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Coaching and Mentoring: What’s the Difference Coaching and mentoring are people-enabling professions. They have a lot of overlap in the skill set required, people’s expectations & outcomes delivered. For example, both coaching & mentoring ➢   Calls for a high level of trust & vulnerability ➢   Exposes to newer ways of thinking & being ➢   Progresses towards desired goals ➢   Have an expanding effect on people, both personally & professionally. However, coaching and mentoring are also very different from each other. Let’s try to understand it with a case study. Say Raj is transitioning into a new senior management role. This new position calls for an upgraded version of him to ably handle the new responsibilities. The key difference between Coaching & mentoring from the above case study are: A mentor often has hands-on experience or more experience than the client & the same experience background adds value, whereas a Coach can have less or more experience than the client & can be from a different experience background Mentoring is Directive, whereas Coaching is non-Directive. A mentor helps the client to find solutions through assignments, advice, challenges, sharing personal experiences, hand-holding, etc, whereas A coach Co-Creates solutions along with the client. Mentoring often happens 1:1, while Coaching can happen 1:1 as well an in groups & teams Often mentors are identified within the organization while Coaches could be both internally or externally sourced. Mentoring experience is often associated with the professional aspect of life, while Coaching is associated with a different diverse niche like – life, relationship, career, executive, and leadership spaces. What Skills Are Needed to Be An Effective Coach or Mentor?  A coach & a mentor is a person who sees more talent & ability in you than you see in yourself. They don’t solve problems for you but enable you to rise up & solve them for yourself. There is a range of skills that need to be acquired before you can become an effective Coach or Mentor. While technical expertise & domain knowledge can greatly add value to mentoring, here are a few core skills that are imperative for both coaching & mentoring: Active Listening Listening beyond what’s obvious including the unsaid, listening to the body language as well as the silences, and listening to understand the client’s core needs & personal challenges, including limiting beliefs, conflicting values, biases & prejudices – is a skill that can only be developed by putting into practice a lot of intentional active listening.  Unconditional Positive Regard To feel what the client is experiencing without getting carried away by their story or judging it through our lens is a higher skill to continuously strive for. Unconditional positive regard leads to an equal partnership between the client & the mentor/coach which is critical in creating a safe space to get the maximum out of the coaching/mentoring relationship. Powerful Questioning Questioning from a place of genuine curiosity to expand ways of thinking & generate newer ways of seeing & being is a critical skill for coaches & mentors. When questioned, people get defensive. Therefore asking the right, powerful questions that are generative in nature; is a necessary skill for coaches & mentors Partnering Not just in the process of finding solutions towards the goal, but also in energy levels & enthusiasm & celebrating small wins along the way. Sharing Observations/Feedback Clear, specific, non-judgemental sharing of observation to serve the client to grow in the desired direction of goal is an absolute must-have skill for coaches & mentors. Communicating respectfully & ensuring the intended message is interpreted in the right way with intermittent check-ins to see if all’s ok accentuates this skill. Genuine interest in enabling people to become a better version of themselves While all the skills can eventually be acquired through learning & practice, a genuine interest in enabling people makes all the difference in the making of a great coach/mentor. The core intent becomes the key differentiator & genuine people shine differently among people who are trying too hard. Skills and Qualities of a Manager: Coaching and Mentoring Are Especially Key for First-Time Managers  Every new situation in life calls for a different upgraded version of us. When an employee transitions from an individual contributor to a manager, they are not just accountable for his/her performance alone, but for the performance of their entire team. They are in a unique first-time situation to manage not just their deliverables, but also take accountability for the whole team’s performance. This first-time manager is expected to experience a lot of change in the way he has functioned in the past & henceforth. While being on the learning curve in the new role, they are to also manage the team dynamics & their internal responses to new situations arising out of those dynamics. Coaching & mentoring can greatly help in creating a safe space for first-time managers to share their vulnerabilities, seek advice & expertise to handle them (in the case of mentoring), and work on self-leadership skills like – overcoming self-doubts, effective time management, conflict management, better communication, etc & eventually be better equipped to deal the demands of the new role. Coaching & mentoring leaves an impression that is beyond achieving the goals alone. Anyone who experiences coaching or mentoring in their lives strives to hold that place for others. Thus, new managers, who are exposed to coaching/mentoring during their role transition, extend support to their team members from a place of – “I have benefitted from coaching/mentoring & now I want you to experience this”. Keys to Coaching and Mentoring Employees in the Workplace  In the new hybrid ways of workplace post-pandemic, the ability for leaders to coach & mentor becomes critical for building & maintaining a positive work environment. A leader skilled at coaching and/or mentoring can: ➢   Earn the employee’s trust: due to their non-judgemental frame of reference & the attitude of unconditional positive regard. ➢   Build authentic connections: due to their genuine interest in enabling people. ➢   Recognize individuals for their strengths & possibilities beyond just the performance evaluations: Due to their value of looking at the person as a whole & not in parts & trusting in their human potential. ➢   Inspire people to pursue their goals relentlessly: Leaders skilled at coaching / mentoring walk their talk. They are humble beings, who achieve their goals in a sustainable & consistent fashion, thus inspiring people to believe in themselves & follow their own goals relentlessly. How to Create an Organizational Culture of Coaching  Organizational culture is nothing but a collection of values, expectations & practices that define & guide the actions of all the team members. When leaders adopt a coaching leadership style, they create nurturing places, where employees don’t feel the need to hide behind any kind of façades. Employees in a Coaching Culture shift from: ➢  being hesitant to being open to ask for help. ➢  Blaming or denying to admit fault to owning outcomes ➢  Being controlling to collaborating ➢  Derivative to innovative Since Coaching/Mentoring skills are not just skills, but a way of being, the leaders embodying these skills inspire people around them to imbibe these as leadership qualities. To create such an Organizational Culture, unlike the traditional belief of reserving coaching & mentoring only to senior leaders, making it accessible at all levels of leadership becomes imperative. The compounding effects of Coaching & Mentoring, when experienced at both individual & team levels, help create a viable culture of coaching throughou t the organization. Measuring the Success of Coaching & Mentoring?  Both Coaching & Mentoring are customized interventions for a specific client working towards a specific goal. Thus, the measure of success of Coaching & Mentoring cannot be approached with a one-size-fits-all mindset. With the success of Coaching & Mentoring Initiatives traditionally being difficult to measure due to their unique & qualitative nature, they often get deprioritized in favour of more data-driven programs. However, it need not be that way. Its recommended, before any individual or organization sets out to contract for a Coaching or Mentoring program, to have their Objectives & KPIs well defined, so that it is easy to look at & check progress against what success looks like for them & to measure that success during & post-intervention – For eg: Employee engagement before & after Coaching & Mentoring, Employee Retention rate pre & post Coaching & Mentoring. Apart from the tangible business outcomes, Coaching & mentoring success can also be measured through the myriads of intangible benefits that an organization stands to gain such as – Strengthening the company culture, Enhanced employee growth & engagement, fostering diversity & inclusion, retaining high potential talent, Change adaptability, Smooth succession planning, greater productivity & overall wellbeing etc. How Regal Unlimited Can Help you with Coaching and Mentoring?  The hallmark of a great leader is not in creating followers but to create more leaders. Leaders do end up creating more leaders, but often they create their own replicas, which is limiting & not sustainable for an ever-changing work landscape. With a Leader as a Coach/Leader as a Mentor approach, A leader not just demonstrates but also inspires people to become more of who they are in terms of their human potential.  Regal Unlimited’s Leader as a Coach is one such specially curated programme promising to build coaching & mentoring Skills for your leadership teams. “The greatest good you can do is not just share your riches but to reveal to him his own” – Benjamin Disraeli. Do you aspire for your leaders to get coached and develop the coaching style of leadership? Do you want to instate a Coaching Culture in your organization and look for your leaders to grasp the nuances of Coaching and Mentoring skills? Then write to us: info@regalunlimited.com for more details or visit the Leader as a Coach program .

