Korn Ferry Coach Enablement Persona Coach’s Toolkit
Korn Ferry Coach EnablementPersona Coach’s ToolkitJanuary 2021v.1.1 2020 Korn Ferry. All rights reserved.1
About Korn FerryKorn Ferry is a global organizational consulting firm. We help clients synchronize strategyand talent to drive superior performance. We work with organizations to design theirstructures, roles, and responsibilities. We help them hire the right people to bring theirstrategy to life. And we advise them on how to reward, develop, and motivate their people. 2020 Korn Ferry. All rights reserved.2
ContentsHigh-Impact Questions . 1Coaching Conversation Guide . 5Participant Preparation by Persona . 6Initial Coaching Conversations . 6Ongoing Coaching Conversations . 8Peer-to-Peer Development Sessions . 9Peer-to-Peer Learning Pod Development Instructions . 10Peer Conversation Instructions . 11Pause for Reflection . 12Tips for Coaching Participants Most Like this Persona . 13Visionary . 13Architect . 14Facilitator . 15Explorer. 16Advocate . 17Implementor . 18Connector . 19Stabilizer . 20
Persona Coach’s ToolkitHigh-Impact QuestionsThe use of careful questions is a powerful tool for fostering dialogue. From the questions onthese four pages, select those that will ensure you are coaching to “explore” rather than to“solve” or to challenge a stance or point of view.INSPIRE: Your ideal self or ideal future stateDescribe possibilities, goals, vision, and future self What do you want? How do you want to be in this situation? What are you hoping to achieve? What if you had no limits, no constraints – what would your goal be then? What if the obstacle in front of you suddenly disappeared, what would then be possible? What if you were in charge, what decisions/actions would you make? If you could change anything about this, what would it be? What’s the mutual benefit for both you and the business? What impact do you want to create/have? If you were performing at your very best, what would that look/feel like? Where do you want to go/be? What part of your future do you want more clarity on? What does success look like for you? The business? What/where would seem like a good investment of energy to you? Where/how do you tend to add the most value? What’s important to you about that? What excites you about this? When do you feel your most energetic, confident self? What do you feel optimistic or hopeful about? What is driving this pursuit? What are you motivated by? How would your best self show up here? How is that different from who is showing upnow? 2021 Korn Ferry. All rights reserved.1
Persona Coach’s ToolkitHigh-Impact QuestionsEXPLORE: Your experienced selfIssue, emotions, beliefs, motives, meaning, strengths, gaps What part of your goal/plan would you most like to focus on for now? What part of your current progress is going well? Where are you experiencing difficulty or resistance? Which of your strengths can you leverage, and how? What/where is the gap? How can you work with that? What is the impact that you are currently having on [stakeholder group]? What impact doyou want to have? In what ways do you contribute to this (positive/negative) outcome? What is the role youcurrently play? What role do you want to play? What aspect of this situation can you influence? Control? What can you not? How do others see you or experience you in this situation? What is the cost of doing/changing nothing? To you/the business? In what way will you need to adapt in order to make this happen? When do you tend to give it your all? Hold back? What has helped you most in the past with similar situations? What is your gut telling you? What about your mind? Which emotions appear for you as you pursue that? How do those help or hinder? What’s at the core of your frustration? Of your excitement? What are you avoiding? What has triggered you? How does this align with/challenge your values? What beliefs or assumptions do you hold about that? What’s the perspective you’re currently holding about that? In what ways is that servingyou/holding you back? What other feedback or perspectives might be useful? What competing feelings or commitments might be holding you back? Which of your many possible identities will be most useful here? What would you need to believe, in order to make this happen? 2021 Korn Ferry. All rights reserved.2
