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What is mentoring in the context of professional coaching? ‘When the student is ready, the teacher manifests.’ Whether you are a sportsperson, corporate leader, business owner, entrepreneur, or professional, the role of a mentor is critical. The mentor in coaching helps the coach maximize potential, personal and professional, to partner with their clients to maximize the clients’ potential. It is a transformative experience first for the coach, then for their clients. Hence your mentor becomes a critical element in your holistic progress as a professional coach.   Mentor Coaching provides professional guidance in demonstrating the levels of coaching competency expected at the desired credential level by the mentee coach, at the least.  When we at Regal Unlimited train our ICF ACC coaches, they are exposed to PCC markers and are thus provided the choice to coach at the PCC level. Similarly, PCC learners are nudged to ‘coach from a state of Being,’ which is something that MCCs should ideally do. What is Mentoring in the Context of Professional Coaching? In the context of professional coaching , mentoring refers to a process where an experienced and knowledgeable, professional coach (the mentor) provides guidance, support, and advice to a less experienced coach (the mentee) to help the mentee develop their skills, knowledge, and career. Mentoring can take many forms and is tailored to the mentee’s needs. For example, a mentor might provide feedback on the mentee’s work, introduce the mentee to new professional contacts, or provide advice on navigating a challenging coaching situation. The mentor might also help the mentee set and achieve goals and provide guidance on developing specific skills or areas of expertise. Also, guide the mentee on deepening presence beyond upskilling to move towards mastery in coaching.  Mentoring is a valuable part of professional coaching, allowing the mentee to benefit from the mentor’s experience and knowledge. Mentoring can also help mentees build confidence, expand their professional network, and gain new insights and perspectives on their work.  How are mentoring coaches different from training coaches? Mentoring coaches and training coaches are two different approaches to professional development in coaching. Mentoring is a process where an experienced coach (the mentor) provides guidance, support, and advice to a less experienced coach (the mentee) to help them develop their skills, knowledge, and career. The mentor typically provides feedback on the mentee’s coaching skills, shares their own experiences and insights, and helps the mentee navigate professional challenges. Mentoring is usually a longer-term relationship and focuses on the overall development of the mentee as a coach. Coach Training, on the other hand, typically refers to a more structured and formal process of learning specific coaching skills, often through workshops, courses, or certification programs. In Coach Training, we typically focus on building specific competencies, such as listening skills, questioning techniques, and goal setting. Training programs often have a set curriculum and specific learning objectives and are designed to provide coaches with the skills and knowledge needed to excel in their coaching practice. While both mentoring and training can be valuable for professional development in coaching, they differ in their approach and focus. Mentoring is more personalized and focused on the overall development of the mentee as a coach, while training is more structured and focused on building specific coaching skills. What are the skills and competencies of an effective mentor coach? The skills and competencies of an effective mentor coach can vary depending on the needs and goals of the mentee, but some common skills and competencies include Active listening The ability to listen deeply and actively to the mentee in order to understand their goals, challenges, and aspirations. Listening at all four levels.  Empathy The ability to understand and relate to the mentee’s perspective and feelings and to support them in a compassionate and non-judgmental Communication The ability to communicate effectively and clearly, and to provide feedback in a way that is constructive and helpful to the mentee. Knowledge and expertise The mentor coach should have a deep understanding of coaching principles, techniques, and best practices, as well as expertise in the specific domain or industry in which the mentee works. Flexibility and adaptability The mentor coach should be able to adapt to the needs and learning styles of the mentee and be flexible in their approach to coaching. Goal setting and planning The mentor coach should be able to help the mentee set clear and achievable goals and develop a plan for reaching those goals. Motivation and inspiration The mentor coach should be able to inspire and motivate the mentee to reach their full potential and to help them stay committed to their goals. Trust and confidentiality The mentor coach should establish a relationship of trust and confidentiality with the mentee and be able to maintain that trust throughout the mentoring relationship. Overall, an effective mentor coach should have a deep commitment to the development and success of the mentee, as well as a passion for coaching and helping others achieve their goals. How does mentoring enhance the performance of the mentee-coach? Mentoring can enhance the performance of the mentee-coach in several ways Skill development Through the guidance and support of the mentor, the mentee coach can develop new coaching skills and improve existing ones. This can help the mentee-coach become more effective in their coaching practice and better meet the needs of their clients. Expanded knowledge and expertise  Mentors can provide the mentee coach with new perspectives, insights, and information that can expand their knowledge and expertise in coaching. This can help the mentee coach develop a more diverse set of skills and a deeper understanding of coaching principles and practices. Improved confidence and motivation Mentoring can help the mentee-coach build confidence in their coaching abilities and stay motivated to continue to improve and grow. This can be particularly important for new or less experienced coaches who may feel uncertain or insecure in their abilities. Career development Mentoring can help the mentee-coach develop a clearer understanding of their career goals and the steps they need to take to achieve them. Mentors can provide guidance and support in areas such as marketing, business development, and networking, which can help the mentee coach build a successful coaching practice. Accountability and support Mentoring can provide the mentee-coach with a sense of accountability and support, which can help them stay focused and committed to their goals. The mentor can provide feedback, encouragement, and guidance and help the mentee-coach stay on track. Overall, mentoring can be a powerful tool for enhancing the performance of the mentee-coach, helping them to develop new skills, expand their knowledge and expertise, build confidence and motivation, and achieve their career goals.

Regal unlimited continues to shape the coaching landscape in India. One of the efforts in that direction was our research on the coaching landscape in India. The research brought up quite a few interesting insights – ● ICF coaches earn more than Non-ICF coaches! ● 30% of our sample were ICF coaches younger than 35 years of age! Can we actually say that coaching is a grey haired profession? ● Life Coaching, Career Coaching and Executive Coaching are the top 3 popular niches. Another figure in this study caught our attention which is the subject matter of this blogpost- Millennial Coaching. Trends of Millennials at Workplace Some of the trends of Millennials at the workplace are worth noting. These insights are from a study conducted by PwC titled- Millennials at Workplace Loyalty-lite This statistic indicates the loyalty-quotient  employees feel towards their employers. ● 54% of Millennials feel that they will have 2 to 5 employers in their lifetime . ● A little over 25% expect they will have 6 or more employers in their lifetime . A time of compromise This statistic highlights that many millennials feel that they have to make compromises when finding a job. ● 72% of millennials feel that they have made some compromises to get employed. Voluntary turnover will increase as economic conditions improve. ● 38% of millennials said they were actively looking for a different role. ● Only 18% expect to stay with their current employer . Development and Work-life balance ● Millennials are committed to personal learning and development and this trumps financial reward as their first choice benefit from employers . ● Second priority is flexible working hours. ● Cash bonuses come in at a surprising third place. Work-life balance and diversity promises Millennials feel that their employers fail to deliver their promises on work-life balance and diversity. ● 28% feel that their work-life balance was worse than what they had expected before joining. ● Over 50% said that while companies talk about diversity, they did not feel that opportunities were equal for all. Techno-generation ● 75% of millennials believe that access to technology makes them more effective at work. ● Technology is often a catalyst for inter-generational conflict and many millennials feel held back by the rigid or outdated working styles. Moving up the ladder ● Career progression is the top priority for millennials who expect to rise rapidly through the organisation. ● 52% of millennials said this was the main attraction in an employer. ● Competitive salaries came second with 44% of millennials’ response . Power of employer brands and corporate responsibility ● Millennials are attracted to employer brands that they admire as consumers. ● Over 50% (as against 88% in 2008) of millennials look for employers with CSR values that matched their own. ● 56% (as against 86% in 2008) of millennials would consider leaving an employer whose values no longer met their expectations . Wanderlust Wanderlust Millennials have a strong appetite for working overseas. ● 71% of millennials expect and want to do an overseas assignment in their career . Generational Tensions Millennials say they are comfortable working with older generations and value mentors in particular. But there are signs of tension. ● 38% of millennials said that the older senior management does not relate to younger workers . ● 34% of millennials said that their personal drive was intimidating to older generations. These numbers provide a very interesting insight- Millennials value work-life balance, learning, career progression, travel and technology . As employers, companies need to satisfy these needs if they intend to retain the millennial workforce. Employer loyalty is coming down with each generation. Coaching can help address the root of the issue. How Millennial Coaching can help We are aware of the expectations that millennials have at the workplace. What would be more empowering? To meet their expectations as per our understanding or in the manner that they would appreciate? The latter of course! A classic case of good intentions not landing in the way we would want it to. Loyalty We are aware of the expectations that millennials have at the workplace. What would be more empowering? To meet their expectations as per our understanding or in the manner that they would appreciate? The latter of course! A classic case of good intentions not landing in the way we would want it to. Work-life balance Coaching can help increase work-life balance by providing individuals, both employers and employees, with tools and strategies for setting boundaries, prioritising tasks, and managing time more effectively . A coach can also help individuals identify and change unproductive habits and beliefs , and create a plan for achieving their goals .  