Bhavana Issar

It was wonderful mentoring a group of lovely coaches, who would soon be ICF ACCs/PCCs as a part of Coaching Journey's program. It's a great learning experience when we get to share our own experiences. And to do so for other coaches is always incredible. 😊 Join in for the next one if you are currently in your coaching journey as well. #coach #coaching #mentoring

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At Regal Unlimited, we don’t settle for minimum standards; we set the bar for transformative coach certification. Our programs are crafted for leaders and aspiring coaches who seek more than just credentials—it's a journey from becominga coach to truly being a coach, empowering you to coach from a deep state of presence and flow. 1. Beyond Certification – Step into a #journey that transforms you at your core. Our program guides you from merely 'becoming' to 'being' a coach, fostering the flow state that is vital for impactful coaching. 2. Milestone-Driven Growth – Our unique, in-depth assignments mark every step of your journey, ensuring meaningful progress at each milestone toward mastery. #Destination 3. #Community and Connection – Join a network of supportive cohort members, seasoned mentors, and accomplished alumni who enrich and uplift each other’s growth. #RegalNest, #MuseArt, Regal Coaching Consortium, Coaching Unlimited by Regal are our other initiatives for the our coaches and clients. #RegalCoachCertification by Regal Unlimited - The Coaching School for the World

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🧠 Exploring the Role of Emotional Culture at Work 🧠 In a recent workshop I facilitated with group leaders, we used the Emotional Culture Deck to dive deep into understanding emotions at work. The task was simple but powerful—reflect on desired and undesired feelings. It's fascinating how individuals’ emotions shape not just their well-being, but the entire psychological safety of the team. This image is true example of our lives. Every second of our lives is filled with a mix of emotions. Yet, one of the biggest challenges we face is recognizing how we truly feel and how to manage these feelings. On top of that, understanding how others feel often remains a mystery. The absence of social awareness can lead to complex situations, especially in the workplace. 🔑 So, what role do YOU play in this process? As individuals, we each contribute to the emotional culture of our teams. Building awareness of your own feelings—and those of others—creates a foundation of trust, collaboration, and safety. 💡 Why does this matter? Emotional Intelligence (Ei) is crucial in today’s organizations, not just for creating a positive environment but also for boosting performance. A team that feels heard and understood is more likely to be engaged, creative, and productive. When people are clear about how they want to feel and what emotions to avoid, they show up to work more focused and energized. Leaders who foster this awareness in their teams will find that psychological safety isn't just a buzzword—it's a performance enhancer. Here are 3️⃣ tips to cultivate an emotionally intelligent workplace: 1️⃣ Check-in with yourself regularly: Take a moment each day to reflect on how you're feeling. Understanding your emotions helps you manage them better. 2️⃣ Practice listening Actively: When engaging with your team, listen not just to what they say, but how they say it. This opens the door to deeper emotional connection and clearer communication. 3️⃣ Encourage open conversations: Create a space where team members feel safe discussing their emotions and concerns without judgment. This not only improves trust but boosts team cohesion and output. 🌱 It's time to start recognizing and managing emotions—both your own and others'—to create a thriving, emotionally aware, and high-performing workplace. How do you help your team manage their emotions and elevate performance? if you want to explore how to create such environment in the workplace reach out to Thayalan Anton where will be happy to take your through Let's discuss! Drop your thoughts below 👇 riders&elephants Luminary Learning Solutions #EmotionalIntelligence #EmotionalCulture #PsychologicalSafety #LeadershipDevelopment #SelfAwareness #TeamCulture #PerformanceBoost #collaboration #humanresources #mazeemsaheer

