essential action makeover. The areas that needed strong understanding and work start to balance out. And this provides a more human experience.
Where does Bindu and the BPC process fit?
In Makena Lane´s HBS case, Bindu fits in the deeper part of the problem. BPC can bring a fast solution to the table in a reliable way. This empowering method solves in days or weeks what executive coaches would take years to sort out. She goes deep within the soul.
For change to happen within an individual, we need to re-program the brain from old belief systems. Also, in Makena´s case, she needs a change from deep subconscious beliefs. Which in her case happened right at birth. Without delay, these changes are paramount and will benefit the receiver. Otherwise, she will continue with long-held habits.
Some last points
Since the early stages of life, I made deliberate choices that were consistent with my goals, aspirations and authentic self. This clear thinking helped me forge a successful relationship with my Self. The BPC method is the result of many years of profound transformation.
In search of the Knowledge of the Absolute Truth,