What is Coaching? “Coaching is a journey within, as it helps unleash an individual’s potential to maximize their performance.” Coaching is more about how you get the results, i.e., ‘Journey’ rather than achieving the results. In this era, people are more behind the results, but the secret lies in the journey to achieve the results. Though knowledge, facts, and experience are essential to get the results, broadening perspective, the focus of attention and self-motivation are equally important. Coaching uplifts the awareness and increases the sense of responsibility in an individual to play at their bests. Having the right mindset is a key to high performance – responsibility & awareness are both states of mind. Coaching believes that solutions for any problem of an individual can be found within, and partnering with a coach would change their life. A coach ingrains trust and confidence, creating a space for the coachee to have structured professional conversations that allow them to demonstrate their ability to find solutions. “Coaching is partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.” – International Coaching Federation (ICF). According to ICF, Coaching unlocks a person’s potential through powerful questioning that, in turn, leads them to dig deep within, think and reflect on playing at their full potential. “Grow potential and reduce self-interference. Don’t just be a doer in life; whatever you are doing,learn, evolve, and maximize your enjoyment of the limited time you are given.” ~ Tim Gallwey Timothy Gallwey, a Harvard educationalist and tennis expert, demonstrated the first simple but comprehensive coaching methodology in 1974 with his book called “ The Inner Game of Tennis.” Gallwey refers to the internal state of a player as an inner game as he believed “the opponent within one’s own head is more formidable than the other side of the net.” He thinks a player can dwindle and dislodge the internal hindrances to the performance by partnering with the coach. This engagement with the coach will help a player open up the untapped potential to learn and perform with minimal technical input. “Internal Obstacles are often more daunting than external ones.” Gallwey further illustrated “ The Inner Game Equation”, which effectively summarizes the objective of modern coaching. Performance (P) = Potential (p) – Interference (i) He believes both coaching and the Inner game focus on improving performance (P) by growing potential (p) and by decreasing interference (i).  Transformational Leaders and Coaches  believe that every individual is competent and full of potential. Raising their self-reliance will reduce the internal obstacles and lead to powerful choices by capitalizing on the unique qualities of each individual. Difference between Teaching, Mentoring, Counselling, and Coaching Although, in general, these terms are used interchangeably by many, there is a huge difference in terms of their meanings as well as their purpose. Teaching Teaching or Training involves the transfer of specific skills and knowledge. It focuses on the acquiring of such skills and knowledge through a predetermined learning curriculum. It opts for the ‘tell-advise-ask questions’ mode of communication through more of a directive than a non-directive approach. The relation hence gets built, is that of Teaching. Mentoring Mentoring involves helping in transferring the formal-tacit knowledge and skills, experience, mindset, wisdom, and best practices. It focuses on the mentee’s personal and professional growth but no specific learning plan is involved, be it formally or informally. It opts for the ‘Ask questions-Listen-Give Advice’ mode of communication through both directive and non-directive approaches. The relation hence gets created is that of Advisory. Counselling Counselling involves confronting, correcting, and instructing a change in terms of attitude and behaviour to improve the performance that is below standards. It focuses on listening to the employee(s)’s problems and issues, giving feedback, and explicitly managing expectations. It opts for the ‘Tell-Advise-Ask questions’ mode of communication through more of a directive than a non-directive approach. The relation hence gets established is that of Management. Coaching Coaching involves helping or Partnering to be precise, with the individuals or groups to enable them to self-discover and take ownership of achieving the desired goals. It focuses on empowering the Coachee to discover their hidden potential and make changes in terms of behaviour and performance. It opts for the ‘Ask questions-Listen-Give Feedback’ mode of communication through a non-directive approach. The relation hence gets developed is that of Collaboration All the four mentioned above act like different paths leading to the same destination. Although they seem different in terms of focus, approach, and modes of communication, the objective that they advocate remains the same- ‘improving the performance of the employees/groups’. What is the History of Coaching in the Workplace? The roots of coaching in the workplace are in a development pathway that can be traced back to 1995. Still, a few earlier studies state its foundation in 1937 when C. B. Gorby published “Everyone Gets a Share of the Profits”. From that phase, coaching research has noted a progression that has moved from an exploration phenomenon to a focus that is increasingly on the effect of the intervention on clients. Who Invented Performance Coaching? Sir John Whitmore, the founder of Performance Coaching, coined the name ‘Performance Coaching’ in 1992. He developed the most influential coaching model used by all the coaches in the world today – the ‘Grow Model.’ Performance coaching as a concept was designed by the techniques used by Timothy Gallwey in his book ‘Inner Game’ to describe the self-directed learning process and differentiate it from conventional sports coaching.   Executive coaching , business, career, personal and other types of coaching are all built on the principles of performance coaching. Stages of Coaching Process Identifying/Setting Goals- Before undertaking any journey, it is very crucial to have a destination, to have a direction to be followed. Similarly, in the process of Coaching, it is crucial to establish the purpose of the conversation, like “What the Coachee expects to achieve at the end of the Coaching conversation?” Deep Exploration- In this step, the Coach has to be flexible in terms of perspective. This is yet another important step, wherein, the Coach has to ask insightful questions, listen actively, and wear multiple hats to gauge the situation through different perspectives. Action plan- Once the goals are set, and exploration is done, the next step in the process is to turn them into actionable, to accomplish the purpose of the Coaching Conversation. It is very essential to keep the Follow-up actions: Small in number, to ensure focus. Measurable. Moreover, it is important to ensure that the discussion on the positive alignment of individual goals to the Organisation’s overall results is done The above steps are, however, always governed by Ethics, and anchored by the Trust between the Coachee and the Coach. To understand the above process in detail, please refer to the blog that talks about the  Coaching Process . The Benefits of Coaching Coaching has been lately opted by many for the various benefits that it offers, be it to the organisation(s) or the individual(s). The following are some of those- What’s the Purpose of Workplace Coaching? “To get the best out of people, we have to believe the best is in there.” – Sir John Whitmore Coaching in the workplace  means empowering employees to be the best version of themselves. In this, the relationship is between the employee and the coach to work together on the areas of improvement and deepen their strengths to sustain the employee’s performance. By adopting workplace coaching employers’, can cultivate their employee’s willingness to do the job, leading to higher productivity and satisfaction.  Unleashing an employee’s potential allows the organization to be more holistic, discovering the integrity and purpose of the organization’s future and the blueprint for high performance. Process of Coaching in the Workplace Coaching works towards supporting the employee to be empowered to optimise the employee’s performance effectively. However, it is not a step but a whole process that goes on and on and on in cycles. Coaching is a process that involves reflective practices on both sides. Hence, it requires several meetings at regular and frequent enough intervals. This is required to build and maintain the connection, which is very crucial for creating the foundation for the coaching relationship based on trust and partnering. The connection, once built, will help the coach to constantly track the progress of the Coachee by using powerful and reflective questioning. This would help the coach to understand the direction of the progress as well as check its momentum. This tracking would enable the coach to visualise the path further, which in turn would facilitate the further plan of action. Once the coach can track the progress and understand the position where the Coach is standing, the coach can tune the game plan accordingly. The Coach and the Coachee together can partner with each other and pay a visit to the goals, which are already set and to be set as well. This revisiting of the goals will not only help to understand the current condition but also help in redefining the path to the defined goals. Just revisiting the goals will never be enough. The solutions have to be sought and worked for. The whole process of coaching aims at partnering with the coach to make the coach find the solutions on their own. It could be of great importance to firstly understand “what one wants to do” to understand “what needs to be done to reach that certain point/destination”. However, the role of the coach is not to provide solutions but to make the Coachee do it by themselves. This will help in empowering the coach to think independently Once the goals have been established and the solution has been identified, the next step is to lay out the path that will be taken to get there. This involves defining the steps to be taken for walking along the path-to-be-tread. Nevertheless, like goals, even the steps towards the goals also need to be SMART (as in S: Specific; M: Measurable; A: Achievable; R: Relevant; T: Time-based) These Steps should be such that the Coachee can independently undertake them to reach the desired goals and solutions. This can start another cycle of the process, like- The next time the Coach meets the Coachee, the progress could be checked as to where the Coachee is standing on the path defined and if the Coachee could see any progress. CONCLUSION – Great Coaching is the ROOT to Strong Leadership Coaching is person-specific, it requires constant visiting – moving forward – revisiting – redefining the cycle in the loop. There are numerous opportunities for learning every day. Great leaders and coaches seize these opportunities by being courageous enough to speak up, listen, and act on what they learn. Great Impactful coaching, like breathing to singing, is the foundation of strong leadership. Coaching is the future of Leadership. We truly believe that if you are not coaching – you are not leading to your full potential! Want to know more about how you can become a Coach, then write to us at  info@regalunlimited.com  or visit  Global ICF Coaching . This blog on What is Coaching and Coaching process is penned by Sheetal Banik & Sonia Sanku.

Tanya coughed up the coffee that unmindfully went down her throat. “Hope you’re alright, Tanya. You don’t look very good nowadays. We miss the sprightly Tanya. Where is she?” It was her manager Sameer. Sameer, with his 25+ years of journey in the corporate world, knew something was amiss. Ever since the last appraisal, Tanya seemed down, dejected and disinterested. He knew she needed help and as a mindful coach, he stepped in! Tanya looked at him with the same disturbing eyes. “Nothing much, sir. Just lost in my thoughts.” “Lost, for sure. But we do not know where.”, Sameer remarked, “Tell me more, Tanya. What’s going on with you? You have lost the natural charisma you exude as you walk into every meeting. If it’s ok, can we discuss this, Tanya?” “Hmm. Everything is not ok, sir.” Tanya hesitated. “I have been very low on confidence ever since we upgraded to this new style of working. Everything seems so difficult. I’m unable to focus on my targets. I don’t think I’m good enough anymore. Also, the new recruits fare much better than me. I don’t know if that is ok since I’ve been around for 4 years now. This has got me thinking & worrying. I think I need help.” Sameer smiled gently even as Tanya heaved a sigh of relief. She finally got it out of her system. As an ICF certified leadership coach, Sameer decided to help her. “See Tanya, now that we know what your concerns are, will you be open to a conversation with  us?” “Ok.”, she said, with hesitation still written all over her face. “Well, you see, I can tell with experience that leadership coaching will definitely help you see better.”, Sameer decided to broach this topic with her. “But do people like me also need leadership development coaching? I thought only top-tier management sought such luxuries.”, Tanya was genuinely surprised. “Oh! Tanya. Not at all! Everyone can and should be coached. You, me, everyone! Let’s give that a try. I genuinely feel leadership coaching will do you some real good.” “Sir, what exactly is leadership coaching ?” Tanya was curious. Sameer knew he needed to share what he exactly meant by coaching, its benefits and well, how to find the right coach to help you out. What is Leadership Coaching? Leadership Coaching is the process of developing an individual across a spectrum of abilities so that they can interact better with others and perform better as leaders. It seeks to build upon a leader’s current strengths and work on their weaknesses so that they are leading their teams and their organizations with conviction.  