Why do I need Coaching?

 

” Who, exactly, seeks out a coach?…. Winners who want even more
out of life.” Chicago Tribune

Last week I received an email from one of my clients. Here is what she said,” our coaching sessions have been very useful. It made me look at my work approach in a different way and gave me new insights and perspectives of handling my role effectively.”

My client is a senior leader with one of India’s largest Insurance company. A dedicated, hardworking, result oriented person.She is a consistent performer.

Looking at her credentials and her performance one may wonder why she needed a coach.

Why do I need coaching?

Her managers brief was simple. He wanted to ensure that Revathi( actual name changed) could scale up, as her responsibilities grew.

Revathi herself was also concerned when her manager proposed coaching for her. She was consistently performing and achieving all her targets. Her team was happy with her, her stakeholders never complained.

Revathi’s performance was good for the role that she was in. She worked hard, managed her team well, led from the front. But if Revathi went on a holiday, the team found it difficult to manage in her absence. Performance would plummet immediately. There would be a huge backlog of work that would wait for Revathi’s return.

This was noticed by her manager. Revathi was not good at delegating appropriately. She would delegate, but would often look over the team’s shoulder to see if they did their job. This had, to some extent impacted the confidence level of her team.

Revathi defended her inability to delegate. She feared that the team’s execution may not be perfect in her absence.She liked training her subordinates but would prevent them from making mistakes. This resulted in Revathi working round the clock to ensure the team met their deliverables.

Self-Limiting Belief

“You begin to fly when you let go of self-limiting beliefs and allow your mind and aspirations to rise to greater heights”- Brian Tracy

In her current role, she was probably considered an efficient manager. She would meet her targets and was considered having excellent delivery skills.

But her inability to delegate effectively was blocking her growth. Her manager had seen it coming, but Revathi held on to the belief that she cannot risk leaving everything to her team.

Her limiting belief had to be challenged

How Coaching helped

“I don’t look to jump over 7-foot bars. I look around for 1-foot bars that I can step over.” — Warren Buffett

The role of coaches is to support and challenge clients to be their own experts. I had to partner with Revathi and help her address her emotions.I had to challenge her to evaluate the losses of holding on to such beliefs.

Through our regular coaching conversations, Revathi’s perspective towards delegations changed. She finally understood that through effective delegation she can improve productivity and at the same time help develop new skill sets within her team.

As a coach, I had to encourage her to pick up courage and bring the new learning into action.I continued to support her through this transformation. It was not easy for her.

She took small steps to reach her goal. She was committed to the coaching process. With practice and self-awareness, she overcame her barriers to delegation.

Do you have any such belief that is blocking your growth? Then take action.

“Coaching is unlocking a person’s potential to maximize their own performance. It’s helping them to learn rather than teaching them.” _Tim Gallwey

 

 

Fairness and Respect for Women Executives

“A version of this post originally ran on the Lead Change Group site on 4th August 2017 and can be read at www.leadchangegroup.com.

Is there enough fairness and respect in the workplace for women executives? I asked this question to myself many times in the past several weeks.
In the last couple of months, most of the coaching cases and prospective clients that I was dealing with involved facing issues related to the workplace.
In one case the boss had changed and the new boss did not have much respect for the fairer sex. He wanted her to resign. He cited reasons of aggressive behavior and lack of diplomacy by her while dealing with the onsite team.
In another case, my coachee was perceived to be passive-aggressive in her behavior towards the team. In both the cases, the HR team had to step in to offer coaching intervention for behavioral change.
As I progressed further in understanding my clients, many things unfolded. Some of the behaviors from my coachee’s colleagues, peers, and bosses towards her were not new to me. During my career spanning three decades, I had encountered such folks myself and knew how to deal with them.
What made me sad though, was with so much of hype about diversity and inclusion (D&I), the needle has not moved for many organizations.

Inclusive Behavior Just Another Jargon

This left me to wonder if D&I initiatives are just lip services. Is inclusive behavior another jargon or is this something which organizations follow?
It is disheartening to hear some of the experiences that some of my coachees shared with me. The approach to D&I needs to change; D&I has become more of a rote phase in the industry.
Leveling false charges to stop or stymie the growth of female executives. Assertiveness getting perceived as aggressiveness. Questioning the ambitions of women asking for prime positions. All these and more added to the stress of my clients.
I like and agree with what the Chief Diversity Officer at eBay, Damien Hooper-Campbell has to say on humanizing Diversity & Inclusion.
“Folks, diversity alone isn’t enough. If diversity is getting invited to the dance party, inclusion is being asked to dance when you’re at the party.”
While quoting the above, Hooper-Campbell also talks about getting rid of all the noise that focuses on the diversity hiring and statistics. We all know that diverse workforce helps with profits and business. But is there anyone focusing on what actually happens in the workplace?

