Alumni Author: COACH?? I DON’T NEED ONE!!! – Anjali Vaishal, EGMP 2017

Anjali Vaishal, an accomplished IIM Bangalore alumna, is the author of “COACH?? I DON’T NEED ONE!!!”. Her passion for writing, inspired by her grandfather, has been a constant throughout her life. After years of development and revision, Anjali’s book was finalized in January 2024, marking the culmination of her dedication and experience.

In her book, Anjali explores the value of executive coaching and challenges common perceptions about its necessity. Drawing from her extensive background as a senior business leader and managing director, she presents insights into how coaching can benefit even those who initially doubt its effectiveness. Anjali integrates her ICF certification and Hogan Assessments expertise to offer practical advice for personal and professional development. Her work reflects a deep commitment to enhancing leadership practices and helping individuals achieve their full potential.

Tell us something about yourself and your journey that led you to write “COACH?? I DON’T NEED ONE!!!”. How have your background and experiences influenced this book?

I’ve been a writer since my school days, a passion likely inherited from my grandfather, who was also a writer. The dream of writing a book has always been with me. My journey to authorship began in 2011 when I announced my ambition in front of a large audience. However, life kept pushing this dream to the back burner, and the concept underwent numerous revisions. I filled countless pages, often drawing inspiration from the solitude found at 30,000 feet.

It seemed destined, though. In 2023, I reignited my passion. I took the first steps in September and made significant progress on December 11, 2023. Despite these efforts, it felt like a failure until January 25, 2024, when everything clicked into place, and the title was finalized. Now, I am proud to present my creation to myself and the world.

My experience as a senior business leader and managing director, driving profitability while managing large teams, has been crucial in this journey. I always aimed for my team, my vendor partners and myself to excel both professionally and personally. Having worked with coaches, I knew coaching played a vital role in personal growth. However, the real game-changer was when I started my learning and certification journey as a coach. This experience uncovered many myths I had as a coachee, and I wanted to share these insights with the world.

“COACH?? I DON’T NEED ONE!!!” challenges conventional wisdom about leadership and coaching. Could you tell us about the main message or philosophy you hope readers take away from your book?

Well, it’s a tricky title and is intentionally provocative to challenge common perceptions. Let’s break it into 2 part. The first part “Coach??” reflects the initial skepticism and disbelief about the need for coaching. The emphatic “I DON’T NEED ONE!!!” addresses this skepticism head-on by demonstrating how coaching is universally beneficial. The main message is that everyone, particularly in the corporate world, can gain significant value from coaching, even if they initially think they don’t need it. The book aims to show how coaching can lead to personal and professional breakthroughs.

Who is the intended readership of “COACH?? I DON’T NEED ONE!!!”? Who do you believe will benefit the most from the insights and strategies shared in your book?

This book is for the skeptics, the self-made, and anyone who’s ever questioned the value or rolled their eyes at the mention of executive coaching. Over 17 chapters, I take a no-nonsense dive into why you might just change your mind and see coaching as less of corporate fluff and more of a secret weapon for personal and professional success.

We uncover the hidden gems of coaching, debunk a few myths, and share stories that show how transformative it can be-even for a seasoned pro. We tackle the tough stuff, like Executive Isolation, Imposter Syndrome and that little voice telling you, “I already know it all,” head-on with humour and real talk.

Wrapping up, we don’t just send you off with a pat on the back. We’ve seen the eye rolls when coaching didn’t pan out in the past. We’ll show you how to dust yourself off and step back into the ring, this time with self-coaching techniques that stick. And for those of you who think you’ve heard it all before, we promise some fresh takes that will have you looking at coaching (and maybe even Mondays) in a new light.

What are some actionable strategies from your book that professionals can use to achieve independence and success in their careers?

There is one whole chapter in the book which talks about covering some ground until you are ready to get started on the formal coaching journey, for coaching is not for the faint hearted. It is work and there is work, these are not just conversations and an off load of emotions.

Self-coaching is crucial for leaders seeking to enhance their effectiveness, adaptability, and leadership capacities. To thrive in continually evolving environments, leaders must employ a range of contemporary self-coaching techniques that align with current trends in leadership development. These techniques are designed not just to manage but to enhance personal growth and professional success:

Let me share the top 3 as a curtain raiser.

1.  Mindful Reflection: This technique involves integrating mindfulness to stay present and thoughtful about one’s actions and their impacts. Leaders can practice mindful reflection through daily meditations or mindful minutes before important meetings, helping them stay centered and responsive rather than reactive.

Side Note-Meditation doesn’t need to be lengthy, especially when starting. The challenge to quiet the mind initially is common. I recall my own struggle with restless thoughts and the initial resistance from my team when I introduced a simple breathing exercise before meetings. We used the “4-4-4-4 practice”: inhaling for 4 counts, holding for 4, exhaling for 4, and holding for 4. This method significantly eased tension and aggression, turning potential arguments into more productive discussions.

2.  Peer Coaching: Sharing challenges and solutions with peers at a similar executive level can provide new perspectives and mutual support. This could be structured as regular peer-to-peer sessions or informal meet-ups, fostering a collaborative environment where leaders can learn from each other’s experiences.

Side Note – Peer coaching can be incredibly insightful. I remember a session where an executive peer suggested a minor tweak in my communication style, which dramatically improved team engagement. It’s amazing how different perspectives can shed light on areas you might overlook.

3.  Digital Tools for Habit Tracking: Utilizing apps to track habits, set reminders, and monitor progress can streamline the process of building new leadership habits or shedding counterproductive ones. Leaders can use these tools to maintain discipline in their personal development goals, such as improving communication or time management.

