Can you imagine a professional athlete not having a coach? Of course not. Athletes use coaching to continue to improve their game and to be more effective with their teammates. Even when at their peak, athletes use coaching to continue to perform and thrive in a dynamic and competitive environment.
Executives, entrepreneurs, and other business leaders all need coaching for the same reasons.
Many have heard of leadership coaching, business advisory, or know of someone who has participated in a leadership coaching session.
The good news is that research suggests that leaders are more often made than born.
With an evolving workforce, the modern leader needs to have an adaptable set of skills to pull from. They need to inspire and lead others to do work more collaboratively and productively. And, they need to do it all in a way that is personally sustainable over time. Leadership coaching is the conscious process of evolving talents and competencies within individuals so that they can work more effectively with others. Leadership training often centers around effective communication skills, business coaching, and understanding the impact of different leadership styles. These coaching experiences often happen in mentoring relationships or in a more formalized executive coaching program.
Self-awareness is one of the top growth areas of any type of coaching. We all have blind spots and while a leader may be satisfied with his own performance, others on the team may see it differently. The reverse can be true as well — the leader may be too self-critical or suffer imposter syndrome while others think she is doing fine.
Initial Journey of Hemang Desai as an entrepreneur
Using a consultant can have many benefits. The nature of a consultant’s engagement with the client will change as priorities are refined and projects develop. Care must be taken to keep the project focused and stop it from becoming an open-ended arrangement. It is essential that the client clearly remembers the initial purpose of the consultancy, and that changes in direction are subject to rigorous assessment.
The same ideas were in the mind of Hemang Desai. During 20+ years of experience of being into Corporate HR, he realized that there is a growing need to identify and tap the immense potential each of the employees possesses. Also, while being an employee himself, a lot of time was spent on operational and fire-fighting activities, even after being positioned as the Head of HR.
Hemang Desai, founder of TRILEDGE Advisory & Coaching for Transformation, TACT, has more than two decades of experience in managing Strategic Business & HR interventions in some of the most esteemed organizations like ESSAR, RIL Group (Chairman’s Office), GSPC, Torrent Pharmaceuticals Ltd (R&D). He has created a niche with his stellar success in blending strategy into execution for a highly intellectual workforce. His last full-time assignment was as Global Head – Corporate HR (CHRO) at Panamax Infotech Pvt. Ltd (100% Indian subsidiary of multinational Banking Group).
“The creative urge and the zeal to do something more creative, more innovative, and more meaningful contribution to the industry, prompted me to move on to my entrepreneurial journey.”
The opportunity to work across various sectors, demographics, dynamics, and structures really excited Hemang to venture out and face the heat of entrepreneurial struggle. The mere thought of touching the lives of many employees, beyond the confinement of a single organization, really provided the necessary zeal to kick the coziness of a fixed salary cushion.
Coaching can help a leader become more aware of their negative automatic thoughts. A common one involves seeing everything through an “all or nothing” lens. This perspective views everything as either good or bad, yes or no, right or wrong. It triggers an automatic thought that there is only one way and anything else is a failure or an attack.
When a person gets trapped thinking “my way is the right way to complete this project,” they don’t tend to be responsive to input from team members or even peers and leaders. Lack of self-awareness leads to not recognizing the value of the nuances and perspectives that others can offer, which means not finding the best solutions but also not strengthening important relationships. It can limit creativity and innovation, demotivating a workforce in the process.
The motivation behind choosing the field of HR Advisor & Business Success Coach
Coaching in a business environment is a training method in which a more experienced or skilled individual provides an employee with advice and guidance intended to help develop the individual’s skills, performance, and career. Coaching is distinguished from similar HR competencies of mentoring and counseling. Coaching may be one of the means used for management development.
Coaching is a highly individualized process that depends on both the nature of the client and the coach’s knowledge, skills, and abilities. However, coaches have several recognized techniques and tools to draw on in almost any coaching situation.
Hemang, after serving as an HR professional for multiple years came across immensely talented people. He says:
“During my interactions with the young CEOs / Entrepreneurs / Business Owners, Leaders I found one thing common, retaining an employee was a bigger HR challenge than acquiring one. Simultaneously, I felt that the young workforce (mostly millennials) and others not so young have no dearth of jobs around them but they were looking out for careers. This meant that they were looking for organizations (however small or big) that added value to their careers at the end of their tenure (again however long or short it can be !!) “
“I also realized that the majority of Small & Medium-Sized Enterprises (SMEs) are losing key employees for want of Organisational Strategies, Structures, and Systems and undefined HR policies, processes, and practices. Moreover, the ill-affordability of SMEs into inducting high-caliber professionals or high-end consultancy firms added to the woes. I promptly structured my business model to fit into this gap.”
In the year 2015, Hemang Desai formed TRILEDGE Advisory & Coaching for Transformation (TACT). The way past generations looked at employment is vastly different from the way it’s being viewed today. The workplace is evolving, and job-hopping is common practice for millennials. Because of this, employers who want to be successful at finding and hiring ideal job candidates have to start using new, innovative recruiting strategies to attract and retain top young talent. Besides recruiting the best people for your company, you also have to nurture and engage your talent to stop them from leaving. You certainly don’t want to spend your time and effort training people who will leave the job after a few months!
Highlights of TRILEDGE Advisory & Coaching for Transformation TACT
At TRILEDGE Advisory & Coaching for Transformation (TACT), it helps the organizations in setting up vital people-related strategies for future growth. Also, it helps in defining various HR policies, enabling and facilitating a conducive environment for passion, performance, and productivity. The TACT handhold and coach (like a sports coach) leadership team to drive people for profits and progress.