Persona Coach’s ToolkitHigh-Impact QuestionsCREATE: Your learning agendaDesign your success through ideas, choices, knowledge, skills,resources, and action What part of your goal/plan would you most like to focus on for now? What would make the biggest difference for you right now? What if you could ask an expert; what would they tell you? What new skills, knowledge or experience will be most helpful here? What knowledge, facts, or information do you need in order to take a next step? Who would be really good at this – and what would they do in this situation? What do you need to practice more of? What are the quick wins? What are the top two options available for you? How can you add more value with less effort? What resources do you have access to? (people, skills, strengths, etc.) What will need to have happened, in order to make this outcome a reality? What would be different, if you achieved that outcome? What past experience can you learn from and leverage? What strengths could you pull from your toolkit; past successes that may work now? What choice would feel too comfortable? Too challenging? What’s in the middle? Which option are you most drawn to? Energized by? What might get in the way? How can you plan ahead? How will you solicit honest feedback? Who can you ask for feedback from today? How do you learn at your best? How will you sustain your motivation? What will you find most difficult? How will you manage that? 2021 Korn Ferry. All rights reserved.3
Persona Coach’s ToolkitHigh-Impact QuestionsACTIVATE: Through experimentation, reflection, and practiceBuild and strengthen support networks, relationships, and accountability What is one thing you can act on today? Tomorrow? What is one thing you can stop, start and continue doing? How will you manage your key stakeholders? Which relationships are key here? Which ones need work? What support do you have? What support do you need? What will you continue to work towards? How will you keep yourself honest? Accountable? What will you put in place? How will you know that you’re improving? What will look/feel different? What is the request you really want to make? Who has a different perspective to offer that might be useful? Who can you learn most from? Who is the biggest challenge for you, and what can you learn from him/her? What insights from past experiences could you apply now? What beliefs/actions/habits/strategies will you need to tweak or let go of? What adaptation is required of you? How do you feel about that? How do you see yourself now, compared to a year ago? What’s been most surprising? What are you most proud of? 2021 Korn Ferry. All rights reserved.4
Persona Coach’s ToolkitOngoing Coaching Conversation GuideA solid blueprint helps strengthen and sustain a quality coaching conversation. Yet everycoaching dialogue is unique and requires its own distinct approach. Enhance the basic guidestructure below with the high-impact questions most appropriate for your next coachingconversation.INSPIREIdeal self/Ideal future state What are your goals? What does success look like? At your best, what are you doing, thinking, feeling, achieving? What attracts you/motivates you toward that future goal? How does it align with your personal values, motives, beliefs, passions? What are the payoffs and rewards of achieving it, intrinsic and extrinsic?EXPLOREWhere are you now—your current strengths; your key resources? Strengths: talents, traits, experiences, relationships What’s going well, contributing positively toward your goal? Gaps: possible challenges with self, others, resources What’s getting in the way?CREATEWhat are options for moving ahead—building on strengths, closing gaps? What new habits will you need to develop/unlearn? How might you challenge your limiting beliefs or assumptions? What additional perspectives or feedback might be useful?ACTIVATE What action steps can you take that will move you toward your goal? What do you need? (i.e. resources, knowledge, skills, experiences,relationships) How will you stage actions for today, this week, this month, this quarter? Howwill you track these? Who can support and help as accountability partners for you? 2021 Korn Ferry. All rights reserved.5
Persona Coach’s ToolkitParticipant Preparation by PersonaBased on their assessment results, individuals will be told what persona is most like them andwill prepare for their coaching conversations in different ways based on this information.Ongoing Coaching PreparationIn ongoing conversations participants prepare by reading and reflecting on the questionsbelow.Visionary Architect Facilitator ExplorerParticipants who are most like these personas score above the midpoint on the Agility supertrait and often thrive with a journey that includes exploration and high variety. To prepare forthis conversation they will reflect on the following questions, record their thoughts andresponses, and bring a copy to the conversation.Your Prep QuestionsBefore your next coaching session, reflect on these questions and consider how they mightshape the structure of your conversation. What successes have you had since you last met with your coach?Have there been roadblocks or significant challenges? If so, have you learned anylessons from them?Have you applied new skills or behaviors in the workplace? Have they closed gaps foryou or enhanced your strengths?What resources, knowledge, skills, experiences, or relationships might you need to besuccessful on your journey?Is there someone who has a different perspective to offer that might be useful?Are there things you can stop doing, or do less, that will help you move forward?Reflect:What themes have you uncovered from these questions? What topics would you like toprioritize in your coaching session? Might you need to change or adapt your learning plan? 2021 Korn Ferry. All rights reserved.6
