Leadership Coaching Built for Global Capability Centers
We help HR and L&D leaders turn high-performing GCC operators into leaders who are trusted, visible, and ready for global roles — with outcomes measured, not assumed.
What our clients say
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Coaching provided helped in establishing key critical functions with high-touch teams cutting across geographies, manage senior stakeholders across demographics (EC Level), establish relationships with key stakeholders, empowerment to take critical decisions & drive culture of change effectively.
Kapil Bhatia
APAC Contact Center Lead, Philips -
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Rajeev created a highly conducive environment for self-learning, self-reflecting, and self-awareness. I thoroughly enjoyed the journey of finding my inner self, my emotions and how those are contributing to the actions that I take in my personal and professional life. The sessions spent with Rajeev and the techniques taught by him have helped me become a better leader and above all a better human being."
Manishi Sharma
Delivery Head at Infosys -
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Rajeev is a leader and a coach - guiding people in the science and art of managing large organizations, navigating the complexities of globally matrixed organizations, and at a personal level developing global presence. It's been a privilege working and learning with him, and I'd highly recommend the opportunity to leverage his guidance and insights in leadership developmen.
Anurag Bahadur
Director Global Support at Citrix -
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Rajeev has been instrumental in guiding me through complex issues in the workplace. He helped understand how to work in a matrixed environment and also manage diverse teams across the globe.
Ranga Rao
Director, Avaya -
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Rajeev has tremendous experience in all areas of business, customer and employees. His experience, Integrity and ability to see through the issues, helps him give practical, objective and constructive guidance and feedback. I’ve always found my interactions with Rajeev very useful.
Balasundara Raj
Senior Director, Oracle -
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Rajeev has coached me on several aspects of executive leadership involving transition into new roles. He has also helped me find resources and content on several management related topics. Overall it has been a great experience knowing him and learning from him. Thx.
Yashwanth Thota
Director, Salesforce -
Rajeev stands out for his exceptional clarity of thought, which consistently brought structure and direction to our coaching sessions. He has a remarkable ability to distill complex challenges into actionable insights, making it easier to address and resolve issues efficiently. His commitment to my personal and professional growth was evident in every interaction.
Anuj Bahl
Seasoned IT leader -
What sets Rajeev apart is his unique combination of extensive industry experience and deeply empathetic approach to coaching. I was particularly impressed by his keen eye for subtle behavioral nuances and his ability to guide senior executives toward precise, impactful behavioral changes that create lasting results. I can easily say that working with Rajeev was quite transformative, and executives looking to identify their blind spots and elevate their leadership skills, would benefit tremendously from working with him.
Anshul Singhal
Business, Product & Tech leader @Amazon -
Rajeev’s enabling and collaborative leadership style consistently brought diverse stakeholders together, driving seamless and efficient project execution. He is a thoughtful listener who asks nuanced questions that lead to clear, and workable solutions. As my mentor, Rajeev has provided invaluable guidance and perspective at key points in my career.
Devakumar Ramamoorthy
Director & Asst General Counsel at VMware -
Working with Rajeev made me realise many things about myself, my beliefs and my actions. He helped me find my leadership strengths and areas to further develop. Without your help I could not have reached where I am today.
Pradip Bepari
Transformational Leader | Vice President at Samsung Mobile -
Rajeev truly coaches your leadership skills from good to great. Every strategy was even tailored to my situation. Best part working with him though? He’s always there to provide the support you need, whether through call or email. Can’t recommend enough!
Balaji Padmanaban
Head of IT, Rise with SAP, Oracle Fusion, Netsuite, Salesforce -
Shroff and I worked together on multiple projects and it was a great pleasure to have him in my team. His candid and brutally honest approach not only helped build credibility with our customers but also enforced strong discipline in the team. His focus on quality and results orientation drove the other team members to collaborate and deliver high quality projects that usually exceeded customer’s expectations.
