Transition Coaching
Worked with high-potential top leaders of a global technology company providing commerce solutions that power billions of transactions. The assignment involved gathering inputs from their global leaders to construct their development pathway. The objective was to enable these ‘hi-pots’ to transition to leadership and global roles. The coaching worked through the expected demands of the new roles such as Leadership presence, establishing vision, redefining processes, inspiring larger teams, influencing without authority, communication effectiveness and some more. The coaching assignment was supported with Thomas assessment profiling which gave them a holistic perspective around their development goals.

Building Emotional Resilience
Working with mid-level women managers of a leading global technology services company. Empowering them to create the work-life balance and positively impact their work area. In this troubled time, I worked with them to manage core issues such as managing professional timelines, emotional turmoil arising from nature of work, un-resourceful state, demanding home responsibilities and bringing positivity to impact the organizational objectives.

Scaling Leadership
Coached the senior leadership team of a recently acquired American online retail conglomerate. Enabled their internal transformation through the challenging times of the takeover and ensuring business growth. Coaching focused upon raising their performance around their KRA’s aligned with organizational objective. Developmental goals were identified through Hogan assessment revolving around interpersonal relationships, executive presence, thriving in conflict, increasing social quotient, emotional resilience which helped them to become more effective in their workspace.

Leadership Presence
Worked with senior executives of a leading French company that produces distilled beverages to focus on developing their leadership presence by working on few imperatives including developing strategic vision, managing emotions and being more visible for the next level responsibilities. The needs were identified through the process of inputs from their respective reporting managers, their peers, and their respective teams. The primary objective of the engagement was to get them ready to move to the next level in the organization. The six months engagement provided these leaders to share their derailing behaviors and experiment with the newly developed behaviors thereby producing different responses in pressurized situations.
Enabling Effectiveness
Worked with India Country Head of an international voluntary scientific organization fighting TB, HIV, tobacco & lung disease to address the challenges related to internal conflicts. By identifying and resolving internal conflicts in her values she was able to create a congruent plan for the future and started operating from a space of choice. Within days she was totally focused at work again and started enjoying her leisure time much more. Resolving conflicts in her values also enabled her to deal with a long-standing perception that the team had for her.