Additionally, a coach can provide support and accountability , which can be helpful in maintaining progress towards a more balanced lifestyle. Compromise Coaching can help employers make millennials feel that they did not have to compromise to get a job by providing them with the tools and skills to negotiate for what they want and need in their roles , such as flexible working arrangements, training and development opportunities, and a good work-life balance. A coach can also help millennials set and achieve their career goals , and identify and overcome any personal or professional obstacles that may be holding them back.  Additionally, coaching can help employers create a positive work culture that aligns with the values and expectations of the millennial generation , such as a focus on work-life balance, social responsibility, and innovation. Diversity Coaching can also help employers create a more inclusive and diverse culture that appeals to millennials, by providing support on how to create an environment where all employees feel valued and respected.  Furthermore, coaching can help employers learn about the millennials’ perspectives , which can help them to design and develop better programs, policies, and practices that suit their needs and preferences. Technology Coaching can help millennials convey the importance of technology to their employers by providing them with the skills and strategies to effectively communicate the benefits and potential of new technologies to their managers and colleagues. A coach can help millennials identify the specific technologies that are relevant to their industry and organisation , and understand how they can be used to improve efficiency, productivity, and innovation.  Additionally, coaching can help millennials develop their presentation and persuasion skills , so they can effectively articulate the value of technology in a way that resonates with their employers , and effectively demonstrate how it can benefit the company . Coaching can also help millennials develop a strategic mindset , which can help them understand the bigger picture and how technology fits in it , and how it can support the company’s goals, vision, and mission .  Furthermore, coaching can help millennials identify areas of improvement and to propose and implement solutions , which can help them demonstrate their leadership potential and ability to drive change . Moving up the ladder Coaching can help millennials move up the corporate ladder faster by providing them with the tools and strategies to identify and pursue career goals, as well as the skills and knowledge to excel in their roles. A coach can help millennials understandwhat it takes to be successful in their chosen  field and develop a plan to acquire the skills and experience necessary to advance in their careers. Additionally, coaching can help millennials develop their leadership, communication, and problem-solving skills , which are crucial for achieving success in management and executive roles.  Coaching can also help millennials understand the corporate culture and politics and navigate them effectively , and develop their networking and relationship building skills , which can help them build valuable connections and mentors within the organisation . Coaching can also help millennials identify their strengths and areas for improvement , and develop a personal brand that reflects their unique value proposition , which can help them stand out and be noticed by senior management.  Furthermore, coaching can help millennials develop a strategic mindset , which can help them understand the bigger picture and how to align their goals with the company’s goals, vision, and mission . Power of Brands and Corporate Responsibility Coaching can help millennials align their expectations with their employer’s values by providing them with the tools and strategies to understand the company’s culture, vision, and mission. A coach can help millennials identify their own values and how they align or differ from the company’s values .  This understanding can help millennials to identify areas of misalignment and make adjustments to align their expectations with the company’s values. Additionally, coaching can help millennials develop their communication and negotiation skills , so they can effectively articulate their expectations to their employer, and negotiate for the support and opportunities they need to be successful in their roles.  A coach can also help millennials understand the company’s priorities and how their role fits into the bigger picture , which can help them to align their goals and expectations with the company’s overall strategy . Coaching can also help millennials understand the company’s policies, procedures, and expectations and how they can align with them , which can help them to avoid any misunderstandings or conflicts.  Furthermore, coaching can help millennials understand the company’s expectations and how they can align their own expectations with them , in terms of working hours, work-life balance, and other factors that are important to them. Wanderlust Coaching can help millennials satisfy their wanderlust at the workplace by providing them with the tools and strategies to identify and pursue opportunities for international travel or remote work, as well as the skills and knowledge to excel in their roles. A coach can help millennials understand what it takes to work effectively in an international or remote setting , and develop a plan to acquire the skills and experience necessary to advance in their careers while satisfying their wanderlust.  Additionally, coaching can help millennials develop their communication, adaptability and problem-solving skills , which are crucial for achieving success in international and remote work scenarios .  Coaching can also help millennials understand the corporate culture and politics of different countries , and navigate them effectively . It can also help them to develop their networking and relationship building skills , which can help them build valuable connections and mentors within the organisation , and identify opportunities for international assignments or remote work. Coaching can also help millennials identify their strengths and areas for improvement and how they can leverage them to be successful in international or remote work environments.  Furthermore, coaching can help millennials develop a strategic mindset and how they can align their goals and expectations with the company’s goals, vision, and mission , and how they can create a win-win situation for both the employer and the employee . Generational Tensions Coaching can help resolve generational tensions at the workplace by helping millennials understand the perspectives and values of other generations, and how to communicate and work effectively with them. A coach can help millennials understand the specific challenges and opportunities that  arise when working with people from different generations , and develop the skills and strategies needed to build strong, productive relationships across generations. Additionally, coaching can help millennials develop their communication, problem-solving, and conflict resolution skills , which can help them to navigate and resolve any conflicts that may arise between themselves and their colleagues from other generations.  A coach can also help millennials understand the company culture and how it affects the different generations and how they can align with it . Coaching can also help millennials understand their own generation and how they can leverage their strengths to create value for the company and how they can align their expectations and values with the company’s values .  Furthermore, coaching can help millennials develop empathy and understanding of the different generations and how they can appreciate the unique contributions each one of them brings to the workplace. Coaching with Regal Unlimited We hope that this blog was informative and useful to you. Regal Unlimited is a pioneer in coaching, coach training and leadership development with a global footprint . We recently celebrated a decade of excellence in disrupting leadership development through coaching. With a community of over 300 coaches , the Regal Coaches Community is one of a kind. Led by our Founder-CEO Subash CV , Regal Unlimited continues to impact lives, teams, and organisations worldwide. Coaching believes in maximising personal and professional potential. At Regal Unlimited, we help companies scale greater heights by partnering with leaders , and teams to perform beyond the set targets by unleashing their potential . We offer 1 to 1 coaching as well as team coaching to help employees and teams unleash their potential and perform beyond expectations. Contact us and let us partner with you in improving employee retention rates , performance improvement , and achieving work-life integration !