Persona Coach’s ToolkitAdvocate Implementor Connector StabilizerParticipants who are most like these personas score below the midpoint on the Agility supertrait and often succeed with a prescriptive and consistent development journey. To prepare forthis conversation they will complete the steps below and bring a copy to the conversation.Coaching Session PreparationEach coaching session will follow a productive path that involves reviewing what’s gone wellsince you last met, what new challenges you’re facing, advice and resources to help you meetthese challenges, and making any adjustments to get to where you want to be in your learningjourney. Follow the steps below to prepare for your next coaching session.1. Review your learning plan.2. Reflect on what you’ve accomplished since the last meeting with your coach.3. What went well? Note any actions you’ve taken to reach your goals, new skills orbehaviors you’ve mastered, or outcomes you’ve achieved.4. What obstacles are in your way? These might include adverse business conditions, lackof the right resources, difficulty finding time to invest in your learning, imbalancedrelationships, or even your own emotions.What do you need to take the next steps? List any knowledge areas, skills, experiences,relationships, or tools you’ll need to take these steps. 2021 Korn Ferry. All rights reserved.7
Persona Coach’s ToolkitOngoing Coaching AgendasIn ongoing conversations you’ll uncover the participant’s progress on their developmentjourney, including what’s working well and what isn’t. You’ll listen, deliver feedback, andexamine obstacles and the ways to overcome them, diagnose lessons learned, and recognizesuccesses. This allows you and the participant to course correct the participant’s developmentplan as necessary.Facilitator Explorer Connector StabilizerParticipants who are most like these personas score below the midpoint on the Striving supertrait and may benefit from more guidance and direction in their learning efforts. They will usethe following structured agenda in their ongoing development plan coaching discussions.Coaching Session AgendaYour coach is prepared to support and guide you through your learning journey. To make themost productive use of your time, you’ll follow the general agenda below. Feel free to suggestother relevant topics to your coach before your session.1. PROGRESS What has gone well so far? What insights you have gained?Top Tipso Remember to celebrate your wins – the small ones as well as the large ones.2. OBSTACLES What has gotten in the way of achieving your goals? How much of it can you influence or control? What options do you have for getting past these obstacles?Top Tipso Don’t be afraid to push through tough obstacles. The reward can be that muchsweeter.o If you find it challenging to stay on track with your learning goals, take steps tohold yourself accountable, like finding a colleague to serve as an accountabilitypartner.3. NEXT STEPS What are the next steps of the journey? What adjustments do you need to make to your learning plan? What concrete steps that meet the SMART criteria will you take?Top Tipso Set aside time each week for learning to ensure you make progress.o Choose larger goals over smaller ones if they move you closer toward yourdestination. 2021 Korn Ferry. All rights reserved.8
Persona Coach’s ToolkitVisionary Architect Advocate ImplementorParticipants who are most like these personas score above the midpoint on the Striving supertrait and are often more self-directed learners. They will use the following topics as a baselinein their ongoing development plan coaching discussions.Your Coaching AgendaYou and your coach will create your coaching session agenda together. To get started, choosethe topics you’d like to include from the Agenda list below.1. PROGRESS Progress made toward your goals Insights gained from successes Lessons learned from struggles Maximizing the value of coaching sessions Stretching further in skill development2. OBSTACLES Challenging obstacles that require help to overcome One thing to stop, start, or continue doing Other useful feedback or perspectives Getting enough challenge in the learning journey3. NEXT STEPS A new relationship to form or an existing relationship to strengthen An opportunity to practice new skills or behaviors Ways to increase or sustain high motivation Changes to the learning plan Actions to take before the next coaching session Ways to stay accountable Taking more control of the learning journey Other topics: 2021 Korn Ferry. All rights reserved.9