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In our quest for happiness and joy at work we get derailed, mostly by ourselves. How can we overcome this? When you explore the potential and limits of human behaviour, you bump into literature about limiting beliefs. One such book is "The Four Agreements", by Miguel Ruiz. It's based on the Toltec culture, of which he is a descendant. (Look it up if you don't know what it is). Here is a summary of the Four Agreements and my take on them: (summary courtesy of Chat GPT) Be Impeccable with Your Word: Speak with integrity and say only what you mean. Avoid using words to speak against yourself or gossip about others. My take: another way of putting this is to avoid Judgment. We all have biases, most of the time unconsciously. These are based on our cultural inheritance and our experiences in childhood. It is very tough to let go of these, and if you succeed, you will feel immense freedom with regards to yourself and others. Don't Take Anything Personally: Understand that nothing others do is because of you. What others say and do is a projection of their own reality. When you are immune to the opinions and actions of others, you won't be the victim of needless suffering. This agreement allows you to gain emotional independence and reduces the tendency to feel hurt or offended by others' actions or words. My take: this is a crucial point I often discuss with my clients. Whenever we react negatively to what someone says, we think we are being treated unfairly, or criticised without reason and whatever. The fact is (and proven by neuroscience) that we make up these reasons all by ourselves. Managing to let go of our own reactions to stimuli is essential to a balanced life. This is not only true at work, but also in life in general. Don't Make Assumptions: Find the courage to ask questions and express what you really want. Communicate with others as clearly as you can to avoid misunderstandings, sadness, and drama. My take: this happens all the time, especially when we talk with people of authority. We are less likely to question their instructions or opinion, so we forget to ask clarifying questions. A clarifying question is not challenging the authority, it is a sound way of communicating with others so that we are aligned. Always Do Your Best: Your best is going to change from moment to moment; it will be different when you are healthy as opposed to sick. Under any circumstance, simply do your best, and you will avoid self-judgment, self-abuse, and regret. My take: When something is not going as planned, we tend to criticise others and ourselves. Instead, do allow team members to make mistakes. Mistakes are one of the best sources for learning and growth. Always make the assumption that people do their best, and they will be encouraged to continue doing so. If you suspect they don't, you might break down trust, which is foundational for a good working environment. #teamwork #limitingbeliefs #unlockpotential

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Deepa A Agarwal Bharat Gera Maya Shenoy Myah Payel Mitra🎯 Conquering Decision Fatigue: Strategies for Corporate Leaders #Decision fatigue can significantly impact leadership effectiveness, leading to burnout and reduced productivity. The constant need to make decisions, both big and small, can deplete your mental energy and impair your judgment. Here are some strategies to combat decision fatigue and enhance your #leadership : Delegate: Empower your team by delegating tasks. As a leader, it’s important to recognize that you don’t have to handle everything by yourself. Delegation lightens your load and empowers your team members to take on more responsibility and grow in their roles. By assigning tasks to capable team members, you can focus your mental energy on high-priority decisions and strategic planning. Prioritize: Focus on high-impact decisions first. Not all decisions carry the same weight, and it’s essential to distinguish between what’s urgent and what’s important. Prioritizing high-impact decisions ensures that your energy is directed toward areas that will significantly affect your organization. Create a list of tasks and rank them based on their importance and urgency, tackling the most critical ones first. Awareness of self and others through #Mindfulness: Incorporate mindfulness practices to maintain clarity and reduce stress. Mindfulness helps you stay present and focused and puts people and situations into perspective, which can significantly reduce the mental clutter that leads to decision fatigue. Simple practices such as deep breathing, meditation, or even a short walk can help clear your mind and recharge your mental batteries. Other techniques like engaging the 5 senses and Heart and brain coherence breathing greatly have served my cohorts and clients. Mindfulness also improves emotional regulation, helping you respond to challenges with a calm and clear mind. Reflecting on your decision-making habits can provide valuable insights into how you manage your mental resources. Consider setting aside time each week to review your decision-making processes and identify areas where you can improve. This reflection can help you develop more efficient strategies and prevent burnout. You should consider booking a free consultation to discover personalized strategies for overcoming decision fatigue. During the consultation, we’ll explore your specific challenges and develop a tailored approach to enhance your decision-making capabilities. By addressing decision fatigue, you can lead more effectively and create a positive impact on your organization. Let’s turn challenges into opportunities for growth. By implementing these strategies, you can overcome decision fatigue and enhance your leadership effectiveness. Remember, every small step you take towards better decision-making can have a profound impact on your overall productivity and well-being. **Book your free consultation today by using the link in the first comment.**

