My coaching journey has been nothing short of transformational. I went from constantly doubting myself to feeling confident in my choices and my ability to grow every day. Just as coaching transformed me personally, imagine the possibilities if this mindset shaped every interaction in an organization.
Now imagine applying coaching in a crisis—where instead of rushing to react, leaders pause, listen deeply, and respond with empathy. Picture a coaching style being used to help someone solve a problem, support a colleague in achieving their career aspirations, or guide a team through times of change. Envision a world where curiosity replaces judgment, trust is mutual, and every conversation becomes a space for growth, resilience, and possibility. Wow….
From my experience over the years in work meetings, I have often seen voices overlap. Some are quick to point out flaws, others rush to assign blame, and many jump in with their ideas—believing that speaking first makes them appear the smartest in the room. At times, someone even repackages another’s idea as their own, hoping to gain credit. The atmosphere becomes tense, scattered, and competitive. Now imagine what could happen if the leader approached the same situation with a coaching mindset. Instead of noise and competition, there would be space for listening and reflection. Ideas would be built upon rather than torn down, ownership would be shared, and contributions would be acknowledged with respect. People would feel safe to speak honestly, explore new perspectives, and co-create solutions. The scene would look radically different—and so would the outcome: a team aligned, empowered, and ready to move forward together.
Now, think of an appraisal feedback meeting. Traditionally, these meetings often feel like ticking boxes: managers focus on what didn’t go well, highlight gaps, and emphasize ratings. Individuals walk in tense, expecting judgment and walk out with little more than numbers on a sheet. But imagine if the manager embraced a coaching approach—creating a safe space, asking powerful questions, and truly listening to understand the individual’s journey. Whether the rating is low, average, or high, the tone of the dialogue could shift from judgment to possibility, from gaps to growth. With low ratings, the conversation becomes about uncovering strengths, building confidence, and charting a path forward. With average ratings, it becomes about identifying untapped potential, fueling curiosity, and stretching into new opportunities. With high ratings, it becomes about celebrating success, deepening mastery, and envisioning the next horizon of impact. The performance discussion would no longer be a scorecard of the past, but a springboard for the future. Instead of leaving with labels, individuals would leave with clarity, ownership, and the belief that they can write the next chapter of their success.
Now let’s look at a workplace where diversity, equity, and inclusion sit firmly on the agenda. Yet, in reality, disparities still surface—in how communication takes place, how information is shared, how opportunities are created, how hiring decisions are made, and even in how individuals are treated, sometimes intentionally and sometimes unintentionally. However, imagine what would happen if, in the truest sense, every single individual displayed a coaching mindset—across functions, across levels. They would pause to listen before reacting, ask powerful questions to uncover perspectives, and create space for every voice to be heard. They would share opportunities transparently, give credit where it is due, and challenge bias with courage and curiosity. The conversations would shift from judgment to understanding, from silos to collaboration, from token gestures to authentic belonging. Inclusion would no longer be just an agenda item or a policy—it would be lived every day, in how they listen, how they support, and how they choose to grow together. A culture where differences are celebrated as strengths, and where everyone feels they truly belong, would no longer be imagined—it would be real.
This is the impact coaching can have on individuals, teams, and entire organizations.
For me personally, this journey has been one of unlearning and relearning—transforming the way I perceive people, engage in conversations, and understand myself.
Author Name: Pooja Nath
Title of the Blog: Coaching in Action Redefines Culture
About the Author (a short description of yourself): Passionate about people & potential. Pooja Nath is a Talent Advisor, Leadership Assessment & Development Expert, Facilitator, and Coach. She partners with organizations to build capability, unlock leadership potential, and deliver measurable, sustainable impact through talent management, succession planning, and leadership assessment initiatives.
Program Attended with CTT: ACC level | Batch 5th Jun 25
Reason for taking this program: Given my work in talent management and leadership development, I wanted to deepen my coaching expertise to help leaders and teams unlock potential and drive sustainable impact—while also applying coaching principles in my personal life for greater self-awareness and growth.
What worked for you: The non-judgmental learning environment, the supportive community, and the practical application of coaching competencies made the experience both meaningful and engaging. It helped me connect coaching principles directly to my work in talent management and to my philosophy of being passionate about people & potential.
What benefits you got: The program gave me a deeper understanding of what coaching truly is and provided a new lens for seeing people, conversations, and myself. It strengthened my questioning and listening skills, enabling me to create greater impact in client engagements, participant interactions, and everyday life.. reinforcing the value of curiosity, open-mindedness, and presence in every conversation.