Envisioning the future of Coaching from a ‘Nu’ lens Happy  Nu  Year to you! This edition of Coach Guru is doubly special because it earmarks the beginning of the  Nu  year and a  Nu  era in the Regal annals. And so, we couldn’t think of a better theme than looking forward and envisioning what’s  Nu  in coaching for you! We know what you are wondering. No. It isn’t a misspelling nor a mere use of modern messaging lingo.  Nu  is a greek alphabet used as a symbol in physics, chemistry, biology, statistics, computer science, and even music! This fluidity, universality, and versatility aptly represent the dynamic future of coaching. We will be taking a peek at what’s in store for us all going forward. In statistics,  Nu  refers to the degree of freedom. We felt this fittingly signifies the freedom from limiting beliefs, blinkered perspectives, and unpleasant circumstances that coaching offers. So as you browse, we’d like you to ponder on the question, ‘What’s  Nu  in Coaching for You?’ EXCLUSIVE ‘NU’ FEATURE Leadership & Executive Coaching is becoming a mainstream topic of discussion in the corporate world. Our Article on how “Leadership Coaching Can Take You to Holistic Success & Keep You There” was featured in Startup Story Media. An ROI of 529%, which amounts to $5 for every 1$ spent on executive coaching shows just how valuable executive coaching is for organizations and leaders alike.  Read how  these trends will impact you as an Executive/Leader THE REGAL COACH SHOWCASE Our most cherished win in 2022 is; 20 of our learner coaches excelled and received ICF ACC Credential We would like to thank them for trusting us, and to convey our gratitude & appreciation for their consistent hard work to further their coaching muscle. Regal Coach’s Corner How to start a Life Coaching Business “I want to become a life coach; can you suggest to me how?” Here’s what Vijay Rashali replied… Journey from a Good 2 Great Agile Coach An Agile Leader by profession, Ginu Samuel attempts to chalk his journey from Good 2 Great Agile Coach… Learn his insights YAY! We are 10 YEARS YOUNG – A REGAL DECADE Here’s a reminder of who we are, what we’ve achieved, and how we’ve grown over the last 10 years. Regal Playbook– A  specially crafted coach journal gifted to Regal coaches as a token of our love and gratitude for being part of the Regal journey. Celebration with Service – Members of the Regal tribe served nutritious breakfast to 716 government school children in 3 cities – Chennai, Bengaluru, and Hyderabad. RELAUNCHING THE REGAL LOGO HEALING “The body is a self-healing organism. So it’s really about clearing things out of the way so the body can heal itself” – Barbara Brennan Somehow, healing has a lot of stigmas attached to it. We are in the pursuit to make ‘healing’ mainstream. Below is one such experience from one of our clients! Podcasts and Views Parenting is the most important of all the roles we play in life. But do we give it the attention it is due? How can we shape our children to become balanced, capable, compassionate individuals?  Listen to Subash talk about coaching as an approach to effective parenting now and in the future. Should a trainer pivot become a Coach? Should an NLP practitioner pivot to become an ICF Coach? What happens when a seasoned corporate trainer decides to become an ICF Coach – View the magical journey of Manoj Keshav – a trainer turned Coach! Upcoming Events Here are the upcoming ICF ACC & PCC batches Write to info@regalunlimited.com to know more ICF – PCC Batch The next PCC batch starts on a weekday on January 24th, 2023 and the last session is on July 25th, 2023. It is a phygital batch with a mix of Online and Face-to-face sessions. Online sessions would be conducted on alternate Tuesdays. The face-to-face sessions would be held on the 29th and 30th of April 2023. Registrations are open ICF ACC Batch (In Person) @ Bengaluru Face-to-Face batch starts on  February 3rd, 2023.  It’s a batch with offline classroom sessions being conducted residentially in Bengaluru. The sessions will be conducted for 3 consecutive days a month, in February and March. ICF ACC Batch (Online) The next ICF-ACC (online) batch starts on  January 28th, 2023.   A weekend batch with subsequent sessions scheduled every 2nd and 4th Saturday till May 13th, which will run virtually.  Be a part of the Global Cohort

“A great mentor helps you to achieve what seem impossible.”   – Mariela Dabbah “A mentor is someone who shares their knowledge, skills and/or experience, to help another to develop and grow.” A Coach is a person who empowers an individual to and maximise his/her potential. So, in a nutshell we all look up to a Coach as one who can help us reach our final destination with the required skills and enable us to reach our fullest potential. This blog helps in understanding Coach mentoring as defined by the ICF, how do they help coaches in unleashing their potential. What is coach mentoring as defined by the ICF? “The International Coaching Federation (ICF) defines Mentor Coaching as providing professional assistance in achieving and demonstrating the levels of coaching competency demanded by the desired credential level sought by a coach‐ applicant (mentee).” Coach mentoring implies being coached on coaching skills and not building coaching practice. Broadly, it means observing a coaching conversation and providing feedback on the skill and alignment with core competencies as laid down under the ICF-framework. Who are the mentors to coaches and what do they do? Coach mentors are empathetic individuals with an optimistic attitude. The Coach mentors  motivate mentees/coachees to realize their goals and potential. They help their mentees to set targets and achieve them. Coach mentors encourage individuals to develop their individual unique coaching style. Coach mentors provide unbiased feedback, help clients plug the gaps and improve on their core competencies. What type of clients do they help? The coach mentors provide professional help to the following kinds of clients: Help individuals who are in the process of building their coaching competencies and are probably on the path to becoming professional coaches. Coaches who need assistance in establishing their Coaching business. Coach mentors help individuals in arriving at a decision if Coaching is the right profession for them. Coach mentors help experienced coaches who are probably experiencing difficulty in their practice and help them overcome the hurdles. In some cases, coach mentors also help individuals who would probably wish to embed coaching practices into their domains. For example: counsellors, mental health professionals, Management consultants etc. The ICF Coach Mentor The ICF Coach mentor is one who listens at all levels —– the emotional, the physical, the intuitive and the intellectual levels. He/she is one who can align the skills with the core competencies as laid down by the ICF. The ICF coach mentor has a thorough knowledge of the evaluation tools that ICF employs in assessing coaching conversations which are important for  credentialing. An ICF coach mentor can identify the competency that aspiring coachees/mentee must work on, to better their coaching practice. A coach mentor can recognise the gaps in the skills demonstrated by the mentees and help them plug them and gain mastery. Create a safe space for sharing feedback. A coach mentor is one who is empathetic, non-judgemental and is truly invested in his/her mentees to realize their potential Has good communication skills to articulate what is being observed and putting it across sensitively and help the aspiring coach/mentee to recognise the shortcomings and provide avenues for development.  A coach mentor recognises the strengths and areas for possible improvement. A coach mentor stays focussed on skill assessments aligned to core coaching competencies. Responsibilities  of a mentor coach The ICF mentor coaches ensure that the client (here the coachee/mentee) and the mentor clearly understand the objective of mentoring. Inform the client everything about the ICF Code of Ethics . Establish what is the measure of success in the partnership between the mentor coach and the mentee. Inform about the existence of the Ethical Conduct Review Board.  Mentor coaches encourage the coachee/mentee to have conversations with other mentor coaches so as to find the best possible match. A mentor coach must make it very clear that mentoring does not necessarily guarantee credentialing. A mentor coach focuses primarily on developing core competencies in his/her mentee by providing periodic feedback (both oral and written) on the mentee’s coaching sessions. A mentor coach provides feedback drawing examples from the sessions, so that the mentee clearly understands the areas of improvement in order to gain mastery over his/her coaching practice. Demonstrate that he/she is completely present with the mentee and help him/her in gaining mastery in the coaching practise. Attributes of a mentor coach The ICF mentor coach is one who maintains a high degree of confidentiality and is able to connect with the mentee as regards, chemistry and compatibility. A mentor coach must be able to demonstrate equal partnership. A mentor coach is one who can encourage the mentee to realize the maximum potential and help in broadening the creative process of coaching. Is able to celebrate the growth and achievements of the mentee throughout the process. Exhibits a high degree of respect and appreciation for the mentee’s unique style. A mentor coach holds himself/herself as well as the mentee accountable as far as performance is concerned and is truly unbiased and non judgemental whilst  giving feedback. We at Regal Unlimited offer mentor coaching support to coaches on their ICF journey. The coach mentors at Regal Unlimited bring a well of knowledge, rigour of practice and a coachee-centric approach. Mentor Coaching at Regal Unlimited At Regal Unlimited, we have a group of 30 mentor coaches with a rich experience and from diverse backgrounds and each one trained to mentor as per the guidelines outlined in the ICF framework. The mentor coaches at Regal Unlimited are always ready to extend support to all aspiring coaches in their ICF journey and beyond. Moreover we have mentor coaches supporting aspiring coaches ( for ICF credentialing) spread across different geographies both within India and overseas. Our community of coach mentors help not only aspiring coaches but also ICF coaches whose credentials need to be renewed.  Click here to know more about our mentor coaching Conclusion In a nutshell, a mentor coach is an individual who can mentor the mentee on core coaching competencies and help aspiring/seasoned coaches in getting the process right. A mentor coach helps his/her mentees interpret the core competencies in a manner which can sharpen his coaching skills. A mentor coach partners with the client and sees that the core competencies and coaching practice go hand in hand. A coach mentor helps the mentee understand theory and put it in perspective while practicing. FAQs Who can be a mentor coach ICF? Individuals who have completed their ICF MCC or PCC credentialing can be mentor coaches. Alternatively, an ICF ACC coach who has completed at least one cycle of renewal ( i.e 3 years) can also be a mentor coach How does mentor coaching work? Mentor Coaching for an ICF Credential consists of coaching and feedback in a collaborative, appreciative and dialogued process based on an observed or recorded coaching session to increase the coach’s capability in coaching, in alignment with the ICF Core Competencies. How much does mentor coaching cost? Mentoring sessions are charged while it largely depends on the Training provider.