Coaching creates a safe space  to discuss pressing or emerging concerns with an overarching purpose to surface untapped potential in the leader. As Timothy Galleway, Author, The Inner Game puts it, “Coaching is unlocking a person’s potential to maximize their own performance.” Leadership coaching empowers a leader to ask the right questions, knock on the right doors and seek the answers themselves. Leaders own the answers they discover and consequently empower all the team members to be accountable, authentic and responsible. It helps leaders excel and leave behind a memorable legacy of empowered followers. John Quincy Adams beautifully summarizes this fact thus, “If your actions create a legacy that inspires others to dream more, learn more, do more and become more, then, you are an excellent leader.” “Can you tell me more about the benefits of leadership coaching, sir?”, Tanya prodded. She definitely needed to hear more. The innumerable benefits of leadership coaching across all spheres of life and execution have been well researched and extensively recorded. But on your insistence, outlined below are certain noteworthy benefits of leadership development coaching. What Are the Benefits of Leadership Coaching? Improved performance: The fulcrum of every leadership coaching engagement is a core purpose/goal which can be seen, perceived and used as a measure of performance. Personal or professional, leadership coaching harnesses the coachee’s strengths to achieve these goals and serve as a sustainable performance accelerator as they reach a more resourceful state of being. New perspective: Leadership development coaching helps illuminate blind spots and view situations in a different light tuning into the issue at hand in a whole new way. Sometimes, rather than focusing on the greener patch on the other side, seeing the fence might help find the way to that patch. Rebuilding confidence & executive presence: Even the high-flying leaders face self-doubt and are botched by the everyday rigmarole. Through leadership Coaching, Coachees set out with renewed energy to make a mark for themselves, building a strong and praiseworthy personal brand. “A coach is someone who tells you what you don’t want to hear, who has you see what you don’t want to see, so you can be who you have always known you could be.”    ~Tom Landry Even as Sameer finished, he saw a small smile break out on Tanya’s face. She seemed to have connected the dots, realizing why Sameer wanted her to seek leadership coaching. Honestly, she was surprised that leadership coaching promised help in the areas of life she exactly needed help with. However, a sudden thought razed across her mind. “What can we learn from leadership coaching, sir?”Tanya boldly asked. I understand it has several benefits but can you help me discern how will it  help me become a better version of myself?” What Can You Learn From Leadership Development Coaching? ✤ Self-awareness: Leadership coaching guarantees an inward journey to wholeness; enhances self-knowledge wherein one becomes aware of one’s thoughts, self-made barriers, hindrances, and looking at situations trapped within judgment and assumption. The irony is – 95% of the individuals think they are self-aware, while actually, only 5% are! “Look outside and you will see yourself. Look inside and you will find yourself.” ~Drew Gerald, Author ✤ Communication, listening and developing empathy: Through leadership development coaching, leaders develop their own unique style of communication on both verbal and non-verbal fronts by setting clear expectations, offering constructive feedback and shifting the dynamics of their communication towards their teams. This results in a more inclusive environment at work where tough conversations are supported and encouraged. Listening is the biggest asset for a leader . While having certain conversations, people tend to drop off easily but leadership coaching can train them to listen mindfully! Mindful listening can help a leader identify potential triggers, augment self-awareness and provide value by acknowledging others’ pain and struggles, empathizing with them and empowering them. Marcia Reynolds puts across a point for every coach to note. “You are a good coach if you share what you hear and see others express with no attachment to being right.” Good coaches, thus, do not obsess over the things they say but listen, with deep empathy, to their coachees with the sole thought of helping them reach a more resourceful state. ✤ Growth mindset: It is imperative for leaders today to convert obstacles that come in their way into opportunities that propel them forward. Leadership coaching familiarizes a leader with the art of resilience & growth. It builds a case to balance creative and critical thinking to drive one’s growth, both professionally and personally. We have always heard people asking us to step out of our comfort zone and put to test our capabilities, strengths and talents. “The interesting thing about coaching is that you have to trouble the comfortable, and comfort the troubled.”, said Ric Charlesworth, Australian hockey coach. ✤ Teamwork & Collaboration: Leaders who have been coached; focus not only on themselves but on the growth of the teams they lead. They turn around to be masterful collaborators, seeing complementing strengths, working on each other’s weaknesses and infusing incredible passion to hit the bottom line strong. The world runs on collaboration and virtual teams have become the norm of the season. In such times, leaders, as coaches, must step up to the task of helping coordinate, control and collaboration. Ara Paraseghian, American football player & Head Coach, at the University of Notre Dame, spoke about how, in a team, leaders can help players perform much better. “A good coach will make his players see what they can be rather than what they are.” Simply said, coaching can help individual members and the team outdo themselves. Sameer looked at Tanya to confirm if he got too preachy but it didn’t look so. How did he realize it?  Well, her next question proved it. “How to choose the right leadership coaching programme, sir?” Phew! Sameer was thankful that his efforts didn’t go in vain after all. How to Choose the Right Leadership Development Coaching Programme? If the first step in the journey to hiring an effective coach is knowing the benefits of leadership coaching, the next one is to  find the most appropriate leadership coaching programme  that best suits the needs of an aspiring leader. Though there is no strict maxim that helps choose a coaching programme, below are certain guidelines ✦ Safe & Supportive environment: As a basic prerequisite, leader coaches, coach trainers and the coaching institution must create a safe, non-judgemental and supportive environment for the coachee. It is in blind faith and comfort of this safe space do aspirants emerge as good leaders. ✦ Focus on aligning agenda: Like mentioned, the coachee’s goals are at the centre of the leadership coaching programme and thus, it is only apt for the entire programme to be focused on and build on the coachee’s agenda. Goal setting is the most critical step in the coaching process. ✦ Targeted feedback: Customized to help the coachee achieve his goals, the coach must focus on giving critical, impactful and specific feedback to the coachee. It is such timely feedback that guides and nudges the coachee to progress in the direction of his goals. ✦ Consistency: Like everything in life, a leadership coaching engagement is efficacious only if there is a consistent effort from both the parties involved, a streamlined process of targeted feedback and follow up and most importantly, steadfast focus on the target at hand. Consistency is the key to the success of the leadership coaching engagement. Tanya sat up straight. It all began to fall in place now. “Sir, one last question. You told me that coaching is a unique, one-to-one programme, completely customized to suit the coachee’s goals. Don’t you think, apart from knowing how to pick the right leadership coaching programme, I need to find the right coach, someone who shares the same vibe, who shares the right professional chemistry with me?” There! Sameer was pleased to see the Tanya he always knew surface in bits and so, he put across, from his experience, how to choose the right leadership coach. How to Select the Right Leadership Coach? Everyone needs a coach. The client, to the best of his ability, has to invest time and energy to  select the right leadership coach . It is quite similar to choosing the right doctor to train for a critical relationship. While at the outset, one may run a check on the credentials, span of experience and client reviews, it is imperative for the client to venture beyond that too. ➤ Credentials: One could start with a thorough background check and span of professional experience including coach training, certification, and  ICF credentials . ➤ Client review, experience and stories: It is important to browse through client testimonials, success stories of transformation and more so, stories of failure. This can help us gauge the impact the coach has had on his coachee. ➤ Return on Investment (ROI): Having a clearly chalked ROI for the evaluation of the success of the engagement is a must before one commits to leadership coaching. ➤ Process flow: All said and done, the coachee must be comfortable with the entire process. As mentioned earlier, they must share the same vibe and get along together, realize the value of the goals they are working towards and trust in each other. “That’s all from me, Tanya. I guess I’ve done the talking. Now it’s your turn to take the first step and from there, progress by leaps and bounds.” Sameer rubbed his hands with the tissue on the table. He had finished his coffee too. A sceptical Tanya now believed there was some light at the end of the tunnel. “Sure, sir. Thank you for helping me around with this.” Sameer guffawed. He was not wrong at all. Tanya was brilliant and he had vouched for it since she came on board. “You see, Tanya, everyone needs coaching. I am sure, it will make you a better leader and a better human being. It did for me, well, you only should tell. He laughed again. Give it your best shot, Tanya. Rest assured, it will do wonders.” Leadership Development Coaching with Regal Unlimited “I absolutely believe that people, unless coached, never reach their maximum capabilities.” – Bob Nardelli, Former Chairman & CEO, The Freedom Group Leadership coaching is for everyone. Regal Unlimited is committed to offering value to aspiring coaches and leaders via their extensive basket of offerings tailor-made to suit their needs. One such exciting programme is the  ‘Leader as Coach’ programme  rolled out by Regal Unlimited which seeks to prepare today’s leaders and executives eager to step into leadership roles to excel in performance, build exceptional personal brands, develop confidence, empathy and live life as the best version of themselves. The time is now, and the stage is set.  Sign up  and see yourself blossom!

“Kindly coach Virat Kohli to re-discover himself. It’s a genuine request from a fan of Kohli” . I got this request from a friend – a corporate executive who is also at the early stage of his ICF coaching education for ICF credentials. He knows what professional ICF coaching is – different from what Rahul Dravid the cricket ‘coach’ would do. Also different from training, mentoring, guiding, therapy, or telling. I was politically correct to respond to a fellow (aspiring) coach, “Kohli got to be ready & willing. Then next innings “ Virat is one of the best among contemporary cricketers. He has the potential to become one of the best, ever. In the league of Sunil Gavaskar, Sachin Tendulkar, Kapil Dev. Even after the current slump in his form. What would it take him to get out of the rut and become the rockstar cricketer he was. 1. As a young cricketer, he decided to shed weight and gain super-human fitness. He was not only one of the fittest cricketers but also ensured every team member was fit to clear the YoYo test. What prompted a young Kohli to take the big step and sustain the new habits with discipline. For a Punjabi, the shift in his culinary preferences would have been a big sacrifice. It is a good idea to look for inspiration within again. 2. When will cricket embrace professional coaching by a non-cricketer? One who is not a Rahul Dravid, or Gary Kirsten, or the Baz? While the sport avails the services of physiotherapists to psychologists. They do not avail the services of professional coaches. All sport, from tennis to cricket, are as much mental game, as it is physical. Are we ready for the Inner Game of Cricket? (Tim Gallwey fame) 3. ‘If I was India’s captain or coach, I would be telling him…’ Ricky Ponting Make the environment as healthy and as positive as possible from Virat’s point of view: ‘It takes a village to educate a child'(African Proverb). It takes an entire ecosystem to succeed for any professional. Including for a professional cricketer. Also prodigious Kohli. This is your spot, this is where you’re batting, it’s not going to change. Keep believing in yourself, keep putting in the hard work, keep believing what made you the best player in the world for a number of years – get back to those thoughts and the runs will come’.  Ricky Ponting, HT You need all the support of the ecosystem. Also, the five levels of needs (Maslow’s Hierarchy). Specific to his game, the first three levels may be to a lesser extent, though security (his place in the squad) may be his concern. He needs a heavy dose of empathy – pure and clear emotional intelligence. A great leader, cricket coach, and the rest of the team, eco-system can provide. For all leaders, we get empathy only if we give. Giver >Taker. #Kohli’s bounce back is not the need of this friend who wants to see him score runs and tons. It is the need of all his fans for sure. Also, a lot of cricket followers. Also, a lot of professionals, executives, business owners, entrepreneurs, artists, and practicing/aspiring leaders. His bounce-back will give them the confidence, “I can do it too”. Though it is not recommended to seek inspiration outside, seek within. ❝Follow Your Bliss- Joseph Campbell. Leadership Coaching with Regal Unlimited. .

