As an executive coach, I see one pattern emerging more consistently than ever — a quiet force that shapes how professionals think, behave, aspire, and make decisions. It shows up in my coaching conversations almost daily. People come to me thinking their challenge is  career direction, confidence, influence, impact, team culture,  or  leadership style . But underneath all these, there is often a deeper, less visible dynamic at play: Institutionalisation — the unconscious shap

In my coaching practice at Value Coaching, I’ve seen firsthand how the self-image leaders carry profoundly shapes their impact. The way executives perceive themselves—often unconsciously—guides their decisions, interactions, and influence. Drawing on my experience helping leaders navigate transformation, build influence, and express their authentic voice, this post delves into the subtle yet powerful ways self-image drives executive effectiveness. The Hidden Mirror We All Car

Over the years in my coaching practice, I’ve worked with leaders and professionals across industries — many brilliant, capable, and deeply committed. Yet one pattern stands out: those who create  real, lasting impact  share something beyond skill or intelligence. They carry an inner light — a blend of  hope and optimism  that steadies them through uncertainty and inspires others to follow. Psychologist  Martin Seligman , in his pioneering work  Learned Optimism , demonstrated

As an executive coach, I’ve often seen talented professionals struggle not because they lack skills or ambition, but because their contributions remain invisible. In many organizations, great work alone doesn’t speak for itself.  You do.  That’s where  self-advocacy  comes in — not as a loud megaphone of self-promotion, but as a deliberate, values-aligned way to ensure your impact is recognized and your voice is heard. 💡 What Self-Advocacy Really Means in the Corporate Conte