What Actually Happens In The Workplace

From what I have heard and seen in the last couple of months while coaching my clients, it seems nobody cares what actually happens in the workplace.
All that matters to the organization is tracking the gender ratio, conducting D&I trainings, or changing a few policies to suit female employees.
In one of the organizations, my coachee, a senior executive, was described as bossy, aggressive, and abrasive by her peers and colleagues.
I wonder if men who shout in meetings and do anything to have the last word in the debate are also perceived and labeled as abrasive, bossy or aggressive. Or are they held in high esteem because they know how to prove their point?

Impact Of Company Culture In Nurturing Women Employees

D&I initiatives and programs are important to create awareness. But organization culture plays a significant role in nurturing women employees.
Attitude and mindset of senior leaders and negative oafish comments belittling the women executives create environments that put off women managers from performing at work.
One of my coachees narrated an incident wherein her boss, a tenured professional in the industry, asked her to resign.He advised her to spend time with her children. He wanted to create an open position to promote one of her male colleagues into her position. Confronted with such bias, she felt victimized and harassed.
Besides D&I initiatives, companies should create an environment which is fair to both men & women. Unfortunately, some company cultures have a long way to go to fulfill such basic needs for fostering female talent.
Do you think there is any enough fairness in the workplace? If not, how can this change? Do let me know your views.

Six Qualities of Successful People

successful people

Six qualities of successful people

Chanakya Niti highlights the following six qualities for being successful.

  • Not Regretting
    Successful people never lament the decisions they have taken nor the time they have spent. They let go the baggage of the past. Remembering the past is futile.
  •  Greed for Money
    Money acquired through wrong means or by deceiving someone leads to a brutal end.Therefore never fascinate about power and money
  • Think deeply before speaking.Ask these 3 questions to oneself before making any decision to speak, What Do I Need To Do? What Will Be The Outcome? What Will Be Its Worth? Give full thought to each of your actions as it has an impact not just on our life but even of those around us.
  • Never jeopardize your stand. Chanakya explains a successful person, no matter how deeply in debt or suffering through a personal crisis, would never let display a hint in their actions or on their face. Never chase appreciation.
  • Remain focused on your work and success will follow.
  •  Never underestimate the weak. While you are at the peak of your success and riding high, never ever ignore the weak person. It’s not wise to turn you back on weak because they always patiently wait for the right time to strike back.

Attitude is the secret ingredient for success

Attitude

Attitude is a mindset

In his book, “Man’s Search for Meaning,” Viktor Frankl describes the ability to choose one’s own attitude. He was separated from his own wife, mother, and father, and lost them all before the war ended.

But what did Frankl learn from his time in the concentration camp? Here’s what he said:

“Everything can be taken away from a man or a woman but one thing: the last of human freedoms to choose one’s attitude in any given set of circumstances…” 

My work as an executive coach and consultant gives me an opportunity to interact with different people.   I find some individuals get along well with their colleagues and bosses, whereas, some find it hard to cope.

Individuals working on the same project achieve different results under similar circumstances. What separates the achievers from the losers? It is the attitude towards work. Attitude is everything.

“It is our attitude at the beginning of a difficult task which, more than anything else, will affect its successful outcome.” – William James

Attitude is everything

Attitude is a mindset and a belief system.

Our environments are overcrowded with individuals who exhibit toxic behaviors, negativity, lack of credibility and similar mindsets

Last week during a visit to a client’s office, I overheard a heated conversation in the lobby. One of the executives was venting his anger. The subject of the discussion was how the senior executives got passed over for a promotion. On checking with the HR Head, I got to know that the gentleman was not promoted because of his attitude.  I wasn’t surprised. What I had seen in the lobby was a proof of it.

Charles Swindoll said,”life is 10% of what happens to you and 90% of how you react to it”.

He was referring to attitude. 90% of the time you are in charge of it

Types of Attitudes

Dr. Mabel Joshua-Amadi in her book”The Power of Attitude” writes about the different types of attitudes that people display. She has used Metaphors of birds to depict the different ten types.

  • Positive Attitude of the golden eagles
  • Negative attitude of the Hawk
  • Pitiful, Victim attitude of the nightingale
  • Fearful attitude of the Ostrich
  • Blase attitude of the peacock and parrot
  • Beaten attitude of the mournful dove
  • Commandant attitude of the rooster
  • Caring attitude of the hen
  • Critical attitude of the carrion crow

Can you identify your dominant attitude from the list?

Viktor Frankl in his book talks about how he survived the Holocaust and in those horrible days he held on to the ability to choose his attitude.

You can choose and change your mindset and belief no matter what! Have a mentor or a coach to help you navigate. Don’t let your attitude be a reason for your career derailment.

A Chinese philosopher Confucius said that ” Only the most intelligent and the most stupid do not change.