Featuring:
Richa Chadha, PCC, ATC
Leadership Coach | Mental Fitness Coach | Women Leaders Coach | Executive Board Member-ICF SF Bay Area Chapter | Strategy Operations
Interviewed By: Sripriyaa Venkataraman
Curated By: Chandrani Datta
[If you are a manager or a leader in an organization, we believe that our Lamp, Ladder, Lifeboat series of interviews will guide you in nurturing the leader-coach within you, helping you make better choices for yourself and your team. In this series of thought leadership interviews, we have spoken to several esteemed leadership coaches who share ways of illuminating your path, holding onto the light within and navigate the choppy seas of life and changes]
In this enlightening interview, Richa Chadha, a seasoned coach based in the United States talks to us about generative listening and working on a leader’s self-limiting beliefs. She talks about cultural significance, adopting a Rotarian approach and being a stable presence.
What metaphors define you as a coach and your leadership coaching practice?
The first analogy that resonates with me, inspired by my own coaches and trainers, is that of a gardener—a role I deeply identify with, given my affection for plants and gardening. In this spirit, I see myself nurturing and cultivating the potential within my coachees, akin to how a gardener tends to plants. My approach involves creating optimal conditions for growth, supporting them on their journey of self-discovery, and assisting in the elimination of self-limiting beliefs. My goal is to help them flourish and reach their fullest potential.
What makes you happy and fulfilled?
Reflecting on my leadership coaching experiences, the moments that resonate most are when I witness the spark in my coachees’ eyes—a sign of a newfound discovery. As coaches, we are committed to generative listening, consistently envisioning our clients at their utmost potential, even when they might not see it themselves. Working to bridge the gap between their current state and their full potential is not only fulfilling but also profoundly enlightening for me. This process of guiding them through their journey, witnessing their growth, and seeing them realize their capabilities nourishes my soul deeply.
Are there some specific experiences where you’ve seen the shift happened in your coachees?
Often, the solution or insight my coachees seek is already within their grasp, yet the path to realization may be obscured. My role, akin to focusing a car’s headlights, involves illuminating the way by clarifying goals, identifying strengths and weaknesses, and crafting a clear action plan to advance with confidence. A memorable example of this was leadership coaching a woman re-entering the workforce after a four-year maternity break. Despite facing the common barriers and biases that many women encounter, her potential was clear to me, even if obscured to her. In one session, by asking if she could envision herself at the top of a ladder and exploring what each rung might represent, we achieved a breakthrough. This approach led her to identify specific steps needed for her progression, such as undertaking further training and updating her resume. Utilizing simple yet profound metaphors and strategies consistently proves effective, both for my coachees and in my own practice.
How have you discovered what has what has extinguished their light?
Witnessing a coachee’s light being dimmed is always disheartening, yet it’s a common scenario I encounter. Pinpointing what has extinguished their spark is a critical aspect of my coaching approach. Through generative and active listening, I delve into their challenges, probing to uncover deeper issues and exploring their past, which often impacts their present and future. I have a particular interest in addressing limiting beliefs, which I believe we all have in abundance. Tackling these beliefs is a key part of my strategy to help coachees move forward.
In addition to conversations, I employ various assessment tools and techniques to uncover insights into their strengths, weaknesses, and potential areas for growth. This comprehensive approach allows me to bring these critical factors into their awareness, helping to identify and ultimately dispel the shadows dimming their light.
What’s this generative listening all about?
Discovering the power of active, generative, or third-level listening was a pivotal moment in my coaching journey, illuminating a path I’ve since followed diligently. This approach isn’t just about hearing words; it’s about perceiving my client in their most empowered state. While I listen, I’m not only absorbing what you’re saying but also picturing you achieving your fullest potential. This perspective is especially crucial since those feeling disempowered often seek coaching. My goal is to listen empathetically, but I also strive to elevate my listening to connect you with a higher version of yourself, envisioning your empowered transformation.
Exploring self-limiting beliefs, what triggers them? How do people transition from seeing these beliefs as insurmountable obstacles to recognizing them as non-issues? What insights can you share about this transformative shift in perspective?
Reflecting on a recent example, I worked with a client facing doubts about re-entering the workforce. She had absorbed a belief, perhaps influenced by her surroundings or family, that she was no longer competent and belonged only at home. As her coach, I viewed overcoming this self-limiting belief as a significant challenge. I recognized her potential and was determined to help her break free from this mindset, focusing not on leaving her home but on expanding her self-imposed boundaries.
Coaching, of course, comes with its own hurdles. It’s not uncommon for coaches, myself included, to encounter moments of uncertainty or to feel ‘stuck in the middle’ while guiding others. This often leads to decision fatigue, a blurring of priorities, and the struggle to manage competing demands. Recognizing these challenges as reflections of underlying fears or limiting beliefs, I aim to support my clients through a structured process. By breaking down larger objectives into manageable steps, I strive to help each client, and coach, navigate through these obstacles towards achieving their goals.
Are there any rituals and practices that you do as a coach to that helps you?
A few straightforward practices stand out for me. Firstly, spending time with plants has a grounding effect; it centers me, bringing me closer to both nature and my inner self. Secondly, reflection plays a crucial role in my process. I take time to be alone with my thoughts, revisiting conversations in my mind to explore alternative, innovative approaches or to assess what strategies succeeded or fell short with my clients. This isn’t about self-criticism but rather about thoughtful reflection aimed at enhancing the value I bring to my coaching sessions.