Can one move mountains? Can one achieve the impossible? Yes! says Dashrath Manjhi, the man who single-handedly carved a path through a mountain. The inspiring life of the Mountain Man echoes volumes that stronger than mountains, even more, powerful than destiny, is an indomitable human will, motivated to succeed. Have you ever wondered what gets you up every morning, ready for another challenging day? What inner force makes you go that extra mile at your workplace? In short, what is your motivation, the fuel that drives your engine? Rafael Nadal, one of the all-time tennis greats, has been dominating the courts for over a decade now. When asked what keeps him going, Rafa’s answer was – “My main motivation comes from an everlasting will to play, to compete, and to feel the sensations that always hit me when I participate in big tournaments. I just love to do what I do, and the passion is always there.” Human motivation is a fascinating topic for psychologists, educators, and managers alike because of its far-reaching and life-altering impacts on all areas of human activity. Identifying and appropriately channelizing human motivation can take us to the pinnacle of achievement. Imagine a world where each one of us could be a Manjhi, a Rafa, in our spheres! What Is Human Motivation? Motivation comes from the root word ‘motive’ which means need, want, desire or drive. It is what compels people to initiate action, work towards goals and achieve them. In simple terms, motivation explains why we do what we do. Types of Human Motivation There are two sources of human motivation. Intrinsic motivation or self-motivation comes from within us. We are self-motivated to eat when hungry, sleep when tired, exercise at the gym to keep fit, groom ourselves to look smart, or do a course we enjoy.  Extrinsic motivation includes those external factors that motivate us to act, such as incentives, rewards, praise, social recognition etc. Morsella, Bargh and Gollwitzer, 2009 summed up types of human motivation as, “Some of our motives to act are biological, while others have personal and social origins. We are motivated to seek food, water, and sex, but our behaviour is also influenced by social approval, acceptance, the need to achieve, and the motivation to take or to avoid risks, to name a few.” This means that our actions are usually directed by a combination of both intrinsic and extrinsic motivation, and influenced by variables such as personality traits and emotions.  Research has found that extrinsic motivators, while attractive and encouraging, give short-term results. Boundless energy and ever-lasting enthusiasm to succeed can arise only from intrinsic motivation.  So while going over these words, have a quick think about your motivators to work, study or get into relationships – are they extrinsic or intrinsic? If you are goaded on predominantly by extrinsic motivators, it may be a good time to rethink whether you are really in a space you want to be in or find reasons that motivate you from within. Theories of Human Motivation Psychologists came up with many theories to explain human motivation and how it develops.  These theories of human motivation have been used to understand and influence human behaviour. Let’s take a look at some of them. Maslow’s Hierarchy of Needs Theory Maslow’s theory was one of the first viable explanations for human motivation. Despite many limitations, Maslow’s theory formed the basis of most other theories of human motivation. Maslow theorised human motivation as the fulfilment of five basic needs in order of lower-order needs, followed by successively higher-order needs. The hierarchy of needs was iron-clad and one could move to a higher level only once the preceding lower-order needs were met. Maslow considered the first three needs as lower-order needs and the remaining two as higher needs.  The Regal coaching model is inspired by Maslow’s need for self-actualisation and extends self-actualisation to #Being.  Self-actualization is often confused with Nirvana. But at Regal Unlimited we call it the full #potential of the client.  With millennials and even others, it is considered the hierarchy of needs is not necessarily a linear progression. One can worry about food, and at the same time think of self-actualization. The need for social status and esteem can co-exist (or even precede) with the basic physiological needs (Thanks to Social media)  Which need or needs on Maslow’s Pyramid are your current priority? Identifying them would give you a fair idea of your motives for doing what you do Alderfer’s Erg Theory  Alderfer improved upon Maslow’s theory. He reorganised Maslow’s needs into three core needs – existence, relatedness and growth. Contrary to Maslow’s strict hierarchy, Alderfer claimed at a person could be fulfilling these needs simultaneously or independently, depending upon their goals, status and environment. McGregor’s Theory X and Theory Y People have a negative (Theory X) or positive (theory Y) point of view about human nature. Applying this theory to organisations, Theory X managers are authoritarian – they feel that employees do not like their work and so should be controlled or coerced into action.  In contrast, Theory Y managers are democratic – they feel that their employees like work and so can be trusted with responsibilities. Leadership based on emotions, or situations, demand a flexible style of leadership – Depending on people, instead of a primary style of the leader. Also situations within that. And of course, emotions too. All are interrelated. One size fits all approach is no longer valid. Coaching can help a leader discover these hidden facets. Herzberg’s Two-Factor Theory or Motivation-Hygiene Theory Two factors influence an employee – hygiene factors such as salary, job security, work environment etc, and motivation factors such as professional growth, recognition etc. Motivation factors are more important than hygiene factors for employee satisfaction . No single theory has been able to completely explain human motivation. But a combination of them has been applied to different fields with considerable success. Coaching unlocks the true intrinsic source of motivation. Through Coaching conversations, leaders are able to unravel true sources of motivation within themselves! What Truly Drives Human Behaviour?   The driving force of nature and all of creation is – evolution towards perfection. As creatures of nature, could we be so different? The fuel of human motivation itself is the primordial need to evolve, to be more than we are, to be all that we can. The highest point of Maslow’s pyramid, self-actualisation, reflects this need. Fulfil your potential and live regally ‘Why is it that we are all born with limitless potential, yet few people fulfil those possibilities?’, asked Abraham Maslow. Everyone aspires to fulfil their full potential, some know what that potential is, but very few know how to achieve it. The irony is that every answer to the what, and every tool to the how lies within the individual. Through coaching, one can unlock these hidden solutions and accelerate the process of evolution.  Regal Unlimited’s ICF-certified coaches are the best partners you can have on this journey, having gone through the process themselves. They function as extrinsic motivators who can identify and trigger your intrinsic motivators to fuel your engine, lifelong. As inexhaustible fountains of motivation, Regal coaches will be there by your side as you grow, evolve and live your full potential as monarchs of the domain you choose.  Why wait? Start your journey to be more than you are, to be all that you can! Grow, Evolve and Live, Regal.

How a Coaching Leadership Style Unlocks Potential? “In the past, a leader was a boss. Today’s leaders must be partners with their people; they no longer can lead solely based on positional power.” – Ken Blanchard There was a time when Leaders succeeded in their roles if they had the correct answers.  However, today the demands from leadership have drastically changed! To nurture high-performing leadership, training is just not enough. A new style of leadership – coaching leadership is the need of the hour !   It integrates coaching mindsets & behaviors to see the potential of the employees. The coaching style is vastly different from the command and control management style, that we have witnessed till now. Skilled coaching entails “unlocking people’s ability to enhance their performance,” as Sir John Whitmore, a pioneer in the subject, put it. The best practitioners are the ones who are skilled at both aspects — leading through coaching and assisting others in self-discovery Definition: What Is Coaching Leadership Style? So what exactly is Coaching  Leadership? As opposed to the autocratic leadership style, which focuses on top-down decision-making, Coaching Leadership orients towards partnering, collaboration, guidance, and support.  It is a management style in which leaders provide assistance and direction rather than directives & workers learn how to adjust to continuously changing environments in ways that spark new vitality, ingenuity, and commitment. Who Created The Coaching Leadership Style? The initiator of the coaching method of leadership was Sir John Whitmore. He introduced Tim Gallwey’s Inner Game to Europe in the late 1970s, and the narrative began. After experiencing it as skiers, a group of IBM managers requested if he could bring it to their organization to demonstrate to new managers how to maximize potential. When Sir John took on the challenge, the “leader-coach” method was established.  How Does Coaching Leadership Style (CLS) Differ From Traditional Management Style (TMS)? TMS, such as “command and control,” assumes that the leaders are the experts and have all the solutions (or feel like they ought to). TMS has the answers while Coaching – Leadership focuses on asking powerful questions so that teams discover answers by themselves. TMS sets the goals while CLS co-facilitates the setting of vision. In TMS, the power is drawn from the authority of position whereas, in CLS, Leaders draw it from the partnership with the people. TMS opts for a directive approach while Coaching leadership is a supportive one. What Are The Benefits of Coaching Leadership? How Does a Leader–Coach Improve Performance? What do you think causes sloppy performance at the workplace? A survey revealed the three most often quoted reasons for performance problems:   Motivational Deficit Skills Deficit  Resources Deficit Now, let us explore how leaders with coaching skills can bridge this performance gap.  “You can train for skills, provide for resources but motivation is a different and difficult demon to be conquered” ~ Regal Unlimited Usually, the deficit is a zero-sum game. You are running short of $500, if you add $500 (surplus) then a deficit of 500$ is nullified. Any deficit can be nullified by adding (giving training, resources, etc.)  But the motivational deficit is a different demon because the more you motivate, the less interested the recipient becomes!  Motivational deficit requires leaders with coaching skills!  A glimpse of it can be seen in how Aristotle coached Alexander. He did not coach him for warfare exactly (though Alexander’s father wanted precisely that) instead he motivated Alexander to view the world differently, and talked about poetry, beauty, and patterns in nature. He was coaching the ‘person’ and not the ‘problem.’ Coaching for the motivational deficit is similar! It requires trust building. Leaders through coaching build trust, and they aim to create a safe space for the employees to converse openly and without judgment. While many leaders might find it threatening, leaders who coach can allow free conversation to build relatedness and trust.  When employees feel listened to (without judgment) they feel belonged! Morale and motivation increase out of belongingness Another way leaders who coach address the motivational deficit is by ensuring that the command and control style of leadership is disregarded, “I am a leader and you do what I say” kind of approach can never be empowering, rather coaching style of leadership that gives power to the employees and makes them accountable can definitely bridge the motivational gap!  Leaders who coach ‘ask’ powerful questions instead of ‘telling’ the answers. The power of questions directs the employees to seek these answers and be accountable for the outcome!  Another skill that leaders who coach master are that of being ‘PRESENT’ to the employees. When employees are skill-deficient; “Get rid of him/her.” is the default approach!  But with coaching skills , leaders look at the employees’ potential (and not only current performance). Leaders who coach – use a different lens and view the same employee differently! Coaching conversation with him can reveal the unique strengths he/she has – how differently the same employee can contribute? How can he/she upskill him/herself to continue contributing? How could he/she have known this need to upskill earlier? Does the employee really feel the need for up skill? What Upskilling can bring for his future self (professionally/personally), etc. can be explored and this gives clarity on ‘Why’ s/he should Up skill instead of directing them and enrolling them for training programs.  How to Be a Coaching Leader?  