Persona Coach’s ToolkitPeer-to-Peer Development SessionsAs part of their journey, participants will attend live virtual sessions with their peers. In thesecoach-facilitated sessions, they will learn tips and tricks on navigating the journey, share howthey’re applying what they’ve learned, hear from others on their successes and challenges,and old each other accountable.Visionary Architect Facilitator Explorer Advocate Implementor Connector StabilizerRegardless of their persona affiliation, all participants will complete the following guidedquestions to help them make the most of their time together. You can use these questions tocreate an agenda for the sessions you facilitate.INSIGHTSWhat are 2-3 insights that you would like to discuss with your peers?SUCCESSESHow have you applied what you’ve learned? What have you found to be successful?CHALLENGESWhat obstacles have you overcome? What challenges are you facing that you would likefeedback from your peers?Peer-to-Peer Learning Pod Development InstructionsAfter the peer-to-peer development sessions begin, participants will receive a message to helpthem prepare for and schedule participation in additional sessions. Although no direct action isrequired on your part, you may find opportunities to adjust your coaching efforts for participantsreceiving these messages.Architect Explorer Implementor StabilizerParticipants who are most like these personas score below the midpoint on the Presencesuper trait and may prefer independent learning activities over learning with and from others.This message encourages them to attend additional sessions.Get More from Your Development JourneyGreat job on your progress! You’re now encouraged to sign up for two more developmentsessions where you can collaborate with your peers to: Learn tips and tricks on navigating the journey,Share how you’re applying what you’ve learned,Hear from others on their successes and challenges, andHold one another accountable.Action: Please contact your Manager or Admin to enroll in an upcoming session. 2021 Korn Ferry. All rights reserved.10
Persona Coach’s ToolkitVisionary Facilitator Advocate ConnectorParticipants who are most like these personas score above the midpoint on the Presencesuper trait and may enjoy group activities and learning with others. This message directs themto attend additional sessions.Share Your ExperiencesSharing experiences with your peers enhances your ability to put what you’ve learned intopractice. You’ll now sign up for two more development sessions where you can collaboratewith your peers to: Learn tips and tricks on navigating the journey,Hear from others on their successes and challenges, andHold one another accountable.Action: Please contact your Manager or Admin to enroll in an upcoming session.Peer Conversation InstructionsThroughout the journey participants are encouraged to reach out to peers in their cohort todiscuss progress and challenges in informal conversations. Although no direct action isrequired on your part, you may find opportunities to adjust your coaching efforts for participantsreceiving this message.Architect Explorer Implementor StabilizerParticipants who are most like these personas score below the midpoint on the Presencesuper trait and may feel more comfortable with independent learning activities over learningwith and from others. This message encourages them to reach out to peers for support.Collaborate for SuccessYou’re busy completing several development challenge projects on your own. So why shouldyou discuss your progress with a peer? Here are 3 great reasons: Preparing to explain your situations helps clarify your own thinking.A fresh perspective brings hidden aspects of your challenge to light.A colleague may have access to helpful resources unknown to you.Your peer will also benefit by tapping into your thinking, perspective, and experience.Action: Schedule a peer discussion soon. 2021 Korn Ferry. All rights reserved.11
Persona Coach’s ToolkitPause for ReflectionUpon completion of major milestones of the development journey, participants are encouragedto pause and reflect on their experiences before beginning the next stage of the journey.Although no direct action is required on your part, you may find opportunities to adjust yourcoaching efforts for participants receiving this message.Visionary Architect Facilitator ExplorerParticipants who are most like these personas score above the midpoint on the Agility supertrait and may need encouragement to devote ample time for reflection before moving on to thenext learning stage.Reflect and ReframeYou’re to be commended on what you’ve learned and absorbed on your development journeyso far. Congratulations!As you begin to apply your new knowledge and skills, it’s vital to step back and frame yourprogress within your bigger picture. What has gone well?Where might you need a course correction?Have any of your goals changed because of your progress?Action: Consider these questions as you prepare for the next steps in your developmentjourney. 2021 Korn Ferry. All rights reserved.12