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Does #MindfulCulture seem a utopian concept? You should have listened to: - Katyayani Krishna’s initiatives on making #MindfulMeetings a reality and bringing Mindfulness to the leadership team. - Sanjeeb Lahiri sharing about the interesting practice to curb impulsive reactions during the #meetings. - Kamlesh Dangi’s idea of identifying 15-behaviours for #Mindful responses; and keeping purpose in sight when setting the direction. - Rajeev Bhadauria sharing multiple insights on Mindful behaviours and making communication and ecosystem as the core drivers of Mindful Culture. - Kalpan Desai sharing anecdotes on Mindful ways of leading and his vision to take Mindful Culture beyond workplaces. - Mitali Barot’s thoughts on policies as enablers and Neha Kadam’s perspectives on building situational guidelines. - Rajiv Das’s way of taking involvement from 5-minutes to 40 minutes. Building a Mindful Culture seems much more practical and a very exciting endeavour now. Inviting you to share your best practices and be part of the 'Mindful Culture Cohort'. See you in the next edition of ‘The Source Code of Mindful Culture’. MEx | Strat-Board Services | Frob - Friends of Books | Gaurav Bakshi | Mohit Gupta | Aarthi Lakshmi | Vrinda Makhija | Ridhima Kaul

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Have you ever wondered what it takes to lead with genuine consciousness?   In this insightful episode of the Conscious Leadership Series, we discuss the fundamentals of effective, compassionate leadership.. We are back with the next episode featuring Parag Saraiya, Project CEO, Rustomjee. Parag is a distinguished leader with over 22 years of experience in real estate and IT services across the US, UK, and India. Known not just for his customer-centric approach, innovative design, and efficient execution, but also for his resilience, clear communication, and balanced approach, he exemplifies conscious leadership. Wondering what this series is all about? In the 𝗖𝗼𝗻𝘀𝗰𝗶𝗼𝘂𝘀 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗦𝗲𝗿𝗶𝗲𝘀, we showcase visionary leaders who exemplify the future of leadership through their transformative personal journeys. We explore how leaders can develop conscious leadership to unleash the potential of teams and organizations, creating environments where everyone can ‘THRIVE’ Parag shares his personal journey and the key lessons he has learned along the way, offering valuable insights for aspiring conscious leaders. 𝗞𝗲𝘆 𝘁𝗮𝗸𝗲𝗮𝘄𝗮𝘆𝘀 𝗳𝗿𝗼𝗺 𝘁𝗵𝗶𝘀 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻:    - Conscious leaders are self-aware of their strengths and weaknesses and admit what they don't know. - They involve every team member in decisions, considering their perspectives to ensure inclusivity. - Honest and open communication is maintained, valuing diverse viewpoints and fostering intellectual honesty. - Employees are valued and rewarded beyond monetary compensation, recognizing their contributions and individuality. If you want the full story, then you have to watch the video! https://lnkd.in/dcNm4TD5 #consciousleadership #authenticity #opencommunication #recognition DCODE INSPIRED LIVING

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Parenting and leadership often intersect in profound ways. Both roles involve guiding, nurturing, and inspiring others towards growth and succes. A book on leadership parenting can offer valuable insights and practical guidance for parents who want to raise confident, resilient, and successful children. So, I wrote one. Now, it needs your love and support. Pre Order Link: https://lnkd.in/gN8WXy6P