Rajeev Nanda
AI & Engineering Executive | Enterprise Transformation Leader
Transforming Leaders
Rajeev Shroff | Global Leadership Coach®
I work directly with senior leaders and their organisations to address the leadership challenges that come with bigger roles. Drawing on 30+ years of experience, including senior roles at Avaya and Oracle, I help leaders strengthen their executive presence, think more strategically, and influence across complex organisations.
At Cupela, every coaching engagement is led by me personally, with clear goals agreed with the leader and, where appropriate, HR and the business sponsor.
The Typical Global Leadership Development Process Explained
Prep-Work
I meet the leader to see whether we are a good fit and understand what they want to achieve. We discuss how the coaching will work, the likely focus, and practical arrangements. If HR or a business sponsor is involved, I also clarify their expectations before we begin.
Organizational Inputs
I meet with the leader and their sponsor or manager to understand the business context, the leadership challenge, and what progress would look like. We agree on goals and how progress will be reviewed, while keeping coaching conversations confidential.
Leader's Story
I take time to understand the leader’s career journey: the roles they have held, the choices they have made, what has worked well, and the challenges they face now. This gives our coaching the context it needs to be useful.
Gathering Perspective
I gather confidential 360° feedback from people who work closely with the leader and review any relevant assessments. This gives the leader a clearer picture of their strengths, how others experience their leadership, and where change would have the greatest impact.
SMART Goals
I work with the leader to set two or three specific goals based on their priorities, stakeholder feedback, and the organisation’s expectations. For each goal, we define the changes others should be able to observe..
Putting Change into Practice
I help the leader apply new approaches to real situations at work. Between sessions, the leader takes agreed actions and tracks what happens. I review progress against the goals, offer candid feedback, and adjust the approach where needed.
Final Assessment
I conduct a brief follow-up 360° focused on the agreed goals to see what has changed. I then review the results with the leader and hold a closing discussion with the sponsor and HR, where involved. The discussion covers observed progress and priorities for continued development, while respecting the confidentiality of coaching conversations.
Executive Coaching Built for Visible Leadership Impact
₹35,000 per hour | 20-hour engagement | 6-months
I work directly with each leader throughout the engagement. The work begins with a clear understanding of the leadership challenge and continues through stakeholder feedback, focused coaching, action at work, and a review of what has changed. I take on complete engagements rather than standalone hourly sessions.
A confidential 360° assessment: Interviews with 9–10 stakeholders to identify strengths, blind spots, and the changes that matter most.
A detailed feedback report and debrief: Clear findings that turn differing perspectives into practical development priorities.
Aligned goals: Two or three specific goals agreed with the leader and, where appropriate, their sponsor and HR.
One-to-one coaching with me: Candid, structured conversations focused on real decisions, relationships, and leadership situations.An introductory conversation to assess fit
Resources tailored to the leader: Relevant case studies, reflection exercises, and selected leadership literature that help the leader examine their situation and apply new thinking at work.
Action between sessions: A personalised journal and online tracking to keep commitments visible and help new behaviours take hold.
Sponsor and HR involvement: Agreed check-ins to support progress while protecting the confidentiality of coaching conversations.
A closing assessment: Focused follow-up feedback and a final review of observed changes and priorities for continued development.
Executive Coaching Progress Tracker
Cupela, the leading Executive Coach in India gives its clients access to an individualized portal which ensures great results. Hover on each of the boxes below to see details of the Portal
Documented action plans
In minutes coach or client can set up an action plan for a complete week, leaving both with an unambiguous account of what's due and by when.
Goal setting
Quantitative goals spanning weeks or month are expressed as Metrics.
The visual representation of these goals and respective results is shared between coach and client, making progress (or lack thereof) evident.
Session notes, worksheets, and journaling
Capture the key take-aways from coaching sessions and share them online.
Worksheet assignments and journal entries are similarly shared.
Communication channels
Between in-system messaging, posting comments on specific happenings, text and email, communication between coach and client is made efficient, inviting, and always on-topic.
