July 1, 2025
Soul of Coaching: Leading with Connection
Join Divya Parekh and Magdalena Nowicka Mook, CEO of the International Coaching Federation, for a powerful dialogue on coaching as a catalyst for trust, transformation, and leadership. Whether you're a coach, leader, or navigating change, this episode offers bold insights to help you lead with clarity and courage.
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WEBVTT
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The topics and opinions expressed on the following show are
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solely those of the hosts and their guests and not
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four WN Radio.
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This is Beyond Confidence with your host v park. Do
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you want to live a more fulfilling life? Do you
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want to live your legacy and achieve your personal, professional,
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and financial goals? Well? Coming up on dvoparks Beyond Confidence,
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you will hear real stories of leaders, entrepreneurs, and achievers
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who have steps into discomfort, shattered their satus quo, and
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are living the life they want. You will learn how
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relationships are the key to achieving your aspirations and financial goals.
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Moving your career business forward does not have to happen
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at the expense of your personal or family life or
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vice versa. Learn more at www dot givpork dot com
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and you can connect with div ants contact dant divpark
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dot com. This is beyond confidence and now here's your host,
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div Park.
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Good morning listeners.
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Of course I'm excited to be here with you because
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I get to spend the time with you. So I
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invite you to keep the kindness circle going as we
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have talked about, because kindness is something that will get
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you way, way, way further in your life in the
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sense I'm talking about the happiness because at the end
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of the day, we all are looking for joy our lives.
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Helping others brings happiness to you and that is priceless.
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And for those of you who have bought our books,
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especially Entrepreneur's Garden and Expert to Influencer, we thank you
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because part of the profits go to Giva dot org,
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so thank you for getting those and helping us support others.
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And today I want to introduce a very very special guest,
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Mark Demok. She is CEO of the International Coaching Federation
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and yes I'm an ICA for Granted coach, so very
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proudly presenting her. She's a Thinker's fifty recognized global coaching
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leader and she's got decades of experience across diplomacy, business
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and human development, and Markda has shaped the future of
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coaching for tens of thousands of coaches around the world.
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So welcome Margda.
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Thank you so much for having me. Diviya. It's remarkable
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to be here with you today. And you know, whenever
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you're introduced with having decades of experience.
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We're like, hmm, Okay, you are very special because even
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though you've achieved so much, you're humble and so just
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that connection you.
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Okay, you represent coaching like you know, that's that's how
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I felt it, and having known you personally, it's just
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an honor to have you and bring your process and like,
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you know, how you have led and everything to everyone
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else because the way I feel you, I'm very passionate
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about coaching. So mon that like you know, share like
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when initially, like as you were determining your career in
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your early life years, like did you have any other
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career that you had thought of?
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Oh?
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No.
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I think that very few of us actually follow the
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road map. Maybe few, maybe some thinking about my colleagues
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in medical profession or some very highly specialized fields. For
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the rest of us, I think it's being present, being
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present to what's happening around us. Yeah, I do have
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decades of experience. So when I was growing up and
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when I was even in college, coaching per se did
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not really exist as a field. You did not even
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have I see it yet at that point, So I
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needless to say, I could not possibly dream of being
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a part of a coaching profession. So my background, I
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have degree, a bachelor's degree in economics, and Nope, you
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cannot take economics out of the girl. It's always present
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with me. And I have a master's degree in international relations.
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So combined, I think it just brought about the curiosity,
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curiosity about observing what's happening around us. As I said,
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how the environment is changing, and more importantly, what's needed.
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And I mean it when I say what's needed, and
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I channel my dear colleague and friend who was on
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the board of directors of the ICA Foundation, who would
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morel would always say, he said, we can't think about
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what's possible. We have to think about what's needed because
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there is always a gap. There is always a gap.
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We we think that what's possible, it's say here, but
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what's needed is there and that should be our inspiration,
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that should be our aim. So you know, my career
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took me from working for the US federal government, another
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not for profit organization, a couple of small startups, only
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to become a part of ICF almost twenty years ago.
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And that's probably the most unusual journey because I had
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a privilege and honor to observe the evolution of coaching
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and how coaching is perceived, how coaching is received, and
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how coaching truly is changing lives. Absolutely.
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So a lot of people are coaches now, and people
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are familiar with coaches, and yet there are still quite
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a few people who are unknown to it. So can
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you tell us the evolution of it, like you know,
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what went into creating that foundation and how yeah, and
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how has that coaching when it wasn't the nascency and
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where it is now? If you can kind of walk
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us through that journey, that would be great.
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Yeah. So, I see, if I can speak to ICEEF
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better than I can speak to the entire coaching profession.
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But I see it was created in nineteen ninety five,
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So we are celebrating your thirtieth anniversary of this year
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also the celebration, and it was designed and dreamt of
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by a group of very passionate people who observed that
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what was possible in that particular era was not providing
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many answers to the societal, economic, personal problems that people
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were struggling with. Famously, Huo Alaya, one of the four
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fathers of coaching, said that coaching emerged because nothing else worked. Now,
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what the founding mothers and fathers of ICF determined from
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the beginning, and seriously I am at awe because they
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said two things. They said that first, it's going to
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be an international organization, and it was predominantly North American,
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of course at that point. And they said, no, no,
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it's going to be a global phenomenon, and it's our
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responsibility to set it up as such. There was some
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spirited conversations around that, but they did say, it is
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a global phenomenon, it will be a global phenomenon. We
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owe it to the future. And other which sometimes people
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didn't realize or don't realize still, is that ICF was
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created not to offer a community for coaches, but rather
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to give credibility to the coaching profession. And I think
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that this is so important in the context of who
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I see it is now. We pride ourselves at being
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a standard c for the coaching profession, and that's our responsibility.
