My Coaching journey
I first came across the word coaching in a learning and development context in 1999. I used to conduct a program called Professional Sales Coaching for Achieve Global– a program to help sales managers to coach their team members to achieve their targets. It was always very well received. I also used to facilitate a workshop called Coaching for Results, a GE Program for employees at Genpact. These workshops taught me the basics of coaching. Since then my knowledge and understanding has expanded.
In 2009, I started using coaching as a tool to embed the learning from my workshop. It worked extremely well for workshops on Presence and presentation skills where I coached participants to become better at speaking in public. In 2011, I completed my certification as a coach through Leadership That Works. It was a transformative experience for me. I learnt about the power of coaching and the contribution that a skilled and well intentioned coach can make to the holistic growth and development of a client. Coaching is a philosophy.
It is a conversation that can change lives for the better.Over the past few years I have enjoyed every coaching interaction. I have grown along with my clients. I find that I am less judgmental and more compassionate. I now hold a PCC Certification from ICF.
The Coaching Process
I have seen that without a structured process, coaching can be just a wonderful conversation but without tangible results. While even a single coaching session can be powerful and act as a trigger for change, a process helps to make this journey enriching, creates trust and transparency and delivers the desired outcomes.
Here is a process I use with my clients
Pre Coaching
It is important to establish some degree of comfort between the client and coach. Sometimes if the chemistry is not right, the coaching may not be as compelling. It is important to have trust and clarity before getting into a coaching engagement.
The Coaching Sessions
The Coaching sessions follow the Establish- Explore- Ensure process. Each session is usually for a period of 60 minutes. A minimum of 6 sessions is recommended for significant progress. I recommend 10 sessions for substantial and sustainable results.
Establish
The Coach and client agree on the client’s Goals and Vision, ground rules for engagement,mutual expectations and reinforcement steps. This is done in the first session. The Goal for each conversation is also established at the beginning of each session. This is incorporated into the Coaching Plan.
Explore
In each conversation, the coach uses a variety of coaching techniques and pathways like empowering questions, identifying needs and values, deep listening, body work, challenging,envisioning etc. to engage and align the client. The coach taps into the clients’ resources and enables them to realize their full potential. During the coaching conversation, the coach can also explain and interpret assessment tools and 360 degree feedback for the client.
Ensure
At the end of every conversation, the coach ensures accountability by gaining agreement on action plans and post session activities that the client will execute to ensure movement towards the coaching goals. The action plans will be specific, time bound and grounded in reality and will form a part of the Client’s coaching plan. The coach may also suggest reading assignments,assessments and other activities to the client. Each subsequent call will begin with a review of agreed action plans.
Post Coaching
Here are some typical challenges my clients have stated
Executive Coaching
In these days of increasing complexity and constant change, employees face several challenges in delivering performance and developing leadership abilities. Leadership is becoming more about caring and connecting than command and control. Conventional performance management tools and training do not give the results that are expected. I offer executive coaching for middle to senior leaders to enhance performance and potential. I also work with CEOS and CXOs on transition coaching as they move to take on bigger roles to set them up for success.
Mentoring and coaching for women leaders
According to a Mckinsey study , in a full potential scenario, where women play an identical role to that of men, $28 trillion or 26% could be added to the global annual GDP by 2025.However, according to a study by Grant Thornton in 2014, the percentage of women in senior positions is only 24% globally. In India, it is only 14% with the percentage of women on boards being only 5%.
I believe that in South Asia, it is important for women to take up leadership positions, as entrepreneurs,corporate managers and professionals. This is an area I am passionate about and am keen to contribute to the growth and development of women leaders as a way of building a more inclusive and compassionate society.I am a Mentor with the Cherie Blair Foundation where I offer my services to women entrepreneurs across the world. I would also coach women managers as a part of executive coaching engagements with organizations..