Values-based Leadership & Cultural Change – Creating a Learning

Community using Action Learning with Executive Coaching,

Microsoft (Asia Pacific)

Client Issue: Microsoft Asia Pacific Operations Centre (APOC) is part of Microsoft Corporation’s worldwide business strategy to consolidate its manufacturing & sales operations. APOC manages the manufacturing, licensing & accounting for Asia Pacific’s 14 sales subsidiaries - APOC employs thousands of people & operates in 17 countries across the Asia Pacific Region. Their success depends on the efficient & effective delivery of product & services from suppliers to customers in multiple markets. APOC were looking for an integrated, cost-effective leadership development solution as part of their Business Strategy to move to a more effective ‘Coaching Culture’. They wanted a comprehensive learning solution to complement their MS Management Excellence Career Events. An action learning solution that provided a robust platform for lifelong development, focused on workplace initiatives to create business impact & which transferred both the methodology & facilitation skills from the external providers to the program teams.

Program Design: Synergy applied our experience to role-model effective virtual coaching & working.
The 7 month program, facilitated face-to-face & virtually, involved 6 large groups drawn from Executives & Senior Managers.  Using a combination of workshops, Synergy’s unique Action Learning Teams (ALTs) & 1:1 Coaching for the Executives, we created fun learning experiences to develop Microsoft Manager Competences  & build an innovative, flexible solution to leading Microsoft’s  virtual teams operating in a matrix structure during continual change.  As part of the program participants identified key actions/behaviours that drive & potential barriers that impede business impact & linked these to 3 key areas of learning; Action Learning Teams (ALTs); Engagement & Inclusion; & Developing a Culture - moving APOC towards a Learning Organisation. HR were involved & provided onsite support throughout & participated in the program to help with our robust evaluation. The program has since continued internally.

Metrics: We always agree metrics with clients in advance. Microsoft have sophisticated measurement metrics, so we were able to use & build on a number of these to design a robust & objective evaluation tool measuring impact in 12 areas of personal & management competency & 26 specific skills.           These were self-assessed at the beginning, middle & end of the program & verified with Line Managers as part of their 360 feedback & performance appraisals .

Outcomes: There was an average increase in the 12 areas of competency of 25% for Executives & 26% for Senior Managers. Specifically for ‘Facilitating Learning using Coaching’ we saw a 32% & 33% improvement for the Executives & Senior Managers respectively. Both Executives & Senior Managers stated they were using their new coaching skills in their daily work, particularly in their 1:1 meetings & many felt more comfortable managing staff performance. The 12 Executives commented they found the 1:1 coaching sessions useful & effective in supporting them in their ALT facilitation, addressing challenges around their management roles & leadership styles, taking MEC forward as a ‘Learning Community’ & that the program had had a clear impact on the culture within APOC.

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