Charisma

Coaching Overview
Presented By
Kevin T. King, Psy.D.
Chief Scientist
Leader Boxx

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 What is Charisma?

• NOT the loudest person in the room

• NOT pretending to be something
• NOT you focusing on you

• YES: You focusing on others

• YES: You being ‘real’
• YES: Others’ positive focus
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on you
 What is Charisma
Coaching?
It’s primarily two things:
• 1. A chance to understand yourself and
others better.
• 2. Developing charismatic habits

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 What is Charisma
Coaching?
• Overcoming Social Drift to reach
connection & intimacy.
• Treatment & inoculation for Scurvy of
the Soul
• Achieving a deep appreciation for
yourself and others.
• Unlocking the magnetic self

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 The Three Disciplines

• Being • Accepting • Sharing

• Experienci • Trusting • Attending
ng • Balancing • Impacting
• Becoming
Authenti
Humility Presence
city

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 Emotional Intelligence

6
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 Charisma Competency
Map
Authenticity Humility Presence

Mindfulness Honesty Confidence Integrity

Self-Awarness (SA)

Drive Discretion Poise Balance

Self-Management (SM)

Empathy Trust Engagement Insight

Other-Awareness (OA)

Appreciation Understanding Attention Leadership

Other-Management (OM)

Being Accepting Sharing CHARISMA

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 Communication Tools

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 Four Sides Model

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 Self-Awareness Tools

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 Johari Window
1. Open/self-area or arena - Here the information about the
person his attitudes, behaviour, emotions, feelings, skills and views
will be known by the person as well as by others. This is mainly the
area where all the communications occur and the larger the arena
becomes the more effectual and dynamic the relationship will be.
‘Feedback solicitation’ is a process which occurs by understanding
and listening to the feedback from another person. Through this
way the open area can be increased horizontally decreasing the
blind spot. The size of the arena can also be increased downwards
and thus by reducing the hidden and unknown areas through
revealing one’s feelings to other person.
2. Blind self or blind spot – Information about yourselves that
others know in a group but you will be unaware of it. Others may
interpret yourselves differently than you expect. The blind spot is
reduced for an efficient communication through seeking feedback
from others.
3. Hidden area or façade – Information that is known to you but
will be kept unknown from others. This can be any personal
information which you feel reluctant to reveal. This includes
feelings, past experiences, fears, secrets etc. we keep some of our
feelings and information as private as it affects the relationships
and thus the hidden area must be reduced by moving the
information to the open areas.
4. Unknown area - The Information which are unaware to
yourselves as well as others. This includes the information, feelings,
capabilities, talents etc. This can be due to traumatic past
experiences or events which can be unknown for a lifetime. The
person will
(C)be unaware
LEADER till he
BOXX discovers
2014 his
-- Kevin hidden
King, qualities
Psy.D. and
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capabilities or through
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is also an effective way to decrease the unknown area and thus to
communicate effectively.
 Johari Window: Example
As a new employee,
Linda’s co-workers
know little about her. In
this context, the
unknown and hidden
areas will be larger and
the open area will be
small. The blind spot
also will be small.

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 Johari Window: Example
As Linda interacts with her
co-workers and shares more
of herself, the Open area
increases. Her blind spot
increases as others observe
her. This increases the self-
knowledge she can gain by
asking for feedback. Thus,
disclosure and feedback
enlarge the Open area while
shrinking the unknown.
This is growth.

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 Supplemental
Draft Materials; not approved

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 Modes

Individual Team

• Intact Teams
• Hi-Po’s, Executives, C-suite
• High-stakes teams,
• Great to Amazing
• Critical Leadership
• High communication needs
• Customized • Programmed (custom options)
• Exhaustive, intensive • Set Schedule
• High Social Involvement • Mild Social Involvement
• Medium Group Involvement • High Group Involvement
• High Individual Coaching
• Low-Med Individual Coaching
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 Methods
• Assessment • Habit Formation
• Goal Setting
• Game Dynamics
• Goal Tracking
• Coaching • Specific Interventions
• Reflection • Written content
• Experiential Learning• Visualization
• Encounter Groups
• Modeling/Role Play
• Social Missions
• Tools/Techniques • Total-Person Polish
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• X-point inspection &
updgrade
 Strengths-based
development stages
Identification ofClaiming/naming/
Identifying Talent

Excellence sharing

Integration
Define self by into self-perception
Align talents and
strengths behaviors

Behavior Change
Add knowledge &
Apply often
skill
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 Identifying Talents

• Spontaneous, naturally taken behavioral

reactions
• Yearnings
• Rapid learning
• Satisfaction/ feeling great.

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 Clarity

Stress

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 Charisma Coaching
Foundations
Emotional
Three Disciplines Intelligence
• Authenticity • Self-Awareness
• Humility • Self-Management
• Presence • Other-Awareness
• Other-
Management

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 Marketing

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• Strategy
• Organization process design

Who is it for?
• M& A
• Corporate governance and CSR
• HR
• Team kick off
• Recruitment
• Change management
• Development strategies and policies
• Oorporate culture
• Marketing
• Branding strategy
• Route-to-market/trade marketing
• Production/projects
• Project kick off
• Process re-engineering
• Planning
• Supply chain
• Product/Service
• Innovation process
• Re-design and new products
• Portfolio strategy
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 end

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