Introduction A friend said yesterday, ‘I keep wondering what is my life purpose?’ I felt he was in a beautiful space as he asked this question. In today’s busy world, how many corporate executives/leaders pause to ask such profound questions? It is good to stay in that space and allow things to manifest. The Universe will guide you to bliss, at your own pace, in a way that works for you… After all, it is the journey that matters… I spent 21 years in the corporate world. At the beginning of my second decade, a few thoughts occurred to me: ● who am I? (not the profound spiritual question). I was deep into banking and doing well. But deep within, I was not happy .  ● why am I here? A question that would occasionally nag me was, ‘Am I going to spend my entire life in banking?’ And very clearly, I did not feel light. I knew then the answer was an emphatic “no.” Looking back, I am grateful I stayed in the thought process, and that perhaps helped me pivot to entrepreneurship and then professional coaching, and later coach training/mentoring. Also, healing along the way.  ● what do I need to do? I had my financial goals to achieve. Or loans to repay. And also the destination to reach at least basic financial independence. I was not even dreaming of becoming rich!  Later I discovered we have multiple reasons to delay the start of our own ‘Hero’s Journey’ (Joseph Campbell), The call to adventure . I was perhaps not ready for it.  ● what is my #LifePurpose? Now, as a professional coach, I do this for a living. Helping leaders live their life purpose. Also, mentor aspiring coaches to live to0 their full potential. It is the same as living life purpose, I realized later.  Looking back, that set off a series of changes in my life that brought me to what I am doing now… a coach & mentor. I would like to believe I am closer to my #LifePurpose. My favorite quote on life purpose   is ‘the purpose of life is to live a life of purpose.’  ● Only self-satisfaction can lead to real giving.  ● It is about living. That is at the core of existence. Being Regal! ● Living thus for others, not for I/me/mine. That is why our scriptures remind the importance of sacrifice to attain immortality.  To live a life aligned with purpose is a matter of choice. Everyone has a choice; a few exercise choices.  Regal@60, one of our popular coaching tools, is a way to identify and live a life of purpose.  The Problem With Looking for a “Life Purpose” Can there be a potential downside to looking for a life purpose? “What is my life purpose?” is, in a way, an existential question.  It is not easy to ask and not easy to arrive at the answer. The road to a purpose-driven life is often not easy, not a bed of roses or a walk in the park! It does not need to be full of thorns, either. We end up manifesting the journey based on our beliefs and values.  But then, what is the risk of perpetually avoiding the question?  Another potential problem is when we take up something without looking at all aspects but decides on impulse. In other words, misguided in any way, internally or externally. If you are guided by a professional coach, and they are also using powerful tools such as #Regal@60, you can avoid the potential pitfals of looking for your life purpose. Just as age is just a number, 60 is just a number. You can be regal, at all levels of existence, before or after 60. But if you are not reached your peak, on all important aspects of life as you define it, the odds maybe against you. A KFC founder, or a Warren Buffet are more exceptions. In the Indian context, 60 is a milestone. “Ultimately, man should not ask what the meaning of his life is, but rather must recognize that it is he who is asked. In a word, each man is questioned by life; and he can only answer to life by answering for his own life; to life, he can only respond by being responsible.” – Viktor Frankl How Do You Define Life Purpose? The definition of life’s purpose differs from person to person. Our outlook toward life defines it. And that is molded by our experience from early life until now. Who I am at this point of time is the summary of all my life experiences, good or bad. I may ignore, suppress or ride on some experiences. But deep within, we are the summary of all life experiences. And we all work in progress.  The beauty of life’s purpose is it is not a moving target. Once we pause to ask the deep question and take time to arrive at it, that would be the goal of life. It is beyond career, relationships, wealth, and health. All of these and more. It is thus much more than passion.  Passion has a negative connotation based on the root and the early dictionary meaning. The underlying emotion is suffering. The purpose is never about I/me/mine. Hence it is not about passion. It is always about others.  For example, For a professional coach, the purpose of life can be to become a successful coach – in terms of the number of clients, top-line and bottom-line equivalent. But when linked to purpose, it will be about touching lives. Looking back over the last 10 years of coaching experience, ‘I am blessed to witness the transformational shift in my clients.’ The success for the client was not because of me, nor despite me. It was because we operated at the confluence of  ● The coachee, the sponsoring organization where it is corporate-sponsored, ● Me as a coach. ● Most importantly, the process of coaching.   Why You’re Seeking the Purpose of Life? The trigger to move from the unknown to the known as part of our deep journey (Joseph Campbell). It is within all of us. We do not listen to it.  How Does Life’s Purpose Evolve? It does not evolve if it is life’s purpose. Anything else will evolve. We have administered Regal@60 with almost all of our clients and learner coaches. When we look at the purpose from a cognitive space, it will change, or even evolve. If we look deep within, and then come up with the purpose, it is for “life”. Will not evolve. The need to evolve is also coming from our belief and biases.  The Things That Keep You From Finding Your Purpose ‘This may be from a sense of duty or obligation, fear, insecurity, a sense of inadequacy, or any of a range of reasons that work to hold the person in his current circumstances ,’ As Joseph Campbell will put it. (Wiki). Add to that social pressure, to peer pressure to family to the financial obligation in the form of monthly EMI (equated monthly installments for loans) Benefits of Knowing Your Purpose in Life The journey of life will be very different. The way we will handle small to big setbacks. The forces in the ecosystem that is not supporting you. The reason for living.  It is said most adults live as a victim of circumstances. Many others operate from a position of command and control. Managers are good examples. Only a small percentage of people are living their life aligned with their life purpose. Some call it they are doing God’s work, beyond religion and faith.  A lot of friends in corporate/business space are too busy with hamster-wheel-like life! Very few are blessed to pause for perspective. Often it is too late… Coachees who reach out to us are usually struggling (in a positive way) with this question. It is a good spate to be… to start with! Most likely I am off the hamster-wheel. How to Find Your Purpose in Life: “Try not to become a man of success. Rather become a man of value.” –   Albert Einstein   There are different ways to find life purpose. All are related at some levels. Even any one of them can help us find the real purpose in life.  Some of the popular approaches to find the life purpose are: 1. Read, Write, Journal – Read as much as possible, sharpen your knowledge, language, and communication skills. Make it a habit to journal every day. Find some time to reflect as a daily habit. Writing journaling, to all other writing, including fiction to storytelling, helps the brain to grow. We human beings are blessed to learn and grow all through life. But how many of us do it? ‘Just Do it’! 