* Side Note – Habit tracking apps like Apple Health, MyFitnessPal, and Headspace can be game changers and incredibly helpful in building and maintaining habits.

You emphasize fostering resilience, innovation, and empowerment. Could you share some key insights or strategies from your book that support these goals?

The biggest tool here is to build self-awareness, for starters it could be bringing in more emotional agility- a quick tip: Start meetings with a quick round where everyone shares their current emotional state in one word. This builds awareness of collective moods and promotes openness, it’s an emotional check-in, when introduced to it, you can find it a little woo-woo, but it in just a matter of time you shall see how it starts impacting the team for good and yes i can see the eyes already rolling, but hey, try it once for yourself.

Once you are a self-aware leader who takes action , the rest falls in place, with a caveat of course for a multitude of leaders, get stuck in the knowing and doing trap. A common trap that many of us fall into – the gap between knowing and doing. We become self-aware, understanding what we should do, and we talk about it as if we are taking action. However, this talking often becomes a substitute for real action. We convince ourselves that we are making progress, but in reality, we are stuck in a cycle of inaction. This trap keeps us in a state of comfort, where we feel good about our intentions but fail to make any tangible changes in our lives. And to top it all, It’s not that behaviours change because you know better, behaviours only change when you do better. It’s all in the doing !!

As an ICF-certified coach and a Hogan Certified Assessor, how do you integrate your professional certifications into your coaching and mentoring practices?

As an ICF-certified coach and a Hogan Certified Assessor, I leverage these professional certifications to enhance the effectiveness and depth of my coaching and mentoring practices in several key ways:

1. Structured Approach: The ICF certification has provided me with a robust framework and a set of competencies , such as active listening, powerful questioning, and creating awareness that guide my coaching methodology and help in facilitating meaningful and impactful conversations. Imagine a strategic meeting where clear, insightful questions lead to breakthroughs-this is the power of ICF coaching.
2. Personalized Coaching: Utilizing the Hogan Assessments, I can provide a deeper understanding of an individual’s personality, values, and potential derailers. This insight allows me to tailor my coaching to the unique needs and characteristics of each client. For everyone has their own story and perception about themselves, but what really matters is the world’s perception about them. Anjali’s success in the professional world is majorly defined by the world’s perception of her and not as much vice versa.
3. Evidence-Based Insights: Both certifications emphasize the importance of evidence-based practices. The Hogan Assessments are grounded in extensive research and provide data-driven insights. This empirical approach complements the ICF coaching principles, allowing me to offer clients validated and reliable feedback, which enhances their self-awareness and supports their development journey.

The combination of ICF coaching techniques and Hogan Assessments enables clients to gain a comprehensive understanding of their behaviour, motivations, and impact on others. This heightened self-awareness is crucial for personal and professional growth and is a fundamental step in developing effective leadership skills. By integrating these insights, I help clients create personalized development plans aligned with their long-term goals. Regular check-ins and progress assessments ensure continuous improvement. For senior leaders, this approach fosters the emotional intelligence and executive presence needed to excel.

What future projects or initiatives are you passionate about? Are there new areas or subjects you are eager to explore in your writing or professional career?

I am halfway through my next book, “Coach!! Now That I Have One,” the sequel to my first. It delves into the nuances of working with a coach and how to leverage this relationship for further growth. To keep my creative spirit engaged, I’m also exploring fiction, titled The Broken Leg and The Broken P&L, story of Rohini Poddar and Anuj Vaidya which has been a thrilling endeavour. Additionally, I’m deep into my PhD thesis on leadership development. Alongside these projects, I’m actively working with corporate clients in executive coaching, helping them navigate complex challenges and enhance their leadership skills. With these ventures, the coming months promise to be incredibly exciting and fulfilling.

Based on your experiences, what advice would you give to emerging leaders who are navigating the complexities of the corporate world?

Navigating the complexities of the corporate world requires emerging leaders to focus on a few key areas:

1. Develop Self-Awareness: Understand your strengths, weaknesses, and the impact of your actions on others. This will help you lead authentically and build strong relationships.
2. Embrace Continuous Learning: Stay curious and open to new ideas. The corporate landscape is ever-evolving, and adaptability is crucial.
3. Cultivate Emotional Intelligence: Effective leadership relies heavily on understanding and managing your emotions and those of others. This fosters a positive work environment and enhances team collaboration.
4. Build a Strong Network: Relationships are vital. Engage with mentors, peers, and industry professionals to gain diverse perspectives and support.
5. Communicate Effectively: Clear, transparent, and empathetic communication builds trust and ensures alignment within your team and organization.

By focusing on these areas, emerging leaders can navigate challenges and drive success in their careers.

How has your experience at IIM Bangalore influenced your book or your views on leadership and coaching?

My experience at IIM Bangalore has profoundly influenced my views on leadership and coaching, as well as my book, “COACH?? I Don’t Need One!!!” The educational journey emphasized the importance of continuous learning and adaptability in leadership roles, and facilitated a comprehensive understanding of strategic thinking, business transformation, and leadership development.

The exposure to diverse perspectives from my brilliant cohort, professors, and case studies at IIM Bangalore has shaped my coaching approach, emphasizing evidence-based practices and fostering self-awareness among clients. These insights are reflected in my book, where I advocate for leveraging personal strengths and emotional intelligence to navigate complex corporate landscapes. Overall, the skills and knowledge gained from IIM Bangalore have been instrumental in my coaching methodology and leadership philosophy, driving me to help others achieve professional success and resilience.