Persona Coach’s ToolkitTips for Coaching Participants Most Like this PersonaVisionaryTraitsPresence: above the midpointStriving: above the midpointAgility: above the midpointLearning Overview Tend to set high goals for new behaviorsLikely to try/apply new behaviors and persist to achieve goalsLikely to embrace unfamiliar experiences and enjoy varietyMay enjoy group activities and learning with othersCoaching Tips Visionaries may favor coaching and group activities over independent learning. Be surethey devote sufficient time and attention to the independent learning activities and helpthem to view these activities as just as vital to success as the group learning activities.When learning with others, Visionaries may naturally assume leadership roles. In groupactivities be sure that Visionaries don’t dominate group leadership and debriefing roles.Visionaries tend to communicate in a way that inspires others, encouragingengagement and achievement. While this is overall a positive, it may lead to overparticipation. Be sure to keep discussions on track and gently refocus discussions asneeded.Visionaries tend to be motivated to succeed, and as a result they may move from oneaccomplishment to the next without pausing for time to absorb and reflect upon whatthey’ve learned, which is a critical component to learning retention and long-termbehavior change.Visionaries tend to value variety in their work and in their learning. While many parts ofthe journey cater to this preference for variety, you may need to watch for signs that theparticipants start to experience parts of the journey as mundane or rote. In these cases,point to goals and objectives they have yet to reach and celebrate progress made sofar.Features Learning with Others: More coaching and group activitiesGuidance: More self-directedVariety: Exploration and high variety 2021 Korn Ferry. All rights reserved.13
Persona Coach’s ToolkitArchitectTraitsPresence: below the midpointStriving: above the midpointAgility: above the midpointLearning Overview Tend to set high goals for new behaviorsLikely to try/apply new behaviors and persist to achieve goalsLikely to embrace unfamiliar experiences and enjoy varietyMay prefer independent learning activities over learning with and from othersCoaching Tips Architects may favor independent learning over coaching and group activities.Encourage them to engage in the group discussion and activities by sharing examples,stories, and experiences that connect topics back to their own work.When learning with others, Architects may defer to others to take the lead. In groupactivities, be sure to encourage Architects to assume leadership and debriefing rolesthat may be uncomfortable for them.When working with others, Architects tend to feel more comfortable if they have achance to prepare in advance. Be ready to answer questions from them to help themprepare.Architects tend to be motivated to succeed, and as a result they may move from oneaccomplishment to the next without pausing for time to absorb and reflect upon whatthey’ve learned, which is a critical component to learning retention and long-termbehavior change.Architects tend to value variety in their work and in their learning. While many parts ofthe journey cater to this preference for variety, you may need to watch for signs thatArchitects start to experience parts of the journey as mundane or rote. In these cases,point to goals and objectives they have yet to reach and celebrate progress made sofar.Features Learning with Others: More independent activitiesGuidance: More self-directedVariety: Exploration and high variety 2021 Korn Ferry. All rights reserved.14
Persona Coach’s ToolkitFacilitatorTraitsPresence: above the midpointStriving: below the midpointAgility: above the midpointLearning Overview May prefer structured suggestions on how to commit to and apply new behavioursMay feel satisfied after some practice and require encouragement to persist until highstandards have been metLikely to embrace unfamiliar experiences and enjoy varietyMay enjoy group activities and learning with othersCoaching Tips Facilitators may favor coaching and group activities over independent learning. Be surethey devote sufficient time and attention to the independent learning activities and helpthem to view these activities as just as vital to success as the group learning activities.When learning with others, Facilitators are often comfortable taking charge and leadingothers. In group activities be sure that Facilitators don’t