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Can Facilitation only be used in “Training”? A couple weeks ago, I was in Bangalore for a workshop, catching up with an old client over coffee. We were talking about the way forward, and some dire circumstances that demand attention. The usual stuff. Along the way, they mentioned about how the teams were struggling keeping up with too many (rather unproductive) meetings in a day. “If we keep attending meetings all day then when do we do the actual work?” “Too many meetings that could have just otherwise been an email fill our calendars up” “Everyone talks, nobody listens. After 3 hours of discussion we still have no consensus and no resolution. Then we have the next meeting for the same topic again.” “Any and every meeting has an agenda. But that’s quickly forgotten in the first 30 minutes, and the rest is just off-topic discussion” These were some statements thrown into the mix, while addressing their challenge to be more productive as a team. Don’t get me wrong, this is a very passionate team who loves their job and is attached to the greater good. “How about we try and facilitate one of your team huddles? Let’s see how that works out.” I quipped. The client was supportive enough to take the suggestion; and post-lunch we broke into a team huddle. I scribed my way through the meeting, encouraged metaphors into discussion, and each person had a designated time to speak. Questions were structured and specific, and the team was split into smaller groups that worked on 2 topics parallelly. All in all, the client was overjoyed to know that what would have otherwise blocked 4 working hours of their day; only took 1 instead. That too, with concrete CTA, next steps, and designated individuals who would lead the project. The scribing also saved them extra time and efforts to prepare a report and MOM. Have you ever tried to facilitate a meeting? Let’s get going! Ps- no pictures were taken due to obvious confidentiality reasons. #facilitation #learninganddevelopment #facilitraining #hr #humanresources #productiveoutcomes

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This is not about writing an article on Coaching or its nuances, its about being in a profession which gives you profound gratification and great contentment witnessing a genuine smile, a glint in the eyes, a meaningful handshake -- enough to make your day.   Coaching the word itself is enough and says a lot, with time you realize the enormous responsibility attached to it, touching the right chord, making a person believe in his/her own potential. The acceptance of making changes in their current views/perspectives, aspiring to evolve, to enhance hidden potential, ready to make the effort to become an improved self – gives a coach immense sense of satisfaction. Your sincere motives have resulted in changing someone for the better.   “It is not about making your own “Mark”, but helping others make theirs.” #coaching #profession #corporateworld #responsibility #humannature #improvement #professional

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To bring about the change in oneself, where does one one truly begin? Sharing a snippet of my answer to this question during an interview by Swell. Thank you Swell talk india for the interview feature🙏 #selfawareness #transformation #selfleadership

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Looking for professionally certified Executive Coaches for your leaders? Check out NLI's globally respected Brain Based Coaches who use neuroscience to transform human behaviour

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Contemplating engaging with a professional coach? Try NLI coaches who use deep understanding of the brain to help transform thinking

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As a leader, you must be sensitive to the emotions you unleash in people. Do your words and actions typically unleash negative emotions? Or positive ones? Try to centre your leadership and you will get more out of people. #PrabirInsights #Coaching #Leadership PRABIR JHA PEOPLE ADVISORY

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What does 'Coaching' truly invoke in your employees? Over the past few months while facilitating 'Leader as Coach' workshops for various organisations, I have observed that there are few words that carry as much weight and potential as "coaching". For some leaders it signifies a tool for fostering growth, nurturing talent and driving performance. However, for others, and especially amongst employees, it can be nuanced, varied and with more than a hint of skepticism, for many signifying 'punishment', 'performance management', 'just a tick box exercise' and 'judgement'. Here are some ideas for you as a 'leader as coach' to shift these perceptions in your organisation? 1. Create psychological safety - this is not just in a coaching conversation, but in your everyday team as well. 2. Communicate - contract with your employee so that they understand what coaching is or isn't. 3. One size does not fit all - you need to take time to understand each employee and their specific needs. 4. You cannot coach if you are not coachable - be the role model by actively participating in your coaching and seeking feedback. 5. Celebrate progress and success - acknowledge when employees have made progress. Please share what you do as a 'Leader as Coach' to reduce resistance to coaching and foster a culture of continuous learning, growth and development in your organisation. Would love to hear your thoughts.

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International Coaching Week 🌈 On May 18th, the International Coaching Federation (ICF) Bangalore Charter chapter hosted a breakfast meet as part of International Coaching Week. This event provided a valuable opportunity for ICF coaches to connect with each other and engage with industry leaders. The highlight of the gathering was listening to impactful stories shared by these leaders, emphasizing the crucial role of coaching in personal and professional development. This compellingly demonstrated the transformative impact and essential value of coaching in today's fast-paced industry environment. Are you interested in experiencing firsthand the transformative impact and essential value of coaching in today’s fast-paced industry environment, then we need to connect with. Thanks for this opportunity ICF Bengaluru Charter Chapter.. #ICFInternationalcoachingweek #professionalcoaching #leadershipcoaching #coachingawareness

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