A great value adds to the CEO/Business Head/Owner, TACT deliverables include:
- Advisory, consultative, and interactive strategic business support.
- Design and implement constantly evaluate robust, objective, and meritocracy-driven business/HR policy across the entire business value chain, keeping in mind the culture, growth trajectory, and competence.
- Coaching the business leadership (like a Sports Coach, not just training but walking ‘the mile’ along with them), desiring rapid growth strides on the path of success, mentoring existing and future leadership teams.
- Formulating, articulating, and the smooth transposition of the organizational design, structure, positions (levels & designations), job essentials, highly customized HR policies, processes, and practices, that enhance growth. Also, hand-holding through the transition process.
- Mentor start-ups, small & medium-sized organizations with strategic and business advisory solutions including organization transformation with business restructuring and performance-oriented processes.
- Coach and counsel individuals with high potential and who are identified to take up key organizational roles for the future.
Running a small or midsize business is challenging simply from the sheer number of tasks it takes to succeed. From accounting to human resources to technical support, it’s almost impossible for business owners to do it all themselves. But, thanks to the ease of hiring consultants today, they don’t have to figure everything out on their own. Here’s what a business consultant is and how one can help your business thrive.
How is TRILEDGE Advisory & Coaching for Transformation TACT different from others in the same niche?
One of the biggest advantages, according to Hemang, is over two decades of corporate HR experience in a small, mid-sized, and large organization with exactly the same deliverables. Having experience on both sides of the table, gives TACT an edge over others, in terms of understanding the finer aspects of issues, problems, and challenges that are posed with the SMEs.
Secondly, the TACT score over our competitors and other big players in the same domain is the ability and impeccable implementation support to the highest level of customization possible.
Over the past two decades, our world has gone through multiple scenarios of uncertainties and challenging situations. The very existence of individuals, organizations, and business empires was shaken. Amid these volatilities, the survival of businesses itself was a question. Even in the midst of these uncertainties, the TACT mission got further fuelled. Rewriting the stories of corporate leaders to crafting entrepreneurs around the globe, our numbers speak for themselves. We have redefined success for our clients and erased the word impossible from their lives. Yes, we do the impossible, because possible never felt challenging.
The reason behind the selection company’s name- TRILEDGE Advisory & Coaching for Transformation
The name suggests a lot about the company. According to Hemang Desai,
“Our company “TRILEDGE Advisory & Coaching for Transformation (TACT)” as the name suggests, is a combination of three (TRI) knowledge (LEDGE) streams, viz. Business Advisory, Coaching, and Transformation for the next level of growth for the SMEs.
Also, it caters to three different socio-economical streams, namely, Academia, Industry, and Consultancy.” he adds.
Company culture and strategy behind the allocation of resources at TACT
Though it is not a big team yet, the culture at TACT would like to nurture fairness, freedom, and flexibility. People working here should look forward to coming to work each day, with new passion, pride, and positivity. Each one needs to have at least one real friend at the workplace.
A workplace is a place where employees spend over one-third of their lives. Moreover, they tend to work for hours to meet the needs and expectations of an organization. Naturally, when an employee is happy and satisfied at work, his/her overall personality and productivity are improved. But the benefits don’t end there.
When you ensure a good work environment, your employees wake up every day looking forward to spending a great day at work instead of counting their days to the weekend. They feel the same loyalty, ownership, and dedication towards the organization as you do and the result clearly reflects in the work they deliver.
Since this is a highly knowledge/experience-driven business, the resources are allocated based on the intensity and complexity of the assignments. Based on the project and the type of consultancy they require, according to that the person who has niche knowledge and expertise are aligned to the project.
TACT clients, based on their working experience and satisfaction with the services provided, can easily provide referrals to others. And it’s one of the best ways to get referrals. Clients are requested to provide their candid feedback for improvements and the right referrals for growth. When TACT undertakes the transformation of organizations, it requires a very solid reference for any CEO/Business owner to hand over her/his business for the change, as certain processes during the transformation may be irreversible and volatile.
Hemang Desai’s future plans for TACT
TACT wants to spread its wings both horizontally and vertically, in terms of volumes and versatility. There should be growth exponentially (year-on-year) by making people the growth engine. Tact would ensure the clients get growth and “Profit through people” so that it can be both a sustainable and scalable proposition.
TACT’s grandeur vision consists of creating substantial change. The expedition includes creating a cult that will redefine the boundaries and realities of what any business owner or budding entrepreneur can accomplish through the signature confidence forum. In the pursuit of the TACT vision, the company wants to transform ordinary professionals into extraordinary leaders.
Success for Hemang Desai
“There are volumes of books written on what and how success means. However, my understanding and philosophy of success are very simple. Either one has to be better than others to be successful or has to be different from others. I believe in and follow the second option. My uniqueness will guarantee my success.”
Hemang Desai’s message to the entrepreneurial world
My message to the entrepreneurial world, especially to young entrepreneurs is into several points, as follows:
- There is no shortcut to success.
- Do not get emotionally attached to the business, your role is like a monk, to move on to the next venture, once the previous one stabilizes.
- Create competence, invest in people, update for the future.
- Make your organization process-driven, rather than person-driven. Ensure that no person, whosoever, is indispensable.
- Relationships, especially with existing clients/customers, are the key to your business growth and development.