To become a coaching leader, you must Master the coaching Competencies ICF has provided a well-researched framework of coaching competencies that every Coach like leader must have. These competencies can be mastered through training. Regal Unlimited offers a program that equips leaders in learning and embedding these coaching skills in their daily leadership Learn to Listen Listening is an underrated skill. Least practised and most prophesied. Listening has been taught in almost every Leadership Development program, but coaches listen at a different frequency (literally) Leaders who coach master this skill of listening for emotions, feelings, things which are unsaid, and finally listening for the hidden stories that employees tell themselves (feel for themselves) Statements versus Questions Leaders with coaching skills know the power of questioning. Leaders stay curious and question to drive the outcomes positively. Usually, when team members are questioned, they get defensive. Therefore powerful questioning is a skill, that leaders who coach master in our program at Regal Unlimited Give Time As a leader – giving time to the team members is considered a favour! But Coaching leadership demands giving time and being ‘present’ during those moments for the team! It’s not about giving time in minutes/hours, rather it is about being completely present for the team member (even for a minute)   What Are the Challenges of Coaching Leadership? How Can You Bring a Coaching Leadership Style Into Your Organization with Regal Unlimited? At Regal Unlimited, we take pride in grooming over 1000+ leaders through our “Leaders as Coaches” program. This program enables the leaders and the executives to master the coaching competencies (as mandated by ICF)  Our focus on Coaching practice ensures that these skills are practically implemented in the workplace.  A global automobile enrolled 13 of its leaders in this program to nurture the culture of coaching in their organization. A tech org from Columbia enrolled 24 of their second-in-line high-potential leaders to get groomed and have seen a world of difference in the business outcomes  An NBFC firm in India along with its CEO and 4 functional leaders attended this program to experience the power of the coaching style of leadership from Regal Unlimited . These and many more case stories about our Leader as Coach program!  Are you looking to groom yourself or leaders, executives, and professionals of your company, then write to us at: info@regalunlimited.com

As we wound towards the end of a pre-coaching discovery conversation, I asked my prospective client what he knew about coaching and what was he expecting.   “Isn’t it similar to consulting or counselling where we will talk, I will share my challenges, you will share some insights, I will have some solutions and voila, my problems will be solved” That is when I realized that coaching is a well-known term, and yet what it is, is understood differently by different people.  It must have shown on my face “Why don’t you tell me what it is”, added Sam. Well Sam, in the true spirit of coaching, where do you want to start? What is ICF Coaching? Sam thought for a moment-“Let me see. Can we start with what is this ICF Coaching that you talk about?” Of course, Sam.  Let me start by telling you that coaching is unregulated. Not everyone is a coach though and not everyone who can talk can coach. That is where credentials come in. Being a coach is an arduous process that involves classroom training, hours and hours of self-reflection, coaching practice, and strict evaluation by ICF before anyone can be credentialed coach. ICF coaching and credentials, globally recognized as a gold standard in coaching, provides an easy metric for clients to choose qualified and credentialed coaches. I gave a pause and Sam was ready with his next question. ” I understand that this is an important differentiator, but what exactly does ICF coaching involve? “ Sam, ICF has defined a framework based on a set of competencies which a coach should demonstrate in every coaching conversation. ICF coaching emphasizes partnering as a key foundation of coaching. A coach and the coachee, partner in a non-judgmental way, in an environment of mutual trust, to discover what is uniquely possible for the coachee.  And then the partnering continues as the coachee takes action to realize their chosen potential. 7 Common Myths About ICF Coaching: Misconception no. 1 – A coach gives the Solution “That is interesting. I was under the impression that as a coach you will give me a solution and all my issues will be resolved” Sam sounded doubtful. Sam, you are not the only one who confuses ICF coaching with other interventions like consulting or counselling. The similarity is that all these are client-centric. A consultant is a subject matter expert and gives a solution based on their experience and understanding of the industry and the problem. A counsellor advises and presents options based on their knowledge.  An ICF coach , however, works with the clients to help them come up with their own answers.  “What does that mean ?” – Sam was quick to ask. What this means is that ICF coaching believes that a client is complete and for their unique aspirations and challenges, they are the best suited to come up with solutions that work for them. Imagine if you have a problem, and I give you a solution, whose solution is it? I asked. “You are giving the solution, isn’t it obvious”- Sam looked at me funnily. “Of course, it is my solution, it is not yours.” I said and let that stand for a moment. I could see Sam’s eyes glowing as he suddenly became aware of the simplicity behind the ICF coaching framework. Misconception no. 2- A coach needs to be a subject matter expert Sam was thinking deeply as he said, “I never thought in this way, Mani. I think I need to reset my thinking on coaching. I wonder what other misconceptions in my mind about coaching are. I always used to think that a coach needs to be a subject matter expert” Well, as I mentioned Sam, the fundamental belief in ICF coaching is that the client is complete. They know what matters to them, what is bothering them, what is coming in the way, their motivations, beliefs, aspirations, etc. They also know what will work for them uniquely. A coach comes to know about all this through the client themselves. If something matters to the client, they will talk about it. A coach just remains curious. What do you think matters – knowing about clients and their situation as the clients see them or bringing in expertise that may or may not be the client’s reality?  Sam was cautious. ” It does make sense when you put it like that.”  Misconception no. 3 – A coach will tell me what to discuss “So, as my coach, you will partner with me to help me find my own solutions which will lead me to my growth personally and professionally” That’s right. “But, how will you decide what to discuss in every coaching conversation? ”  I don’t decide, I said. Remember what I said about partnering?  You choose what to talk about and achieve in a conversation, I partner with you in choosing as well.  “ What if I choose wrong? “, blurted Sam. As we talk and as you realize that you may have chosen wrongly, you can always make another choice. ICF Coaching is all about deeper exploration. “wow, that sounds like empowerment”, Sam was all smiles. Myth no. 4 – the coaching conversation will solve all my problems “So I choose what to bring to the conversation, and by the end of it or maybe in a couple of conversations, I will come up with the answers. Mission accomplished.”  Not so fast Sam. A coaching conversation leads the coache to some discovery, learning, and insight. This learning itself may fizzle out if not applied.  A conversation in an ICF coaching session combined with meaningful action(s) between the sessions leads to personal and professional growth.  What is achieved in a coaching conversation is only a part of the puzzle. What is gained by taking the action completes it. ICF coaching begins with goals & concludes with concrete actions. Myth no. 5 – Coaching will work only over long durations “oh oh, with this combination of conversations, awareness and action between sessions, it sounds like coaching is a long-term affair. “ Honestly, Sam, there is no simple answer to this. For some it may take time, for others, the results may come faster. A lot depends on the client, the kind of objectives they have, and their current reality. I have seen ICF Coaches weave magic in one session, and I have also witnessed ICF coaching engagements running for years because the client needs it so. Myth no. 6 – Coaching is expensive “I get that, but what about the money? Why is coaching so expensive? “ I am glad you asked this, Sam. The question to ask is – expensive compared to what? When you invest in coaching, you are investing in yourself and your life. Is any price too high if it leads to fulfilment and balance in your life? ICF Coaching is an enabling process. As the focus is on coaching the person, the insights gained, create a multiplier effect. The return on the investment, therefore, is multifold.  “I think that’s where ICF coaching credentials help. Instead of looking at the stock price, it is like looking at the value it can deliver. Am I right?” You could not have said it better Sam. Myth no. 7. Coaching is nothing but self-help served by someone else ” I am glad I had this conversation with you. I have one final query – If I know enough about coaching, can’t I coach myself just as people get help from self-help books and videos? “ I chuckled. Even credentialed coaches have coaches, Sam.  To answer your question, You can self-coach    ➥ if you are willing to accept yourself the way you are, and be vulnerable   ➥ if you believe that you have all the answers and you just need to discover them   ➥ if you can aspire and look beyond the constraints   ➥ if you know what questions to ask yourself, and   ➥ if you have the courage and willingness to ask these questions   ➥ if you can give honest answers to yourself   ➥ if you can actively listen to these answers without bias   ➥ if you can call yourself out when you bluff or are evasive   ➥ if you can notice the insights and awareness that emerges   ➥ if you can anchor these insights and choose your actions    ➥ if you can hold yourself accountable for these actions and the results   ➥ if you are not swayed by the hurdles into giving excuses    If you are willing and have the perseverance to do all this hard work by yourself, go for it. Else, get a professional coach. Sam was speechless for a while. and then he said ” when do we start” An Executive & Leadership Coaching by REGAL UNLIMITED Coaching Leaders & Executives has been our passion & inner calling. We groom leaders to shift the orbit (and not mere stretch the goals) We take pride in having an elite community of 300+ trained, certified and qualified ICF Coaches (including the author of this blog – Subramani Balakrishnan ) who can hold the space and let new possibilities emerge for the clients. ICF Coaching is the GOLD Standard. And we take pride in being the BEST ICF Coaching provider!  If you are looking for the best Leadership & Executive Coaches to groom you or your leadership teams, then we are a call away.  Are you looking to become a Coach? We train individuals to become certified ICF Coaches. Write to us to know more: info@regalunlimited.com

Bala (Name Changed for confidentiality purposes), a new joiner in a big corporate. From the roomy lecture halls to strolling around the campus to sharing life’s ups & downs as an open book with friends, life has been pretty familiar thus far. With each passing day at work, he realizes, there is so much more to it than just the job at hand. He finds himself dealing with a lot of people from different roles, age groups, and departments & navigating various personalities while focussing on his own deliverables. Anita, restarting her career post work break for 10 years, finds herself amid a new team, who are a lot younger than herself. While acclimatising to the demands of the new role, she also wonders how she could better collaborate with her Gen Z peers. Suman is given a new team to manage. It’s a diverse mix of team members. While he is confident about their individual capabilities, he also knows well, that the team needs time to grow in trust & ownership to deliver at their peak performance. He tried too hard to help his team succeed by telling them what to do & was perceived as a micromanager. Ashok, a senior leader with more than 4 decades of experience in the company he loves, is mindful of the imminent culture dilution owing to post-pandemic challenges, new leadership, attrition & new hiring, aggressive growth & expansion plans. He is on the lookout for a sustainable way, to reinforce the company’s core values & inspire teams to align their goals to the larger mission of the firm. The above-shared case studies are a microcosm of the most common scenarios encountered in any given organisation. To further add, we are moving into a future where more & more companies are embracing hybrid working, with teams across global geography, which adds further layers of complexity to the already existing team dynamics. Team Building comes in handy in addressing all the above scenarios, by allowing the employees to bond & build relationships beyond their roles, rigid projects & deadlines, in a fun, relaxed & structured way, which is aligned with the larger organizational goal to inspire high performance, infuse company culture, build trust, enhance communication & collaboration. Talent wins games, but teamwork wins championships – Michael Jordan. What