demeans the relationships formed i.e. “What can I get out from the other person?”. We will then explore how she cannot view networking as that and move towards something that she can find purpose and meaning in. She may come up with a different word for it e.g., creating meaningful conversations. Once she is clear on her intention of creating meaningful conversations in these events, I’ll ask her to set a small achievable goal, e.g. speak to 3 people in the event and walk away knowing one to two meaningful things about them. More often than not, once the goal is met, the person is motivated to widen the scope of the goal and may even start to enjoy this process. I believe it always starts with an intention. For example, if an introvert is struggling to speak up in meetings where there are usually more outspoken individuals, the tendency is to sit back and say nothing. However, if the introvert goes into that meeting with an intention to speak for at least 2 minutes on a topic that he is passionate about, he will work out a way to share his point. It may entail speaking to the meeting organiser before the meeting and asking for airtime. It may entail getting his manager or a peer who will also be at the meeting to create an opportunity for him to speak. It also comes out to the person’s mindset. Ask yourself, “If I don’t share this, how will this impact the outcome of the meeting?”. “Who am I depriving this information from if I don’t speak up?” or “What benefit am I holding back if I keep silent?” So, start with an intention on how you want to approach the particular situation, plan beforehand what you need to do and approach it with the mindset that will help you carry out your intention. It will definitely get easier with practice! What are the most common diversity and inclusion areas that you help clients with? I’m also passionate about creating awareness of diversity and inclusion topics both in the individual professional and in their workplace. Some of the common diversity, equity and inclusion (DEI) topics that I have coached my clients on managing diverse teams from different cultures and backgrounds located in various countries, understanding their own unconscious biases which show up in their interactions with others and dealing with challenges that arise from being different and not really fitting in. I came across an interesting analogy of what DEIB (B stands for belonging) from the many DEI literature that I’ve read is that of holding a party. Diversity is inviting all types of individuals to the party and equity is ensuring that there are no barriers or obstacles for these individuals to attend the party. Inclusion is making it possible for the attendees to take part in the activities of the party. Finally, belonging means everyone is able to feel relaxed and really enjoy the party as who they arewithout feeling uncomfortable or out of place. I believe that tackling this – how to make sure your employees feel like they belong to your organisation – is much more difficult than coming up with a DEI policy in your company. It will take a lot of open and honest communication with the people in your organisation to understand what belonging means to them and meet them there where possible. What are your thoughts on the future of coaching? I don’t think we can run away from the fact that technological advances will make significant changes to the way we coach. Just like how we have smart contracts for legal work, there are increasingly more apps that leverage artificial intelligence to provide general tips and advice on improving your mental wellness and creating emotional resilience. I also believe that AI will not take the place of the human element in coaching. That is also one of the reasons why I trained and am certified as a mentor coach because I believe in supporting my fellow coaches to continue to grow and enhance their coaching skills and competencies to remain relevant and impactful to the people they coach and support. I can see myself coaching for as long as I can create a positive impact on my coachees. That is my legacy – to leave positive ripple effects in the people I coach so that they can in turn make an impact in the lives of people around them and the communities they live in. “Introverts tend to find their energy from within, thinking about things, contemplating all aspects of a particular situation, sitting with an idea and considering all angles before going forward with it.” Finance Monthly. Bus i ne s s & Economy 25
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