2. Move from Victim or Control mode to Contribute – Be part of that exclusive club of people who are not operating from a space of victimhood or control mode. Let go, and heal all relationships, including your relationship with the past.  3. Set audacious goals – We are wired to stay within our comfort zone. Dream big, work hard. 4. Develop curiosity, Manage judgments, Avoid bias – not easy, but these muscles can be built. All professional coaches are trained to develop these strengths. 5. Find your community– We were always social animals. But our work and gadgets are taking us away from it.  Based on my personal experience and interaction with leaders and coaches as part of coaching & mentoring, here is my take on it.  Regal@60 is a very powerful tool. It identifies the top eight elements of life in order of importance. Goals are set at 60 when we can be at our full potential. 60th birthday is the end of the 3rd Ashrama of life, Vanaprastha. Then it is Sanyasa. Hence 60th birthday is celebrated too.  : By setting goals, we can start holistically working towards them. No rush, but daily focus. We will never end up regretting not living our life well.  1. Health & Wellness 2. Wealth, Abundance 3. Career, Learning 4. Family, dog 5. Professional Volunteering, Environment 6. Hobby – writing, music, speaking/storytelling 7. Travel (less for me, more for my wife) 8. Spirituality (Sadhana & Seva) Regal@60 is a coaching tool we actively use as part of our leadership/business/executive coaching. It is about stopping to ask what I want to BE… from there, what I want to DO, aligned with my #LifePurpose Living my life-purpose, I am closer to my self-actualized state (Maslow’s Hierarchy of Needs). Philosophically, Nirvana or Samadi. Still better, as Master calls it, ‘Hands in Society, Head in Forest’ Let us not forget, ‘What you are seeking is seeking you’!  What is your life purpose? Blissfully!

Who is an Agile Coach?  Why is ICF coaching an indispensable aspect of Agile Leaders? How can one go from being a Good Agile Coach to a Great Agile Coach? Ginu Samuel , an Agile Coach who is currently pursuing his ICF Coach Training & Certification, demystifies these important, relevant queries for the benefit of Agile Enthusiasts and Scrum Masters as he recounts the experiences and learnings from his ICF coaching journey. Let’s hear from him! Will I be a good coach? During my initial years on the Agile coaching journey, I invested a lot in reading. “Coaching Agile Teams” by Lisa Adkins was one of many books I read then. ‘Will I be a good coach?’, the title of the very first chapter, hooked my attention.  I have been constantly curious about what makes a good Agile coach ever since.  Adkins also asks pertinent questions such as  ‘What is an Agile coach’s role in self-organized teams?’, ‘How do I, as an Agile coach, help my team and yet stay hands-off? ICF-approved professional coaching provided me with satisfactory answers to all these questions. What does Agile Coaching Involve? In the context of agile teams, coaching takes on the dual flavor of coaching and mentoring. Yes, you are coaching to help someone reach their next goal in their life. In addition, you are also sharing your agile experiences and ideas as you mentor them or guide them to implement agility. Coaching and mentoring have been entwined to develop talented agilists who can enhance their performances and thus maximize business results.  The 4 stances of Agile Coaching Lisa Adkins, together with Michael Spayd, introduces a simple agile coaching framework all Agile coaches can follow. In the framework, they talk about four different stances an agile coach should use. Teaching, Mentoring, Facilitating, and Professional Coaching.  Agile coaching is a combination of coaching, mentoring, teaching, and facilitating. Many agile coaches have experience and knowledge of working in the area where they’re helping teams/individuals. As a result, there is a high chance of using the mentoring and teaching stances more when people are stuck. Agile coaches who lack ICF coaching skills tend to give more importance to other stances. This is a huge disadvantage, for professional coaching is the most important of all the four stances.  ICF-approved professional coaching – the most important stance Transformation involves a change in mindset, culture, process, structure, or ways of working. It is very common that people can get stuck on this journey towards excellence. Professional coaching is an excellent tool to help Agile enthusiasts to unlock blockers and transition towards a new world of agility. An agile coach with ICF-approved professional coaching expertise can partner with individuals, teams, and organizations in this transformation journey. ICF Coaching – setting apart the Great from the Good The word “Coach” in the title “Agile Coach” comes from the professional coaching stance. All great Agile coaches have professional coaching in their toolbox. Through ICF coaching, Agile coaches master key coaching competencies such as active listening, asking powerful questions, and creating self-awareness. Agile coaches who have sharpened these coaching skills progress from being good Agile coaches to great ones. ICF coaching certification strengthens agile coaches in the other three stances. An Agile coach can teach, train, and facilitate more effectively using ICF coaching techniques such as asking powerful questions and making people think. These are the reasons why I feel professional coaching is a powerful skill in the Agile coach’s toolbox. In fact, professional coaching is a necessary competency for an agile coach. My ICF coaching journey with Regal Unlimited Last year I decided to sharpen my coaching skills and transform myself into a great coach. I enrolled for the ICF-ACC coaching certification with my coaching mentor Subash CV , Master Certified Coach, and founder of Regal Unlimited. The first year was a tremendous journey of unlearning old behaviors and learning new skills. We had rigorous coaching practice sessions, illuminating mentoring sessions, and other interesting, insightful activities such as book reviews. All these propelled me toward my goal of becoming a great Agile coach. Subash CV and the coaching community at Regal Unlimited have been strong pillars of support in this transformation.  ICF coaching certification has helped me improve my listening skills, self-awareness, and coaching competencies. I would highly recommend Agile coaches and Scrum Masters to take up the ICF coaching course and accelerate their journey from being Good to Great. Do you  want to become an ICF Coach Are you an Agile Professional who wants to scale up in the organization and contribute meaningfully to your career?  Are you looking to add coaching competencies and become an ICF ACC Coach then write to info@regalunlimited.com to know more about Regal Unlimited’s ICF-ACC program.  You can also read this blog in which Seven Agile Leaders and Experts explain why ICF Certification is a must-have for Agile Leaders/Professionals and how can they go about obtaining it! Agile coaches about ICF Coach Training for Agile Leaders Reach out to us for the best ICF ACC Certification and Coach Training programs  ICF -ACC Coaching Certification

