Use Case 1 (Team Coaching - managing change): Pramod sat at his desk satisfied with the round of discussions he had with his directs. It was a tough transition that they managed over the last 2 years. Now he is confident that he is positioned to scale his business and achieve all the goals and in fact this situation helped him drive long due structural changes. It also helped me to decide on very audacious goal which he did never anticipated his team would accept. It was not easy when he presented his idea to his directs and his key stakeholders as they all felt that he was being paranoid about AI and its impact on their business. Most of them did not agree with his plan to transform the organisation to get ready for the AI transition. They believed that it will change the character of their org. He had more detractors than promoters among his directs as a result of which all his plans were stuck. He had lot of ideas but was not sure how to progress and he could not see a clear path ahead.

Pramod is an entrepreneur who launched an incity instant merchandise delivery app and he grew very fast thanks to the pandemic. In a very short time he grew from 28 member team to 146. His firm expanded from one city to 5 in just 7 years. Revenue grew from INR 80 Lacs in first year to INR 14 Cr last year. He comes with 8 years experience in the industry before setting up the start up. But there is now a threat that he has to cut down his frontline staff by almost 30% if they do not adopt the changes he proposed for the organisation. He also believed that they have to add new scales and change the their business model to scale up from where they had reached. He had 8 directs who have been him from the early days and he trusted them all to deliver the best. They are all very passionate experts in their own domain. Getting their buy in for his proposals was crucial as he wanted them to own the change. However they had reservations about the change and he could sense a lack of confidence in his new vision. Pramod was not comfortable with this situation.

His mentor suggested him to try working with a coach who can help him and his team to think clearly, and prepare for the big changes he wanted to implement. Pramod got in touch with a coach at Harness-Your-Potential and he felt inspired by what the coach laid out as a plan. They decided to contract for Five - 90 mins team coaching sessions. The contract also included Two - 1-1 coaching sessions for every direct of Pramod. By the second meeting he knew what he wanted to do. He could see the risks as well as what his actions will be. Some of those decisions were tough but he had the conviction to go ahead. His first engagement with the coach was for 3 months and they met for one hour every 15 days. After that he had again contracted with the coach on multiple occasions when he felt he could benefit by having a thinking partner. Since last 6 months he has a contract with the coach to meet once every quarter. This helps him ideate and discuss issues which he otherwise could not discuss with anyone else.

In the first meeting called chemistry Pramod understood the process of coaching and realised that he could trust the coach with his thoughts and ideas. The coach shared an agreement that they signed. The coaching agreement detailed what should be expected from the coaching.

Use Case 2:  Sheryl Arora was highly stressed out with her current situation. Both her career and personal situation added to her stress. She was promoted as a manager of manager 2 years back in her role leading a team of 100+ operations team. The next level for her was of a Program Head and her manager had subtly indicated to her that she was not ready for next level. She had been delivering the best results, had a great relationship with all her stakeholders and also her teams engagement score was consistently among the top 25%. However the organisations expectations kept changing and the path ahead was very ambiguous. Her daughter had entered into her teens and she is realising that her behaviour is undergoing change and her expectations of her mother have also changed. Her daughter spends most of her time on mobile chatting with her friends on the social media. Sheryl believes that her daughter no more confides in her the way she used to earlier. She is trying to get a hold of this situation and not sure how to manage her daughter. 

A friend of hers advised her to engage with a coach who can help her think through and find her answers. She was was not sure how to progress but her first call with coach, the chemistry, helped her confide in the coach and share all her concerns. She signed the coaching agreement with the coach and contracted for 10 coaching meetings of one hour each to be held over 5 months. It has been 3 months since she started with the coaching engagement and she has a development plan for her career which she started working on and also discussed with her manager. She has also had few heart to heart conversations with her daughter reducing her concerns and closing the distance between them. She is happy she made this decision to go engage a coach and recommends it to others now.