Consulting and engaging with a leadership coach are no more unknown practices. Sometimes, it becomes easier to dispense advice about leadership to people you don’t know, and hence, the leadership pros provide training so confidently. When a situation arises where you need to coach a peer or a subordinate, that is where the pros need to understand whether or not they will be as confident while training people they already know. Yet, irrespective of whether you are visiting a coach who is not familiar with you, or you are consulting with a coach who is a part of your organization, there are six core principles that need to be followed while we coach someone, rather, anyone! In this article, we will discuss these principles so that you gain better clarity.
• Principle 1-
To begin with, principle 1 is all about creating a safe yet challenging environment for the trainee. While providing Leadership Coaching Kolkata, we need to create an environment where our trainees will feel comfortable to take risks. They need to have space where risk-taking will be appreciated and rewarding, because risk-taking is a very integral part of Leadership. We keep an open mindset and remain non-judgemental, so that the trainee can reveal his/her vulnerabilities and we can understand all the aspects of the trainee’s personality. We need to support our trainees even while we test their knowledge and skill-set.
• Principle 2-
As the coach, we need to try and work while remaining within the agenda of our trainees. The leadership coaching is not about us as coaches, but about our trainees, so they need to the focus of the whole program. We give our trainees the freedom to choose what goals they want to work towards and how they want to proceed with improving their skills. The best results are generated when the trainee’s agenda is aligned relevantly with the organizational goals. But this does not mean that we force the organisational agenda on our trainees. We want to maintain a collaborative coaching relationship with our trainees.
• Principle 3-
The third principle of Leadership Coaching upholds two activities: Facilitating & Collaborating. Instead of giving the answers to our trainees directly, we lead our trainees with questions, encouraging them to find out answers on their own. We keep our focus on the trainees and their life and personality attributes. It is about their stories, not ours. We prefer suggesting multiple options for approaching a given problem, and give the trainees the freedom to choose the approach they think works best. We can only facilitate and collaborate, but not dominate.
• Principle 4-
One of the most important aspects of providing the best Leadership Training in Kolkata is to advocate self-awareness. Our trainees need to learn to identify their own strengths and limitations. Any good leader must be a pro with self-assessment. This is one of the most important prerequisites of a leader. We must understand how our views, attitude, and approach influence the people around us. If we as coaches show strong self-awareness traits to our trainees, they will be encouraged to imbibe the same within themselves.
• Principle 5-
The fifth principle of leadership coaching is Promotion of Learning via Experience. Theoretical education is important, but learning to apply those theories in real-life scenarios is what is most important. Excellence in learning comes from experiences. Hence, we as coaches need to put them in tasks where they can apply the theories they have learnt and understand the practicality of the theories. We must encourage them to reflect on any past event or task and assess what went right and what went wrong, and what they could have done differently to avoid the mistakes made previously. Learning from experience always brings out long-term improvement.
• Principle 6-
The last and one of the most important principles is Practice what you Preach. It is more like Practice what you Coach. As a coach, we need to practice the attributes that we teach our trainees. If we teach something and practice something else, our trainees are not likely to trust us. We need to be the embodiment of the leader we want our trainees to be, so that we are a set example for them that they can look up to.

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