Life is not a linear journey, where everything is rosy & predictable. It has its own way of surprising us with the unexpected in both good & bad ways. Vasudha (name changed for confidentiality reasons) was elated to see the two lines on the pregnancy test kit. She has been waiting to experience this for the last 6 years. But the happiness was short-lived. She was recently promoted & was due to take a transfer to a new city. She felt torn between embracing motherhood full-heartedly v/s loyalty to her professional aspirations. Rani (Name changed) was stuck in a loveless marriage. Overnight her life as she knew it changed when her husband died due to a sudden heart attack. She had never stood for herself before. She felt lost when friends & family bombarded her with advice. She couldn’t bring herself to give her life in the hands of others to decide once again. Rajeev (name changed) received a bad mid-year review at work. His personal life wasn’t going great either. He often found himself helplessly stuck in heated arguments with his spouse or with work peers. His manager pointed out he is aggressive & his spouse complained he is insensitive. He feels grossly misunderstood & wants to find a way to better understand what’s going wrong & make his life better. Tarun (name changed) was looking forward to his next phase of life with his wife & 2 children, in their new home. Just when everything seemed to be settling, he started noticing his wife behaving a little odd. She was overtly pollyannaish & would just not stop talking. She suddenly became overprotective of her children & would not like his involvement in their everyday activities. He needed help and started researching who to reach out to & talk about his gut feeling. You see, every new situation in life demands a different version of us. When an individual becomes aware of the idea that “something in them needs to change/grow/outgrow” – Life Coaching comes as a tool to unlock their true potential. What is Life Coaching & How does it work?   Life coaching meaning – The activity of helping clients decide what they want in their lives and how to achieve it. (Link to – https://dictionary.cambridge.org/dictionary/english/life-coaching ) It is based on the core premise that the individual has all the answers to their problems. But they are often not aware of this and are too busy looking outside trying to live up to external benchmarks, seeking external validation, and waiting for someone else to solve their problems. A life coach however believes people learn with a lot more ease & grace when they’re not told what to do. So, they partner with the individuals to enhance their awareness about themselves, the situation, the environment, the possibilities & what’s coming in the way to live their dream life. A life coach creates a safe space which is free of any kind of judgment & the first thing an individual will experience in that environment is the freedom to be themselves. This helps greatly to focus on the crux of the matter that needs addressing than the facades built over to create a distraction. How Life Coaching Can Help You?    When an individual becomes aware of what he is Actually experiencing & not simply what he permits himself to experience after a thorough screening through a conceptual filter, he becomes beautifully, constructively, and realistically clear. This gift of free & undistorted awareness helps an individual to make decisions from a place of clarity, that’s free from external influences & congruent with their core inner self. Vasudha – went on to have her long-awaited baby, quitting her career aspirations. After a decade, she found herself frustrated with her life & guilty of not being able to be the loving mother she always wanted to be. She chose to work with a life coach and in one of the sessions, she became aware of the fact that deep down she’s been holding her baby responsible for quitting the job. Though the decision was hers, it didn’t sit well internally & kept haunting her, keeping her from loving her child & life for what it is.  The life coach helped her curiously explore what she truly wanted to be given the reality of Now & what permissions she needed to give herself to live a life of her choice.  She reinvented herself in a career of her choice. She took ownership of the decisions she made for herself. She chose to give herself permission to work & also seek help from her family to support her in this decision.  Rani got tired of listening to the unsolicited advice coming from all corners. She wanted to restart her life on her terms but her family & friends started projecting their own fears to her situation & warned her of imminent failure if she didn’t abide by what they suggested. She reached out to a life coach and got clarity on what she truly wanted, the resources needed to make it happen. She successfully relocated to her dream city, took her kids along with her, upskilled herself while working part-time & is every bit living life on her successful terms, much to the surprise of her family & friends.  Rajeev soon realized he is going in circles venting the frustration of work at home and of home at work, as he started working with a life coach. He realized he was sitting with a lot of ”not being good enough”, which came up as self-criticism himself. His coping strategies were perceived as aggression & insensitiveness by others. He went on to practice self-love & self-compassion & is now a senior leader in the same firm that rated him poorly, leading a blissful family life. What Do Life Coaches Do?   A life coach is not solving problems, not advising, not mentoring or counselling – but holding space for clarity to emerge by facilitating awareness without any distortions. With clarity, the individual then goes on to decide what they want to do, which is aligned with their inner as well as the outer reality. A life coach then partners with the individual to find resources to make change happen in a sustainable way all the while holding the individuals accountable for their committed actions, with consistent empathetic check-ins of the progress made, until the individuals become self-sufficient w.r.t to their goals. Benefits of Life Coaching    While the exact benefit you will experience will depend on the specific goals you are working on with the life coach, here are some broad life coaching benefits you stand to experience as a client:  Gaining clarity Becoming more resourceful Learning to stand by your innate values Unlearning the limiting beliefs Experiencing fewer inner conflicts Living a congruent & fulfilling life What to Look For in a Life Coach?   Life Coaching is a highly unregulated space where anybody who wants to call themselves a life coach can go ahead & do so. Buyers Be-Aware. But the good news is there is a lot more awareness about the coaching profession compared to the last decade. Prospective clients are looking for coaches who have recognised, respected & widely adopted credentials to their professional bio. Similarly more & more coaches are taking the professional credential path, for they know – it’s a highly emerging career path & a well-recognised credential will add credibility to their professional offerings. One such credentialing body which is both well-recognised & globally accepted as the gold standard for the Coaching industry is the ICF (International Coach Federation). Getting a life coaching certification from ICF undoubtedly makes the ICF Coach more confident & capable in their coaching skills due to its rigorous training curriculum & credentialing process. It also instantly earns the life coach global recognition & credibility.    When Tarun – reached out to an ICF Credentialed life coach, who then agreed to speak to his wife, sensed this was coming from some past trauma, which was not ethically in the scope of a Coaching intervention, The life Coach directed Tarun to reach out to a psychiatric expert. With timely intervention & guidance, they are now leading a happy normal life. An ICF Credentialed coach embodies the code of ethics based on the core values  – Integrity, Excellence, Collaboration & Respect & shows up ethically in every professional coaching relationship. In Tarun’s case, there was no failsafe or recourse if someone in the life coach’s position had acted unethically or breached the client’s trust. Who Should Consider Working With a Life Coach?   Many people seek life coaches to navigate significant life changes, as seen in the above case studies. However, life coaches could also be proactively engaged to build a happier, more meaningful & empowered life. Remember making yourself a priority is not selfish & you don’t have to do it all alone.  Also while some life coaches take a general, all-encompassing approach, there are also many that specialize & focus on helping people with specific areas of life like – career, finances, health & wellness, life skills, crossroads, leadership, sports, spirituality etc… So if any of this resonates with you & you are curious to interact & engage with an ICF credentialed Life coach for a specific goal of yours – Click here to tap into the Regal Coaches Community If you are thinking of taking up the ICF Coach certification journey to become an ICF credentialed life coach – click here to know about the upcoming batches.