dominate group leadership anddebriefing roles.Sustaining motivation may be a key issue for many Facilitators. This is a lengthylearning and development journey. You may need to offer additional encouragementand feedback at each stage to keep Facilitators focused on the long-term objectives ofthe journey.Facilitators generally focus on near-term, achievable goals before shifting to newopportunities. You may need to help Facilitators identify and stay committed to workingtoward longer-term development goals that span the whole development journey, aswell as their short-term learning journey “to-do’s.”Facilitators tend to value variety in their work and in their learning. While many parts ofthe journey cater to this preference for variety, you may need to watch for signs thatFacilitators start to experience parts of the journey as mundane or rote. In these cases,you may need to offer more guidance and direction.Features Learning with Others: More coaching and group activitiesGuidance: More guidance and directionVariety: Exploration and high variety 2021 Korn Ferry. All rights reserved.15
Persona Coach’s ToolkitExplorerTraitsPresence: below the midpointStriving: below the midpointAgility: above the midpointLearning Overview May prefer structured suggestions on how to commit to and apply new behavioursMay feel satisfied after some practice and require encouragement to persist until highstandards have been metLikely to embrace unfamiliar experiences and enjoy varietyMay prefer independent learning activities over learning with and from othersCoaching Tips Explorers may favor independent learning over coaching and group activities.Encourage them to engage in the group discussion and activities by sharing examples,stories, and experiences that connect topics back to their own work.When learning with others, Explorers typically enjoy contributing ideas, while lettingothers organize and lead execution. In group activities be sure to encourage Explorersto use the development journey as an opportunity to try out leading others andexecuting plans, if these are part of their roles and relevant to their development goals.Enjoying variety, Explorers may focus on near-term, achievable goals before shifting tonew challenges. This can result in Explorers moving from one activity to the next withoutpausing for time to absorb and reflect upon what they’ve learned. You may need toencourage Explorers to pause and perform this critical component to learning retentionand long-term behavior change. They may benefit from being encouraged to continueworking towards longer-term development goals that span the whole developmentjourney.Explorers tend to value variety in their work and in their learning. While many parts ofthe journey cater to this preference for variety, you may need to watch for signs thatExplorers start to experience parts of the journey as mundane or rote. In these cases,you may need to offer more guidance and direction.Features Learning with Others: More independent activitiesGuidance: More guidance and directionVariety: Exploration and high variety 2021 Korn Ferry. All rights reserved.16
Persona Coach’s ToolkitAdvocateTraitsPresence: above the midpointStriving: above the midpointAgility: below the midpointLearning Overview Tend to set high goals for new behavioursLikely to try/apply new behaviours and persist to achieve goalsLikely to embrace familiar, structured learning experiencesMay enjoy group activities and learning with othersCoaching Tips Advocates may favor coaching and group activities over independent learning. Be surethe
Korn Ferry is a global organizational consulting firm. We help clients synchronize strategy and talent to drive superior performance. We work with organizations to design their structures, roles, and responsibilities. We help th
On behalf of our Board and all of our Korn Ferry colleagues, thank you for being a Korn Ferry stockholder and for your continued support of Korn Ferry. Sincerely, Christina A. Gold, Chair of the Board August 12, 2020 Korn Ferry 1900 Avenue of the Stars, Suite 2600 Los Angeles, CA 90067 (310) 552-1834 i 2020 Proxy Statement
The Korn Ferry Institute recently benchmarked 24,000 leader assessments (a subset of Korn Ferry's global database) against Korn Ferry's Inclusive Leader model. We could not ind one single leader in the top 25 percentile on all 10 competency and trait composites. When lowering the threshold to those in the top 25
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Drawing on the Korn Ferry Four Dimensions of Leadership and the Korn Ferry Assessment of Leadership Potential, we analysed the traits, competencies and drivers of more than 500 digital leaders, and compared them against population norms from our 4.5 million data point assessment database to create a distinctive proile of
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