Is Team Building? The individual talent coming from diverse backgrounds, with varied interests, attitudes, thought processes, perceptions & likings don’t make a productive & harmonious team overnight. A group becomes a team, when the individuals come together leaving behind their differences to work in unison towards a common goal, complementing each other. This is best achieved by the means of Team Building. Team building essentially is a leadership strategy to engage, influence, and improve team cohesiveness & overall team performance. Employees need more than a fleeting warm-fuzzy feeling and a good paycheck to invest their full potential and achieve more for the company. They want purpose and meaning from their work. They want to be known for what makes them unique. They want relationships, particularly with a manager who can coach them to the next level. One of Gallup‘s biggest discoveries is the shift that we’ve made in our expectations at the workplace. Team building activities could be that icebreaker, which can be employed on an everyday basis such as “daily check-ins” or a ritualistic “Morning team huddle” to engage & genuinely connect with the employees in a regular informal way. It could also have structured activities led by an internal facilitator or with a proper budget, time & resources, it could be an elaborate team-building offsite activity involving facilitation by an experienced external facilitator. Why Is Team Building Important in the Workplace? Great things in Business are never done by one person, they’re done by a team of people – Steve Jobs. Behind every audacious business goal, there are multiple moving parts, each managed by all kinds of diversely talented people working together as teams to achieve a common outcome. Thus, the success or failure of any business is directly proportional to the healthy spirit of unison among the team members. Lack of such unison among the teams and/or team members complicates both communication & collaboration factors resulting in Disagreements, Poor information sharing, Unclear priorities, Delays, Task Duplication, Mistrust, Rivalry, Blaming, Lack of self-accountability and overall high-stress low productivity environment. Intervening through Team Building helps team members develop positive relationships with each other. It provides a safe space to be vulnerable & not hide behind any facades. Both Bala & Anita in the above case study, post team building, no longer feel like an alien for being a newbie or career gap team member. They feel ok about being who they are and feel much more comfortable sharing their ideas, asking for help, admitting mistakes as well as giving creative input to solve problems. Suman didn’t know how to make frequent meaningful conversations with the team members and his efforts were often interpreted as micromanaging. Post team building, he noticed the team is geared up to function as a single unit, meeting every morning for a team huddle, sharing what their day’s priority is & seeking support from each other to overcome their challenges. He seizes this opportunity to shift from “telling” to “leading” as a Coach – encouraging collaboration, and big picture thinking while drawing individual strengths to come together in developing milestones and benchmarks for the team to keep everyone accountable and gauge their collective progress & accomplishments. For Ashok, it didn’t come as a surprise to see the statistics on the number of companies investing in virtual team building has risen by 2500% during & post-pandemic. While the investment in Team building helped create an overall vibe of trust, collaboration & happiness among people working with each other, as a leader he is also cognizant of the fact that with a fully engaged workforce, his company is now geared up to generate twice the revenue. The other intangible yet the proven benefit of team building is – Connecting the individual employee’s personal values to the company’s values & mission. This further helps individuals make hundreds of everyday decisions in alignment with the company’s values, which in a larger sense contributes to congruent company culture, attracting the right kind of talent & improving the attrition rates. Stages of Team Formation & Why Leaders Need to Prioritize Team Building Getting people in a team to work together is never easy. For teams to be effective, the people in the team must be able to work together to contribute collectively to team outcomes. But this does not happen automatically as every team goes through stages of team development (Reference: Bruce Tuckman’s 5 stage team development process) The leader has a lot of pressure on them. They need to simultaneously retain their position of authority & respect as well as inspire a common purpose among the team members while navigating the challenges of different stages of team formation. Team building is a great way to help leaders get a better sense of their team members’ skills, needs, fears, challenges, blind spots etc & encourage them to trust each other & figure out a way to come together as a team. If team Building is not prioritized, the team can get bogged down by addressing constant conflicts/disagreements/ambiguity etc & never reach the desired high-performing  stage. Reasons Why Team Building Is an Essential Leadership Quality The ability to build teams is a critical leadership skill. Building teams is an ongoing process at the workplace & everyday interaction between the employees & leaders contributes to the team-building experience. Leaders who build great teams are: Nurturers They invest time to truly know their employees & how they are wired. They care & trust their capabilities to excel beyond expectations. Communicators They have the art to communicate in an open & effective way. This helps them define clear goals, and expectations as well as share clear concise respectful feedback. There is less ambiguity and more alignment Enablers They create an environment for the employees to grow & flourish. They don’t give into limitations, but rather they slip into  the coach’s hat to tap into the individual & team’s collective possibilities. Each of these broad qualities requires coming together of many fine skills such as active listening, presence, curiosity, trust in self & others, courage, direct communication, empathy etc. The good news is, if leaders aren’t natural in being able to build great teams, they can be trained in the qualities that could help them build great teams. (Enhance your Leadership quotient by embracing a Coaching Mindset – https://regalunlimited.com/leaders-as coaches/) How Regal Unlimited Can Help With Team Building Engaging with a professional team coach can help you turn your organization’s competent individual players into great team members. Get in touch with us for effective ICF Team Coaching interventions that transform your organization with high-fidelity teams and enable managers to think like a coach. This blog is penned by Priya Sundaram, one of Regal’s ICF-ACC coach. Regal Unlimited takes pride having over 300+ Best ICF Certified Coaches. Connect with Priya Sundaram to explore Life and Leadership Coaching

We are very proudly celebrating 75 years of India’s independence this year. However, are we really independent? During coaching my clients, I have discovered this lacuna for independence in some of my connections. In-dependence here is the dependence on my inner self. While some of my conversations have been deep where the client is open to being vulnerable, where they are willing to trust the process and look for areas to work on within themselves, there are some conversations that tend to be at a superficial level. There’s a safety guard that some clients put around themselves which is hard to break through.  This is made possible by the use of powerful questioning…the questioning which comes not from the intent of interviewing my client but which comes from the child-like curiosity …willing to learn and understand the client, helping the client to dive into their inner self. .  We enroll in training which helps us gain knowledge of technical skills or behavioral skills. We choose mentors to guide our way through and sometimes, we choose to counsel as a path to find answers to our personal, professional or psychological problems. While each of these has its own place and significance, working with a coach gives you the pedestal where you stand tall, breath deep, and exercise the freedom to choose your priorities. It puts you in charge of your actions and empowers you to move past challenges. This, to me, is true independence.  Are you willing to let go of the judgements, fear, and anxieties… thereby liberating yourself?  Are you ready to create the next and a better version of yourself? If yes, this is the year to create your independence and start to work with a coach.  Choose your happiness and independence by meeting your inner YOU. Happy Independence to all. Connect with me at Shelly Mahindru – Corporate Trainer, ICF Certified Business Coach

“We are not human beings on a spiritual journey, we are spiritual beings on a human journey” Before we delve deep into spiritual coaching and its necessity in today’s world, we should draw a parallel to the times we live. We live in an age where technology changes every day and where lives have become increasingly dependent on gadgets. In the process, human life has become mechanical. Gone are the days when social living seemed so seamless and emotions were well taken care of. But sadly, as much as we enjoy the fruits of technological innovations, our social and emotional structures are becoming narrower. To strike a balance and reconnect to our higher purpose, the role of a spiritual coach and spiritual life coaching becomes essential. Spiritual Life Coaching: An Enigma We have heard of life coaches, lifestyle coaches, motivational speakers, mentors, and so forth. So, what is spiritual coaching and who is a spiritual coach? How are they different from others and how do they help us? Well, one may ask, I have a life coach, and do I still need a spiritual coach? I am seeing a counselor to heal emotionally, do I still need a spiritual coach? I have a mentor at work who genuinely looks out for me, do I still need a spiritual coach? This blog essentially attempts to answer all the above questions and more. All of us are constantly trying to understand our purpose in life. Many of us probably live a lifetime in pursuit of the true meaning of our life’s purpose and the question has been buried under layers of apprehension, the rigours of routine, and we just go about our busy lives.   But increasingly, we find people who genuinely want to connect with their inner selves and go about life with a higher purpose that transcends success in a career or materialistic gains.  This is where a spiritual coach can be of immense help.  Who is a Spiritual Life Coach? A spiritual life coach helps you to unravel your higher purpose in life and helps you discover who you truly are.  Spiritual life coaches assist you to delve deeper into your inner self and take ownership of your life in true alignment with the laws of the universe. Thus helping you attain immense joy that transcends your physical being and creates a life that is in perfect synchrony with your life’s purpose.  They may also integrate psychological techniques into their coaching that help you identify your emotional/energy blocks, help release them and find true happiness, by being mindful of your physical, social and emotional well-being (not necessarily trained psychologists). This realization will help you find true purpose and will assist you in realizing your highest potential. A spiritual coach adapts a holistic approach to help you navigate through your life. They guide you to set and achieve your goals by helping you identify and lift any roadblocks that prevent you from achieving your full potential. They treat the root cause/causes that limit you from achieving your life’s purpose and ensure that you continue on that path in a sustainable and enjoyable way. Spiritual Life Coaches help you to lead fulfilling and meaningful lives based onthe process that arrive at the most meaningful solution for you. He/she helps you heal from deep within so you can lead a more wholesome life. They help you align with laws of the Universe so you can live life to your fullest. Understanding life from a spiritual perspective can unclog the energy blocks and set you on the path to transformation from within. What is spiritual life coaching? Spiritual life coaching helps you take responsibility for your life. They help one to focus on the positive and cross over your life’s hurdles with much ease. Spiritual life coaching helps you to connect with your subconscious and makes your life complete. It opens us up to being mindful, thereby lifting the gates of negativity and realizing our fullest potential. Besides, it also helps us to discover our spiritual and energy blocks and figure out why we are not where we want to be. Once these blocks are unlocked, we are set on the path to achieving our life’s goals. Spiritual life coaching delves deeper into the several layers of the sub-conscious mind and involves and adopts energy healing, and philosophical and psychological techniques that help individuals identify and overcome their self-limiting beliefs. It helps you to move away from negativity and focus on the positive. Spiritual life coaching makes our lives fuller, nourish our souls and connect deeply with our inner selves. This helps us lead a life filled with gratitude and mindfulness. What does a spiritual life coach do? A spiritual life coach helps clients discover the true meaning of their existence and find answers that align with the client’s beliefs and values. There is an entire gamut of transformation a spiritual life coach can bring about. The following are but a few areas that a spiritual coach works on to help individuals realize their life’s purpose and reach their fullest potential.  ➤ Spiritual life coaches help one to lift, negative blockages that are self-limiting and get past them to achieve one’s goals. They help one make choices and arrive at decisions that are in complete alignment with what one truly aspires to be. ➤ They help one build an everlasting relationship with the laws of the cosmos that helps draw strength and purpose. ➤ They equip you with different tools and techniques which can create unshakeable faith in self and generate deeper inner tranquillity.  ➤ They help you build compassion and resilience and overcome any challenge that life has to throw at us. ➤ Spiritual life coaches help one build a lasting sense of empowerment and conviction which stem from self-realization and self-worth, truth, and compassion. ➤ Besides helping clients nullify negative thoughts and emotions, they also help them understand the true power of gratitude. Practising gratitude on a daily basis helps us attract positivity and align with the Universe so that what we truly desire or want, manifests. ➤ A spiritual life coach helps you rewire your thought process and use your unconscious thinking to your advantage. ➤ They help one to discover one’s true calling which echoes with one’s values and beliefs such as truth, love, and generosity. Life Coach vs Spiritual Coach Life coaches have a different approach to dealing with their clients. Life coaches work on set professional & personal goals. They choose to coach a person beyond the physical aspects. They help an individual recognize their inner voice and equip them to strike harmony with the laws of the universe to achieve what they desire.  While life coaches work towards self-development, spiritual coaches look to help clients be one with nature. While life coaches help in giving a direction to lives, spiritual coaches help one to achieve a deeper purpose, wisdom and happiness in the entire prism of life. In short, a spiritual coach helps you to learn to trust yourself and your intuition. The roles played by a Life Coach and a Spiritual Coach are very different. A spiritual life coach can help you discover the essence of your inner being and also perhaps connect your true self to the laws of the Universe while a Life Coach might help you achieve your personal aspirations but not necessarily spiritual fulfillment. How Will Spiritual Life Coaching Change Your Life? There are many benefits to spiritual life coaching. It is a life-changing experience as it helps you connect with your deep inner-self and guides you to know your true purpose in life. Besides, it helps you to broaden your horizon of the world and perceive it in a new light.  It helps you to become the creator of your own environment rather than merely responding to stimuli around you.   It will help you be at peace even when you are surrounded by chaos. In short, you become the sole owner of your life from within and pave your path to realize your true happiness, in every sense of it. It assists you in the creation of a perpetual Zen state. How to Find a Spiritual Life Coach? It is very important to find a coach who is on the same page as you. It is very important that he/she completely understands what you are truly seeking in life and guide you at every step so that you are able to connect with your inner self and perceive the changes in tandem with the laws of the Universe. The relationship between your spiritual coach and yourself is very special because you want to feel inspired, feel connected, and above all, trust him/her. Regal Unlimited has an elite community of well-trained, qualified, and experienced professional coaches – the Best ICF coaches, and a supportive community of 300 + coaches excelling in Life Coaching & Spiritual Coaching.  Top spiritual coaches in the world The world has seen a massive drift in its socializing patterns and has probably forgotten to connect with its spiritual being. In recent times people have come to realize the importance of weaving spirituality into their lifestyles to strike a balance between self and the environment they are living in. In this context, a few individuals are striving to keep the embers of spirituality burning and helping individuals to derive a balance in their lives that is everlasting.  Some spiritual coaches who have made a name for themselves are Bela Divine , Tanin Matin , Erica Carrico , Megan Claire Hatfield , Alyson Glick . You may choose to read/follow each of these fabulous coaches who can help you overcome your self-limiting beliefs. How does one become a spiritual coach? The coach has to be spiritual, in its true sense. It is not acquired, but already internal to the coach. Add a coaching framework to that, then the spiritual coach can truly serve the client. Spiritual coaching has created a niche for itself in the coaching domain. While life coaches help individuals achieve their goals, spiritual coaches help individuals look inwards to connect with themselves at a deeper level.  They help you find the true purpose of your existence and sync with the laws of the universe. A spiritual coach can redesign your life of fulfilment, silence and calm. So, if your interest lies in connecting people to their spiritual selves, spiritual coaching is for you. It always helps to have a recognized certification before you embark on your spiritual coaching journey. It kind of validates your chosen profession. ICF Certification provided by Regal Unlimited can be that Spiritual Coach Certification.  There is a deeper fulfilment in helping people find their true purpose in life. So, what are you waiting for? If this is your passionate calling, you may choose to become a spiritual coach by enrolling yourself in the courses offered by ICF or the like, which are well recognized globally. All coaching is about life, as ICF definition of coaching is about ‘maximizing potential, personal & potential’. Life coaching is also widely misunderstood with therapy, healing and other similar methodologies. All coaching is the same at the core. Provided the coach is professional – trained & certified (Regal Unlimited), credentialed and/or member of ICF, experienced & committed to continued learning.  All coaching is transformational. Transactional coaching is not coaching at all. But then often the client is comfortable with minor improvements vis a vis total shifts. Professional coaching can be orbit-shifting if the client is open and willing.  ‘Every living being in this world is knowingly or unknowingly on a spiritual pilgrimage’, we are guided by this teaching by one of India’s greatest gurus. As such all coaching is spiritual too. Becoming a Coach is a spiritual journey too… want to become one? Connect with us at info@regalunlimited.com Who can become a Spiritual Coach? Practically anyone can become a spiritual Coach. If you are the person who wants to transform lives and help them in their journey to find inner wisdom then this is the perfect platform for you to be on. Before becoming a spiritual coach, you must have yourself embarked on a path of spiritual journey which might resonate with your clientele. This is extremely important if you are seeking to transform and reach out to the inner being of the individuals. You need to ask yourself the following before you set on this spiritual Life Coaching journey. If you find gratification and happiness in helping others Accept the spiritual and religious beliefs of others Have spent considerable amount of time exploring your Self and are in complete tandem with  the Universe. You are ready to help out people holistically Enjoy the flexible working hours. Then this is the right profession for you. How to start a spiritual life coaching business? It is extremely challenging to start off on your own, but nevertheless it is filled with gratification too. If you are sure this is your true calling, then You must definitely establish your credibility as a Spiritual Life Coach and overcome all the challenges the journey might throw at you. At the end of it you will only feel completely satiated. But how do you start off on your own: Choose an online/ offline platform or a combination of both. Have a webpage where you can list all your services. Share the link among your friends and seek their help to spread the word. Find your niche —— If your competency lies in helping people find their inner Being, aligning their spiritual goals with the Universe or working on the body soul connect. Whatever it may, list them on your webpage. Pricing is another important component —— Not too high nor too low. Networking among your community of coaches can help you spread the word and support your life coaching business. Your clients who have benefited from your service can help spread the word too. How Does one become a Spiritual Life Coach It is imperative that if you have chosen your path to become a Spiritual Life Coach, you need to acquire certain training as they validate your coaching practice. Though these trainings may appear expensive at the word-go, it is worth the investment. The most widely recognised body for coaching is the International Coaching Federation ( ICF). If you are looking for a training partner, ensure that they are accredited by one of the renowned governing bodies. Besides a robust curriculum and framework, these bodies will help you in acquiring the right skills and further the purpose of your Coaching sojourn. FAQs What is a spiritual Coach? A spiritual Coach is one who helps you dive deep into your inner self and find your inner being. Spiritual Life Coaches help you to align with laws of the Universe and draw maximum benefit from it. How do you become a Spiritual Coach? Once You have decided to become a spiritual Coach it helps to get certification from international governing bodies like the ICF which are recognised the world over. How do I start a spiritual Coaching business? You can start off your Spiritual Life Coaching business by firstly advertising the services you provide,  making a web page of your business and circulating the link among your associates and clientele and friends and network within the community. What are the different kinds of Spiritual Coaches? Spiritual Coaches adopt techniques and methods which can mximise the out put for the clients seeking their help. So they could probably be Masters in meditation, Reiki, Pranic/Karmic healing and also probably use Chakra method of healing

ICF PCC with Regal Unlimited It gives Regal Unlimited great pride to announce that the most recent batch of ICF PCC has graduated and yes, it is time for celebration! The team of eight passionate coaches from across HR/ L&D, Accounts, Finance and Marketing to NLP coaches and trainers kicked off their engagement in January this year with the guidance of ICF-certified MCC coaches, Subash CV and Rekha H. As is the custom, we made an effort to take feedback about the course, inclusive of things that helped them, things they learnt as well as things they think should definitely need a lookout. So, without mincing their words, here is what they had to say about the ICF PCC programme. Impact of the ICF PCC program At the outset, they established that the programme enthused them to step up their coaching proficiencies. They began to project greater presence and were consciously competent to develop a greater focus, confidence and comfort in being themselves. “In the first few sessions, I did not experience anything big but as we progressed, I began to consciously combat several deficiencies I possessed. It kept the momentum on and also gave me courage to see myself as an MCC coach.” , said one member. A learner coach remarked, “I guess it was a good decision to choose ICF PCC immediately after completing the ICF  ACC course. The sessions gave me the confidence and comfort to be myself. I am a different person now.” Clear takeaways from the coaching engagement to be implemented in their daily lives encompassed patience to listen better and the imminent need to drop judgments and biases to be effective coaches. The continued support only made it easier to deal with it, they claim. “ My wife says that after the course, I am a better listener! (laughs) I liked the Transactional Analysis (TA) sessions which dealt with controlling parent and all. It helps us understand who we are when these personal drivers are activated .”, a participant enthusiastically said. He added, “the journey was personally fulfilling.” Most of them readily agreed that it was no simple feat working with their judgments and biases and more so, to give up the racing urge to give advice or solutions to every problem they encounter.  Also, the importance of a ‘cohort’ cannot be undermined in the coaching process. One of the accomplished coaches enrolled into these sessions to fulfill the need to work as a cohort. And that she did effectively, both at the ICF ACC & the ICF PCC level. Perhaps, physical sessions would have enhanced the cohort spirit to nudge the team into building accountability to their commitments. Since we are a community of 300+ Credentialed Coaches, we invite the members of the community to interact with the ICF  PCC Learner Coaches. The guest speakers add diverse perspectives and amplify learning at the ICF PCC level. Invitation of ICF Credentialed guest mentors from diverse backgrounds to address the learners to deepen learning got the most number of nods to be a positive boost to their engagement, no denying the special efforts made by these guest coach mentors to embolden novel viewpoints. “ The new perspectives brought in by the trainers were interesting and insightful .”, many of them acknowledged. In summation, the participants for the ICF PCC conveyed great satisfaction upon completion of the course. They promised to move away from being too outcome focussed and work towards completion of their coaching hours not as a means to the PCC certification but as a milestone in their coaching endeavours. It was perceived as a deep value addition that definitely enriched their lives and in the future, through them, enrich the lives of several aspiring leaders too.  As a forward-thinking, ICF Approved Coach Training Institute, Regal Unlimited is committed to high quality engagement sessions from only qualified coach trainers and mentors to ensure that the regal fledglings who spread wings to take flight do so with absolute confidence, clarity and competence.  JOIN REGAL UNLIMITED FOR ICF PCC. Contact: info@regalunlimited.com or Register your query at