Topics covered in the webinar What is Agile Coaching? The CORE Coaching competencies of ICF and their relevance for Agile Methodology The circle of influence for Agile Leaders  Merging the Agile Philosophy with ICF Coaching competencies How can Agile leaders embody the Coaching Mindset Merging the SCIENCE of Coaching with the ART of Coaching Merging Process Coaching (Agile) with Behavioral Coaching (ICF Coaching) Brief Summary of the Webinar As an Agile Coach – are you truly coaching? How can ICF Certified Coach Training help you amplify your team’s performance and even accelerate your Agile Career? In this webinar Subash CV (ICF-MCC, Founder Regal Unlimited) and Akhilesh Chaturvedi (An Agile Practitioner, Expert and an ICF Coach) talk at length about how Agile Professionals can become better Coaches through ICF Coach Certification and Coach Training They discuss what Agile Coaches normally and bring to the table the references from Agile Coaching Institute Framework. Then they move on to link the true COACHING. They mention that most of the time Agile Leaders are mentoring, teaching, facilitating the activities in their teams, but they assume that they are coaching… Akhilesh stresses the point that Coaching in true spirit is not well demonstrated in the Agile world. Agile leaders wear various hats, that of the mentor, trainer, consultant but seldom wear the hat of a TRUE COACH Subash and Akhilesh discuss the Coaching Competencies at length. They bring together the Lean-Agile practices and the Coaching competencies. They seamlessly integrate the technical process and the people ‘values’ through Coaching. They put focus on the qualities of an Agile Coach (as promulgated by the ICF) ● Coaches ask versus tell ● Coaches command change rather than demand change ● Coaches hold the space versus hijack the limelight ● Coaches keep the Client at the center ● Coaches are intrigued about the behaviors and not about the processes alone They beautifully mention how Agile Professionals can embody the Coaching Mindset & move beyond the process-centric to people-centric interventions. Know thy-self – Coach Individuals & Teams åt the source and not at a superficial level. Throughout the talk, Subash and Akhilesh give practical examples from corporate life on Agile Coaching and ICF Coaching competencies. They discuss Coaching tools, techniques & competencies that can help forge trustworthy relationships within your team. The coaching mindset is selfless – about the ‘CLIENT’ and not about the COACH. Enjoy this enriching conversation (whether you are an Agile/Scrum professional or not) to know the INs and OUTs of how to become an ICF Coach

Google is one of the most successful companies today and renowned for being an analytical data-driven organisation. And in 2008, the biggest problem the group was facing with management was the company’s engineers.  Engineers, in particular, are creative individuals who have their own distinctive way of doing things. When someone tries to micromanage this type of worker, it results in conflicts and a loss of interest. That’s when Google embarked on a rigorous research, naming it Project Oxygen, to discover if they needed any management layers in the organisation. And, when they found they did, what qualities and behaviors made a great manager?  What stood out in the research was that while managers must have the essential technical knowledge to guide employees, soft skills such as coaching and communication play an absolutely crucial role. They concluded that a great employee does not necessarily make a great manager. As a result, Google developed new management training programs centered around team coaching skills and began focusing on how much time they spend coaching their team compared to the amount of output they achieve.  Today, as Google ranks No. 1 for the 6th consecutive year in Fortune’s list of the “100 Best Companies to Work For”, don’t you think it’s your cue to try a brand-new approach to developing your managers? What is Team C oaching? Let’s start by establishing the groundwork of a team! Katzenbach and Smith, in their book “The Wisdom of Teams”, described teams as: ‘ A small number of people with complementary skills, who are committed to a common purpose, performance goals and approach, for which they hold themselves mutually accountable.’ Team Coaching essentially builds better organizations by using the combined knowledge of team members to create a shared narrative. The team coaching experience can unlock a team’s potential and enhance collective brilliance. However, it is likely to yield benefits only when carried out on employees who belong to a real team.  The ICF defines team coaching as “Partnering in a co-creative and reflective process with a team and its dynamics and relationships in a way that inspires them to maximize their abilities and potential in order to reach their common purpose and shared goals.” When you work with brilliant people, it’s easy to see how their skills and abilities contribute to your organization’s success. But by stepping back to see the big picture, you can connect with your teams on a deeper level, creating a powerful motivation for your organization’s growth and development. The top 3 reasons why you need team coaching to foster a great team environment and ensure your team is as efficient as possible.  Why Your Organisation Needs Team Coaching? A Boon for Multi-Generational Teams: If you work in the modern workforce, or if you’re managing a team with employees of different generations, you have likely experienced the challenges that come with working across generations.  Each generation has different needs, values, approaches to work, and varying comfort levels with technology, making team coaching challenging at best and absolutely impossible at worst. The good news is that there’s an easy solution for all of these issues: ICF Team Coaching! Team coaching lays out proven approaches that build trust and credibility in your multi-generational team, allowing people to feel valued and supported while being coached by someone outside their “tribe,” so to speak. A Mirror for Leaders at All Levels. Most leaders are stuck in echo chambers that merely reinforce their own ideas. Meanwhile, the newest hires who are not yet inducted into the culture are usually fully aware of the reasons why a particular strategy won’t work, but they tend to remain silent for fear that speaking up could put their careers at risk. Team coaching works as a mirror for leaders by providing an antidote to these echo chambers with its innovative process of establishing honest conversations with everyone in the organization. This approach opens up an entirely new level of transparency, communication, and innovation among employees at all levels—and it has the power to transform your entire organization. There’s Plenty of Evidence that Team Coaching Works. Wonders! The next big thing in the Organisational Development domain is Team Coaching. It’s helping organizations create a culture of trust, building focused and high-performing teams, co-creativity, and long-term, measurable results. After investing in Team Coaching Training, businesses have seen significant upticks in their bottom line and market share. The results of this practice have been studied by various research teams and organizations worldwide, with studies unanimously stating that organizations that use team coaching as part of their leadership development programs experience an ROI of 7-10 times.  ICF Team Coaching – A Necessity Not just Google, many world-renowned organizations show empirical evidence of team coaching’s wonders. Companies like Infosys, Wipro, Deloitte, Flipkart, P&G, Tata Group, and several others have improved their Employee Value Proposition (EVP) and transformed their association by integrating a culture of coaching. As organizations look to maximize the potential of their employees, they must also consider maximizing the potential of their teams. Systemic Team Coaching is an advanced and transformational style of management that elicits the talent and potential of all team members. Take the switch from Managing teams to Coaching teams with Regal.  Get in touch with us at https://regalunlimited.com/icf-team-coaching to discover the right Team coaching solution tailored to your organization’s true needs.

Topics covered in the webinar What is not Coaching What is Coaching True definition of Coaching Why ICF accreditation important Why Regal Unlimited for your Coaching journey? Question and answer session Brief Summary of the Webinar The seminar hosted by Regal Unlimited takes you through the entire gamut of coaching the ICF way. The webinar discusses at length what Coaching is all about and the basic difference between coaching, mentoring and counselling. The webinar also throws light on what it entails to become a professional coach and how Regal Unlimited will help you in your journey of becoming a successful coach. In this webinar Subash (MCC- ICF, Founder Regal Unlimited) and Kapila Ganesh discuss what professional coaching is all about and also explain the finer differences between Coaching, Mentoring and Counselling. Subash also talks about the need for a professional coach for one to maximize their inner potential. He also emphasizes on how it is a therapeutic process and is based on equal partnership unlike mentoring or counselling. It is a journey from point A to point B and beyond. The entire journey of coaching  (or being coached) is creative and thought provoking and quite an enriching process Subash says. What is Coaching? If coaching is not Mentoring, counselling or Training, then what is it? It is where the pace, the outcome and the path are designed by the client. Here the coach and the client are on a level playing field. Both are partners to the eventual outcome Inspires the client to take action. The entire process of coaching is outcome driven. The client is involved at every step of the journey and therefore it is a construct Vs Instruct methodology. Subash also says that to become a professional coach one needs to require rigorous training, have experience, have the necessary certifications from respectful and trusted bodies( here ICF) and experience. Besides, Coaching is a true calling and is linked to purpose in one’s life Subash says, without which one cannot be a successful Coach. Why ICF? ICF is the most respected body in Coaching and Coach Training , the world over. It is  a robust certification programme based on ethics. It is a well-researched framework and best practices. Has the largest community of professional Coaches. An ICF certification maximizes one’s earning potential.   After throwing light on what is Coaching and why one should be an ICF accredited Coach, Subash also talkS why one needs to choose Regal Unlimited as their partner in their Coaching journey.   Why Regal Unlimited? Because it is ICF approved All the coach trainers are ICF certified Personalized mentoring solutions. Hand Holding through the entire journey. Regal Unlimited is committed to your success. The webinar (link provided at the top) will provide more details and answers any questions you might have on Coaching.