As a coach, what questions have you asked to encourage your coachees to gain a broader “helicopter view” of their situations?
More than specific questions, my approach plays a crucial role. I maintain an open, honest, and authentic stance, diverging from the common coaching advice by actively challenging my clients. This method encourages them to step outside their comfort zones and embrace risks, fostering a belief in their potential to seize opportunities. Such encouragement and support empower them to explore new possibilities. Essentially, I adopt a Rotarian approach, creating a safe, non-judgmental space where clients can express themselves and experiment with new ideas. This environment nurtures their willingness to take calculated risks and pursue growth opportunities.
While we’re discussing from different continents—you’re in the US and I’m elsewhere—have you observed any cultural differences in approaches to this development process?
Absolutely, culture significantly influences us. We tend to associate with people from our own cultural backgrounds, which shapes our perspectives and behaviors. Even minor cultural nuances can lead to misunderstandings. For instance, behaviors acceptable in one culture might be frowned upon in another, leading to confusion about certain actions that are normal within our own cultural context.
I’ve witnessed firsthand the impact of these cultural differences in interactions between coaches and clients. Here’s a humorous example: while coaching someone from the US, I encountered a misunderstanding due to a cultural gesture from India, my home country. In some parts of India, nodding sideways can indicate agreement and attentiveness during a conversation. However, my client misinterpreted this as a sign of disagreement or confusion, asking why I was saying no. I explained that, in my culture, this gesture meant I was fully engaged and understanding, not disagreeing. This incident highlights how even small cultural differences can affect communication, underscoring the importance of cultural awareness in all interactions.
How do you assist your coaches in overcoming this fear of leadership and the responsibilities it entails?
Addressing the fear of leadership is indeed challenging, reflecting the complexities of one’s corporate journey. I approach this by employing techniques like gradual exposure, cognitive restructuring, and goal setting. Emphasizing the importance of taking small steps helps mitigate the fear by preventing overwhelming exposure too quickly. By identifying and challenging irrational beliefs and exploring coping strategies, I provide the necessary support and encouragement. This gradual approach builds confidence in their abilities. Often, individuals need someone to listen and validate their experiences, serving as a crucial role for coaches. Additionally, I recommend professional therapy when the fear seems beyond the scope of coaching. This comprehensive approach has proven effective in all the cases I’ve handled, gradually helping clients overcome their apprehension about leadership.
As a coach, I’ve noticed the tendency for clients to set achievable goals rather than pushing their limits. How do you navigate this, encouraging clients to expand their goals and manage the impatience and expectations, both theirs and ours, in the coaching process?
In my experience, particularly with high achievers and executives, the issue of setting overly modest goals isn’t as prevalent. However, I’ve encountered individuals who believe that minor improvements, such as enhancing communication skills or building a better personality, are sufficient outcomes from a coaching session. In these instances, I encourage thinking on a grander scale, warning that small steps alone might significantly delay reaching their full potential.
To address this, I employ reflective questioning to act as a mirror, helping them see the broader possibilities beyond their initial modest goals. My role is akin to a co-passenger, providing guidance while they steer their journey. If clients insist on starting with small steps due to fear or hesitation, I offer my support. Conversely, some recognize the value in aiming for larger goals after reflection, realizing that what we achieved in previous sessions can serve as a foundation for more ambitious endeavours. This balance between supporting their initial wishes and encouraging them to embrace bigger challenges is a delicate part of my coaching approach.
How do you help your coaches navigate these the choppy seas if you have to be like a lifeboat or a lighthouse?
Navigating through challenging times is a common experience. My role is to provide a stable presence, which is paramount. I guide them in building resilience and coping mechanisms, essential for facing adversity. By helping them identify potential hurdles and brainstorming solutions, I aim to keep them focused on their goals amidst turbulent changes. Support, validation, and encouragement are crucial to helping them persevere through tough periods, steering them towards their objectives.
Key Learnings:
- My role, akin to focusing a car’s headlights, involves illuminating the way by clarifying goals, identifying strengths and weaknesses, and crafting a clear action plan to advance with confidence.
- Generative listening isn’t just about hearing words; it’s about perceiving my client in their most empowered state.
- My role is akin to a co-passenger, providing guidance while they steer their journey. If clients insist on starting with small steps due to fear or hesitation, I offer my support.
- I adopt a Rotarian approach, creating a safe, non-judgmental space where clients can express themselves and experiment with new ideas. This environment nurtures their willingness to take calculated risks and pursue growth opportunities.
Richa Chadha, PCC, ATC
Leadership Coach | Mental Fitness Coach | Women Leaders Coach | Executive Board Member-ICF SF Bay Area Chapter | Strategy Operations
Richa Chadha is an adaptable growth coach, renowned for guiding individuals through transformative journeys with finesse and strategic acumen. With a profound understanding of life’s myriad transitions, she offers unwavering support to help navigate the complex currents of change. By employing proven coaching techniques, Richa excels in clarifying objectives, identifying individual strengths, and nurturing resilience, ensuring her clients are well-equipped to face career transitions, organizational shifts, or strategic redirections with confidence and clarity.
Richa brings a unique, global perspective to her practice, with a special emphasis on empowering women in leadership roles.