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So when people talk about coaching, they profession, they talk
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high education, they talk ethics, they talk research that's underpinning
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the the the effectiveness of coaching. And I think that
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that that you know, I could talk for hours to
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stop me anytime. Uh, is that that coaching started more
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as a one on one application. Then corporation started adopting coaching,
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but also more in a one on one predominantly C suite,
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top level of the shows. Uh and in some parts
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of the world considered more remedial than developmental. Yeah. Uh.
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And then before you know it, public sector started being
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interested in coaching. And then I do apologize for my goal.
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And then you started seeing not for profit organizations also
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starting utilizing coaching, and my delight, universities embracing coaching as
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a field, as a discipline to be taught, to be
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offered as a support tool, but as I said, to
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be taught as a potential career. So now you know,
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as we said, remedial in many instances before now it's
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a badge of honor. Younger people, they don't ask for
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the demand that they are working with a coach in
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many organizations, high potentials are offered the opportunity to work
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with the coach. In many organizations, onboarding is being supported
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by coaching. So I think that the mindset about coaching
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from remedial to growth potential future has.
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Been antically coming in and that tells us about the evolution.
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And you hinted upon, like, you know, a couple of
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things which I want to pick upon that observing what
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are the needs that there's a gap between what is
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possible and what are the needs. So as I see
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have its evolved and I know that you know, we
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are changing competencies with the changing times, we are keeping
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up with it. So what trends are you observing currently,
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especially with the younger generation.
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Oh, it is. It is very rewarding to see how
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the world around us is changing. And as I become
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this older generation, it's like, oh, these kids, but it is.
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It is fantastic younger generation. As you know, I see
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a pride itself also on doing a lot of research,
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our main partner being Pressible Scoopers, who will be releasing
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the next iteration of Global Coaching study a little later
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this year. What we know from the studies is that
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younger people do, are more aware about coaching. They know
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about coaching, and they are also more open to enter
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into a coaching relationship. Another interesting tidbit is that younger
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individuals prefer to work with a younger coach. And what
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they say is that they very much respect their managers,
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their mentors, and for a coach, they want somebody who
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understands their everyday life, somebody that they don't have to
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explain the newest movie star or the singing sensation. I
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have to tell you that story because I just love it.
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I was in Cyprus not a long time ago and
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had a privilege of meeting with the CFOs of major
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major companies in Cyprus, and Cypress is really emerging as
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the high tech place in Europe for sure, and I
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was telling them the same story about the younger people
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wanting to work with younger coaches, and I said, because
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they don't want to have to explain who Swifty is.
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And I had an absolute blank stare coming from the
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room and they were like, yes, the one following Taylor Swift.
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But so that's that I think illustrates the situation perfectly.
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So what's needed is a coach who is well grounded
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in the reality of a life of a person who
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of course doesn't operate in a vacuum. But I'm also
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systemically trained coach, so I think that this is very important.
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That we cannot just separate a personal life and a
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professional life in one hundred percent. We always bring a
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little bit of each to the other. So I think
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that the fact that the younger people have slightly different
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different approach to coaching is great, but it is also
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great is especially gen Z's we see are much more
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focused on purpose. They definitely want to work for organizations
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that have purpose greater than profit, and that the leaders
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of those organizations can explain that purpose clearly and can
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also map it to their individual responsibilities. We work very
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closely with the Association of Change Management Professionals ICMP, and
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we did the study together with Human Capital Institute where
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it was discovered that coaching is one of the best
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support mechanisms to change initiatives. We know all these statistics right,
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seventy tow eighty percent of change initiatives failing, and they
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apparently either succeed or fail for the same three reasons. Leadership,
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communication and resistance. Coaching, as we know, is supporting beautifully
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each and every one of them. So a leader that
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understands the purpose, the leader that can articulate the purpose,
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and the leader that can speak openly, clearly, transparently to
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reduce the resilience should the resilience to the change occur. So, yeah,
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I'm very excited about younger people having access to coaching
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and thinking advantage of it.
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Absolutely, So we have talked about that. Okay, how is
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the younger generation looking for coaching? Now, let's say you
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also mentioned about that. Now coaching is more towards growth
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potential coaching, like you know, bringing the succession plan, helping
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the leaders to become confident leaders.
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And so now.
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When we are talking about that, if a company is
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looking to bring in coaches, So from your experience, what
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is the difference between internal coaching and external coaching, because
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that's a question that's always kind of comes to the
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forefront front during the discussions.
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Sure, I think the most technical answer that can be
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offered is it depends, And it does because there are
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many very important aspects of internal coaching that are very
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favorable to the organizations, such as knowing the culture of
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the organization, already being bound by the confidentiality of the organization,
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having stake in the success of the organization, right, and
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if everything has its flip side. What if people don't
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want to open up the same way to the internal
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coach as to external coach. What if internal coach is
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for and that's practice in many organizations, this is not
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their full time job. They have another job plus their
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internal coach. How does that play. What if an internal
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coach is offered and afforded the opportunity to coach a
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senior person in the organization, therefore having access to confidential
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organizations they don't have any business having access. So there
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are the GIFs, ifs, ifs, it's so what we What
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we do say is that there is wisdom in a
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