Topics covered in the webinar Identifying a saleable expertise The right time to transition from employee to entrepreneur Challenges of becoming an entrepreneur Do’s and Don’ts when conducting business Three objectives of the book  Question and Anwser Sessions Brief Summary of the Webinar Why be someone else’s employee when you can be your own boss? Sounds like your dream? Then this episode of Museart is for you and every other aspiring entrepreneur out there! Our guest speaker, C. Venugopal, presents his latest book,  Bring Your Own Booze (BYOB), which translates to  ‘Be Your Own Boss.’ C Venugopal is a highly successful corporate leader who took the path less trodden and set up a business consulting firm in Chennai 18 years ago. Needless to say, his business is booming! BYOB is an amalgamation of the experiences and learnings of C. Venugopal and his peers on their entrepreneurial journey. It explains the art of building and establishing a successful business. BYOB is the perfect guidebook/handbook for those who wish to transition from employee to entrepreneur. In this Museart edition, Venugopal gives you a sneak peek into his motivational, aspirational book.  He also reveals priceless tips and precious pearls of founder wisdom, all delectable titbits from BYOB. You can check out his website www.cvenugopal.com . Regal Unlimited is a premier leadership coaching institute in India. We coach leaders, mentor coaches, and heal all.

Teamwork and performance are sacrosanct in corporate and sports events. As a sportsperson and as a team member, we know that responsible factors of high-performing teams include aligning towards goals, remaining innovative, and adapting quickly to internal and external changes. Team coaching explores subsurface dynamics of individuals, subgroups that impact team performance.  Team Coaching enlightens us on how individuals can and should move from ‘I’ to ‘We’, bring about more trust, connections and also addresses how to handle team dynamics in various scenarios. Snehal Kole is the Founder and CEO of Evolve Biz Consulting. A professional with over 16 years of experience in business consulting, consultative selling and coaching, having trained over 25,000 professionals across sectors in the area of leadership, sales and behavioral skills. He is a certified facilitator in situational leadership, Situational Coaching, NLP & MBTI. Snehal is also a Strategic Advisor to Sourav Ganguly for his brand endorsements and engagements. Nilesh Kulkarni is the first Indian to take a wicket in his first ball in test cricket. Nilesh represented India for 4 years and Mumbai for 17 years. Rashtriya Khel Protsahan Puraskar awardee by Govt. of India, Nilesh is an active member of Cricket Improvement Committee and Directorate of Sports and Youth Services, Mumbai and National Sports Education Board Committee, Delhi. Nilesh founded India’s first professional sports management institute to offer UG and PG programs in collaboration with Mumbai University.  Marco Buschman is an internationally recognized Leadership Expert, Master Certified Team and Executive Coach, International Facilitator, Inspirational Speaker and Bestselling Author of the famous book, “The Connection Quotient.” He supported thousands of leaders and termed strategic issues and personal development. He is specialized in creating the best performance culture focusing on results and productivity combined with trust, respect and appreciation of differences. Difference between coaching an individual and a team This is the question that sounded silly to me because, at the end of the day, teams are a bunch of individuals only, but Marco Buschman’s response brought clarity to me. He says that both are different professions. Individual coaching involves working with the person and all of its elements. Team coaching involves working with a system. Few tend to do individual coaching in a team setup, which impacts trust. Working in an environment of a system is about making the people aware of how the system works, how everyone can work together, how each one can help others. It is more about how the coach interacts with the system.  Nilesh Kulkarni explains with cricket analogy. A coach has a different place while the captain is the lead, who calls the shots (way of playing). A coach aligns the thoughts, designs strategies, prepares a complete plan of action which suits the players, comforts, and manages the players into their different situations. But in games like basketball, football, baseball, a coach takes the leadership role. He calls the shots, the captain executes them. The leadership role as a coach needs to define the ‘thin line’ – how to cross it; by performing or empowering. How the line is defined determines the role of a coach.  Transition to the role of a Coach from Individual to Team Mr. Nilesh was thankful to have Frank Tyson who played a great role in his life. He helped Mr. Nilesh excel and realize what needs to be done as a young cricketer. When he went from first-class cricket to international cricket, equipping him to take a back seat and excel though he was very well equipped with skills. Primarily, the requirements are empowerment, decision-making ability.  What is a group and a team. What is the role of a leader? The speakers emphasize the role of communication, and I couldn’t agree more with this point. Being a member of teams at various points, I think communication (from the leader to the team, between the team members) is the strongest link that can accelerate the team outcomes. In the transformation to Team, the role of communication differs. Communication with a leader is different from communication with the team members. For a coach, the empowerment of team members determines the outcome of the entire process. Many people prefer to stay in a group without voicing opinions. Communicating to the senior authority, for empowerment to happen in the right way is the key to success. Unfortunately, people are afraid to share an opinion that is critically relevant at a particular moment. A way has to be found to make sure what we wish to communicate is done in the right manner. To me, I prefer to stay silent because of fear of failure, fear of getting looked down upon, fear of being judged (in the wrong way) and fear of being outcasted holds me back from putting my views forward. A leader who drives the team is answerable and accountable. This is what differentiates a group and a team from Mr. Nilesh’s perspective.  Mr. Marco adds a leader must be open to accepting all the suggestions even if he has a completely opposite opinion. He has to build psychological safety among the members. A leader must be brave to take tough decisions. “The leader is as good as the team. If the team performs well, the leader to gets the credit for it”  Coach Preparation for the Mega events (World cup, Olympics) Since the panelists had such decorated coaches and players from the sports industry, I was looking for some insights on sports, fitness, mental toughness, etc. all that is shown in the biopics of great sportspersons (yes, I am a little filmy) Behind the scenes, preparations are not always seen publicly. Olympics, for example, the preparation started 3 years ago. The coaches have a long sight. The preparation starts right after the previous event – Identifying the players, outstanding performers, building healthy relations in the team, training them. As part of the preparatory work for the recent Olympics, the hockey men and women team was confined for 15 months. They were kept away from their family, friends. They were all together by themselves isolated, the psychologists were assigned, members were assigned with individual members. Mr. Nilesh also believes that “the preparation must start right after the previous session is finished” because the time is very limited.  Marco gives this a different spin and explains from a business perception. With respect to sports, 90% of the time is utilized for preparations for the final day. Similarly, in the business too, a lot of time should be used in working on the team, experimenting day by day. Every day has to create results. It is important not only to train people on technical skills, but they also need to develop personal skills to be even better.  Marco dwells upon his book – Connection Quotient, where he explains relationship trust. There are 2 key elements- Building trust Integrity In order to build trust in a relationship, understanding among all the members is very essential. Sharing similar interests also creates better relationship trust between individuals. In a team, everyone is right. Every person’s opinion is true, what matters is the perspective. While a person’s opinion may be contradictory, simply consider it.  Role of a coach and time of appointment Slowly the discussion drifted to the importance of a Coach for a team. The role of the coach depends on the goal of the team. Mr. Nilesh recollected a test series where Team India had lost with 36 runs, all out; Captain Virat Kohli came for fraternity league where 6-8 players were injured during the tenure of the test series. In the entire team of players, the only player who could play was one extra who was brought with the support staff. The rest of the players were injured and a few had to fly back to India.  The coach kept the morale high. It was entirely a new team playing against an established Australian team.  The performance they showcased relied on:   Belief Trust in their abilities Accountability and Responsibility Well Directed Practice They became accountable for the right and the wrong step they took. The belief that was instilled by the coach was phenomenal as against the outcome of that series. This reflects the character. “When a person believes in oneself, trusts the team, and is transparent within the team, the outcome would be phenomenal”. Areas that coach focuses in Transformation, Performance, Reform stages All of us, in the team, are in different stages. Independent of which stage one is in, the factor that matters the most is attitude. Results of research by Google on best-performing teams say ‘psychological safety is the primary aspect for obtaining the best results irrespective of whether the person has extraordinary capabilities. Nilesh adds, “Start accepting failures, that results in better outcomes”, while he recalls the popular quote of Dr. APJ Abdul Kalam, “Definition of FAIL is, First Attempt In Learning”. In the end, only two things happen – either we Succeed or Learn.