Automatic reminders
Delivered via text or email, reminders ensure clients stay aware of their intentions, and make it super easy to report back their progress.
Detailed results tracking
By regularly recording the progress over time trends emerge.
Regular reminders make it a cinch for clients to report simply by replying to email or text prompts.
Timely support
Rather than wait until the next session, coach can provide timely support to clients to get them unstuck.
Shared repository of all coaching happenings
It's all captured and organized, and ready to review by either coach or client whenever needed.
A rich body of documented coaching work which accumulates over time.
Increased follow through
Coaching either withers away as just a bunch of good ideas, or is acted upon for the sake of real results.
Follow through is vital to clients getting real value out of the coaching work they do.
Running record of results
It's satisfying to see where one has been and how far one has come.
Patterns reveal themselves, most importantly what's working and what's not.
Better and more rapid results
With strong & regular follow through, regular tracking of outcomes, and timely support from coach, client gets the results they seek.
Success is less of a meandering path, and more of a focused and supported pursuit.
Coach knows how the client is doing.
Coach can see what's done, what's not, how progress is unfolding. All without needing to wait for client to give a progress report.
What Organizations Get Out of Hiring Cupela
Why invest in your leadership team? What is the return on this investment?
First of all, even at the highest levels, leaders still need the same things every other human needs to stay engaged, namely acknowledgment and opportunities for growth. Offering them a personalized leadership development program lets them know that the company values them and their contribution.
Hiring a Global Leadership Expert with highly relevant personal experience of working in MNCs at the Managing Director level, someone who is accomplished yet personable and has excellent coaching skills to boot, lets the respective leader know that the company is invested in their career progression as well as their long-term growth and success.
Executive Coaching FAQs
Who is Cupela's coaching for?
I work with senior and high-potential leaders in multinational and global organisations. Coaching is most effective when the leader is willing to examine their behaviour, act on feedback, and practise new approaches.
When should a leader consider coaching?
Coaching can help when a leader takes on a larger role, needs to strengthen executive presence or strategic thinking, faces difficult stakeholder relationships, or wants to change a behaviour that limits their impact.
Who will conduct the coaching?
I conduct the coaching personally. I bring experience leading large multinational operations and my work as an ICF-accredited coach. You can learn more about my background and writing on this website and LinkedIn.
Does the coach need experience in the leader's industry?
Not necessarily. Many leadership challenges cross industries, and an outside perspective can be valuable. I first learn about the organisation, its business pressures, and the industry realities that affect the leader's decisions.
What should I look for in an introductory conversation?
Bring a real leadership challenge. Notice whether I listen closely, understand the business stakes, ask useful questions, and help you see the situation differently. You should feel comfortable speaking openly and being challenged.
How does an engagement work?
I begin with discovery and stakeholder interviews to establish a clear starting point. The leader, sponsor, and I then agree on development goals. One-to-one sessions focus on real situations, with actions tracked between sessions and progress reviewed at the end.
What happens in a coaching session?
The leader brings a current decision, conversation, relationship, or behaviour to work on. I ask questions, challenge assumptions, and share a relevant perspective or resource when useful. Each session ends with something the leader can put into practice.
What will the manager or HR be told?
One-to-one conversations are confidential. At the outset, I agree with the leader and sponsor what progress information will be shared, with whom, and when. Sponsor updates focus on agreed goals and observable progress, not the content of private sessions.
How do you measure progress?
Stakeholder feedback establishes a baseline, and the goals describe changes others should be able to observe. I track actions and feedback during the engagement, then revisit the goals with a closing assessment. Relevant business measures can provide context, but I do not attribute them to coaching alone without evidence.
What does the investment cover?
The engagement includes discovery, stakeholder interviews, a detailed 360 report, one-to-one coaching, tailored resources, action tracking, and a closing assessment. I agree on the scope and fee before the work begins.
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