Leadership is a journey, not a title, not a milestone, and certainly not a destination. It is a continuous evolution of the self. Contrary to popular belief, leadership is not about managing others.
True leadership begins with managing oneself. You can only give what you have.
That’s why leadership coaching is becoming not just a value-add but a necessity for individuals and organizations that seek sustainable growth and performance.
What Makes a Leader?
Let me offer you a personal acronym that defines a leader, inspired by one of my most revered teachers. I spell it in reverse deliberately to invite reflection.
- R—Results-Oriented: Leaders are paid for performance. From revenue and profitability to innovation and employee engagement, leadership drives—or hinders — every KPI that matters. Ultimately, growth is the legacy a leader leaves behind.
- E – Excellence: Not as an act, but as a habit. As Aristotle reminded us, we are what we repeatedly do. Leadership coaching helps cultivate a mindset of excellence.
- D—Discipline: Perhaps influenced by my army upbringing, discipline remains a non-negotiable trait. Discipline in thought, action, and values forms the bedrock of authentic leadership.
- A – Action Oriented: Leaders don’t just plan—they do. They embrace a bias for action. Whether it’s “In Search of Excellence” or “Act like a leader, think like a leader” (Prof. Herminia Ibarra), the best leaders understand that growth lies on the other side of movement.
- Emotional Quotient: Leadership is emotional. Dr. Daniel Goleman’s work on the six leadership styles shows how vital emotional intelligence is. Coaching supports a deeper development of EQ—self-awareness, empathy, and relationship management—all essential to leading people in a complex world.
- L – Love: Not romantic love, but spiritual love. Coaching, for me, is deeply spiritual. The love a true leader holds is unconditional and detached-attached, like a parent, a guru. This is the Love Quotient. IQ, EQ, and SQ (Spiritual Quotient) together create a wholesome leader.
These attributes are rarely taught at the best business schools. Life teaches us. Work experience shapes us. But that is not always enough. The environment—fast-changing and increasingly volatile—moulds us in unintended ways. We pick up blind spots. That’s where executive coaching steps in.
Coaching: The Catalyst for Growth
One of my favourite ideas is from Robin Sharma’s “Lead Without a Title.” You don’t need to be a CEO to lead. Leadership is about influence, authenticity, and growth—from wherever you are.
In organizations, we often find people with great technical skills thrust into leadership roles. But leadership is not a function of skill alone—it is an interplay of mindset, presence, purpose, and people orientation. Coaching helps bridge that transition.
Professional coaches help leaders:
- Identify and close gaps in capabilities
- Remove blind spots and challenge limiting beliefs
- Discover their authentic leadership style
- Unlock untapped potential
- Navigate ambiguity with clarity
Here’s a story that exemplifies this transformation.
I was hired to coach the Sales Head of a global brand. He had been overlooked for a promotion, and worse, no clear communication was given about why. The result? He went into a shell. His motivation dropped, and it was beginning to reflect in the company’s overall sales performance.
Interestingly, the goal of the coaching engagement wasn’t framed as a conventional “SMART” objective. It was deeper. It was about helping him rediscover his inner compass and regain his voice. He clarified how he wanted to move forward through a series of coaching conversations. He started by doing the basics right, like hiring key people and reorganising the team. By the third quarter, as we wrapped up the engagement, he had already completed his sales target for the year and built a healthy pipeline for the quarters ahead. A classic case of coaching impact that touches the personal and business layers.
At Regal Unlimited, we’ve seen this pattern across our executive coaching programs in India, and beyond…
Coaching as a Strategic Asset
Many organizations still see coaching as a luxury for the top few. But leadership coaching has evolved. It is now a strategic asset. Companies that invest in coaching create cultures of trust, learning, and accountability.
It is said that “culture eats strategy for breakfast.” But coaching feeds culture.
When leaders are coached:
- They become more self-aware
- Communication improves
- Conflict reduces
- Innovation rises
- Engagement and retention increase
- And, most importantly, performance improves—measurably and meaningfully
It’s not magic. But it is deeply human.
And unlike traditional training, coaching is personal, ongoing, and contextual. It doesn’t offer answers. It invites powerful questions. It doesn’t fix people. It creates space for them to become who they are capable of being.
Leadership Systems, Not Silos
Leadership is not a solo sport. The best leaders create systems and processes rooted in values and vision. They don’t just chase quarterly results—they build legacy.
This too, coaching supports. Not just by focusing on the individual leader, but by helping them set up empowered teams, systems thinking, and long-term strategy.
And this, in turn, creates ripple effects across the organization. Performance becomes sustainable. Growth becomes inevitable.
In Closing
Leadership, like coaching, is about growth—internal and external. For any organization serious about thriving in today’s world, investing in executive leadership coaching is not a nice-to-have. It is a necessity.
So, whether you’re an emerging leader or a seasoned CXO, ask yourself: Am I ready to lead myself before I lead others?
Because when leaders grow, organizations thrive.
Explore how professional coaching can shape the future of your leadership and your organization.
🔗 Learn more: https://regalunlimited.com/executive-coaching/