We were asked – What is the best investment organisations can make to ensure their future? Our answer was – to invest in leadership coaching for all levels of leadership. And we are backed by credible research. According to a study by the Institute of Coaching , a whopping 86% of companies feel that the investment they made in leadership coaching gave returns over and above what they had put in. What makes leadership coaching such a powerful investment? We have outlined 6 reasons why organisations must go for leadership coaching, using real-life illustrations.  Also, find answers to the following questions that are sure to pop up. What is leadership coaching? What are the types of leadership coaching? How does leadership coaching benefit organisations? Why should organisations invest in leadership coaching? How to select the right leadership coaching program? Meaning of Leadership Coaching Leadership coaching aims to maximize the personal as well as the professional potential of a leader. Leadership Coaching includes the process of developing skills, abilities and competencies of an individual,  that would help them perform better as leaders. Leadership coaching also builds upon a leader’s strengths and works on a leader’s weaknesses and blind spots to increase effectiveness. Types of Leadership Coaching Leaders and organisations choose leadership coaching to accomplish different objectives. Target-based coaching The purpose of leadership coaching is to achieve certain targets usually set by the company, such as increasing the annual revenue or retaining customers. A leadership coach partners with the leader in setting goals and propels them to act towards those goals. Behaviour-based coaching Leadership coaching helps identify and replace self-defeating behaviours that limit leaders from realising their full potential. A leadership coach explores the behaviours, tests the beliefs and challenges the habits of leaders. Behavioural change is generally hard to achieve on one’s own. Leadership coaching can help in such Performance-based coaching Leadership coaching enables leaders to up their game and perform better in a current or new role by giving feedback, optimising performance and removing bottleneck processes.  Career coaching Leadership coaching aids leaders in transitioning to higher roles, selecting better job opportunities or even maintaining employability beyond retirement. A leadership coach can bring clarity to the career path (lateral or vertical promotions). A leadership coach can be a sounding board for various conflicting ideas a leader might have about their career. A leadership coach understands that a career is much more than and goes much beyond a role. Leadership coaching can help a leader find resonance with career choices. Why Is Leadership Coaching Important? Who you are as a person impacts what you do. A leader’s personality, attitude, beliefs, habits as well as mental and physical health influence their decisions and actions at work. The personal and the professional influence and impact one another. A major benefit of leadership coaching is that it realises the importance of both personal and professional development. So leadership coaching caters to personal as well as professional growth, thus maximising the potential of the leader holistically. Given below are some important ways in which leadership coaching can benefit leaders, both personally and professionally. To know more read our blog: Transform Your Leaders’ Edge With Leadership Coaching in 2022 Leadership coaching not only maximises the potential of the leader, but it also enables the organisation to realise its potential. The Organisational Benefits of Leadership Coaching Leaders can make or break an organisation. Therefore organisations must equip their leaders with the right skills and competencies to make them well-rounded individuals and exceptional leaders. This is possible through leadership coaching , which can benefit the organisation immensely in the long term. Here are the top six ways organisations can benefit from leadership coaching. 1) Leadership coaching helps increase revenue/margin  Leadership coaching throws light on a leader’s weaknesses and helps overcome them. Another benefit of leadership coaching is that it enhances leadership skills. Thus a leader can exercise their full potential and give their best to the organisation.  This automatically translates as an increase in revenue! Improving executive presence increased company revenue – A leader of a global corporate travel giant was moved around in multiple roles over a short span of two years. When he became head of corporate customer services, the leader had to interact with key stakeholders of his corporate clients, all big names in the business world. But he felt underconfident about representing his company. Reason? Insecurity about continuing in the latest role.  Low executive presence and self-confidence severely affected not only him but his team as well.  The company made the leader go through leadership coaching to improve his self-confidence and strengthen his executive presence. This proved to be a game changer.  Enhanced executive presence helped him retain his share of niche customers (worth 70% of company revenue)  in the face of stiff external competition. Furthermore, he and his team single-handedly increased revenue by more than 25% through upselling and cross-selling. A classic example of an organisation benefitting from leadership coaching. 2) Leadership coaching develops the leadership pipeline to create able successors  According to the CEO Leadership Report 2021 , CEOs around the world are most worried about the quality of frontline, mid-level, and even C-suite leadership.  An organisational benefit of leadership coaching is that it can empower the existing bench strength and groom leaders for the next level (succession planning). Worked on weaknesses, became CEO-worthy – When the CEO of a Fortune 100 company decided to take early retirement, the company had to fast-track a replacement. Two candidates were selected. The company made them take up leadership coaching to enhance their leadership and coaching skills. The leadership coaching sessions unravelled that both candidates were exceptional leaders with issues that handicapped their leadership capabilities. Candidate 1 was an impulsive decision-maker and a deferential subordinate.  Candidate 2 had inadequate listening skills.  Over a six-month engagement, both candidates showed increased self-awareness that led them to work on their issues.  Candidate 1 became less impulsive and more assertive. Candidate 2 developed his listening skills. The company was happy with how its leaders had grown. One of them was finally selected as the new CEO. Leadership coaching benefitted the leaders as well as the organisation. 3) Leadership coaching equips leaders for change management    The needs and requirements of a company change as it grows. Disruptions and developments in the world also demand flexibility and out-of-the-box thinking. The role of the leader becomes important here. In such cases, leadership coaching can benefit organisations by enabling leaders to manage the transition smoothly. Leadership coaching and a coaching mindset helped Nadella nudge Microsoft into a new era of innovation and excellence. 4) Leadership coaching can reduce or arrest attrition  A study by SHRM reveals that toxic bosses can cost companies dearly in turnovers and absenteeism. An organisation can benefit from leadership coaching that brings behavioural shifts to help leaders communicate and lead more effectively. Boss gained soft skills, MNC saved costs – An MNC based out of Delhi had a rude, abrasive and aggressive leader. His teams were afraid to communicate with him as any slip-up would lead to him shouting and using abusive language. Unable to take the toxicity, many on his team left the company. Ultimately the MNC decided leadership coaching would help. This engagement helped the leader become aware of his weakness as well its impact on his team and the organisation. The leader was motivated enough to alter his behaviour. Needless to say, this improved his relationship with his team and saved his company the trouble and expense of attrition. 5) Leadership coaching improves team performance  Successful businesses are created by strong teams that work cohesively towards a common goal. A benefit of leadership coaching is that it improves communication skills and EQ which would help build interpersonal relationships. Empowered leaders easily foster team collaboration, encourage innovation and increase work efficiency. All this can result in high performance that benefits the organisation. Leader’s trust in the team increased, team performance enhanced – Navin (name changed) headed the procurement division of a reputed firm. He had a highly competent team of professionals under him. But Navin had trust issues. All decisions, even the ones a level or two below his designation, were routed through him. Navin’s team members felt disempowered and suffocated. They were also deeply hurt by the lack of respect and trust. Two members quit the company citing him as the reason, and Navin wondered what he had done. Leadership coaching showed Navin his area for improvement. He then scripted his success story by overcoming a personal limitation to lead his team effectively . 6) Leadership coaching can help set healthy company culture  An organisation’s common values, beliefs and practices, both explicit as well as implicit, constitute its culture. The leadership sets and influences the culture of an organisation. Culture has a huge say in employee satisfaction. An invaluable benefit of leadership coaching is that it can enable leaders to create a healthy company culture that would help an organisation grow and prosper. Leader transforms company culture and company fortunes – Sathya Nadella inherited much more than a stagnating legacy when he took over as CEO of Microsoft Inc. in 2014. Toxic company culture and a fixed managerial mindset were two of the major problems he encountered. Nadella brought in smart changes that turned around the company. He has been credited with bringing in a culture of collaboration and learning as well as a growth mindset. The company is now back on top of the board. These are only some of the innumerable benefits of leadership coaching! As you’ve seen, leadership coaching can transform individuals and organisations. Does investing in leadership coaching sound like the right move for your organisation? Then the next step is –  choosing the right leadership coaching program. How to Choose the Right Leadership Coaching Program? There are numerous coaching institutes and individual coaches that offer leadership coaching programs . Not all these are ICF approved. To get the best ROI, it is wise to do some research and select a leadership coaching program run by ICF-certified and credentialed coaches with experience in your area of interest. The process given below will help streamline your search. Regal Unlimited’s Leadership Coaching Program Regal Unlimited has an impressive record (1000+leaders & executives) and impeccable credentials in empowering leaders to become high-performers for their organisations.  Do you want the best leadership coaching program for your leaders and executives ? Then Regal Unlimited’s programs are your best bet. Connect with Master Certified Coach C V Subash to know more about our executive coaching and leadership coaching programs. Your leaders are your biggest strength. Invest in your organisation’s future by investing in leadership coaching for your leaders.  Coaching resulted in a return on investment (RoI) of almost six times the programme cost as well as a 77% improvement in relationships, 67% improvement in teamwork, 61% improvement in job satisfaction and 48% improvement in quality, according to a Manchester Consulting Group study of Fortune 100 executives. Similarly, a study of Fortune 500 telecommunications company, MatrixGlobal, found executive coaching resulted in a 529% ROI. Read more at: The Economic Times