By Dr. Janet Patti, CEO Star Factor Coaching When Leadership Responsibility Outpaces Training In schools across the world, capable teachers are promoted into leadership roles with little preparation for what comes next. They gain responsibility but not always support. They gain authority but not always clarity. They gain a new title but rarely the tools required to lead human beings well. Sylvain Régereau has lived this reality from both sides. His story explains exactly why structured coach training is no longer optional for modern educational leadership. It is essential. Sylvain sits as the Head of Languages at the Hastings Academy in East Sussex, England. The Hastings Academy is a co-educational secondary school for students aged 11 to 16. Keep reading to see how his story of becoming an internal coach for the staff of his organization can inspire you to make important professional changes for yourself and your organization. Where It All Started: Emotional Intelligence Before It Was “Normal” Sylvain’s introduction to coaching and emotional intelligence began in 2009, long before mental health, wellbeing, and self-awareness were part of mainstream professional development in UK schools. At the time, Sylvain was working at a school that invited him to participate in a leadership and coaching training program connected to Yale University, facilitated by Marc Brackett, Robin Stern and Janet Patti. The training, delivered online, by phone, and in person, was designed to prepare educators to lead with emotional intelligence. “It was the first time emotional intelligence was really introduced to me in a professional context,” Sylvain recalls. “Back then, in England, sharing how you felt at work just wasn’t part of the culture. Still, the impact was immediate. Even after the program was phased out at his school (which meant he didn’t complete his training), Sylvain continued to apply what he had already learned, both professionally and personally. The tools shaped how he taught, how he related to colleagues, and how he understood himself. Later, while working in England, he incorporated mental health coaching into his role, long before it became common practice. The Moment He Realized: This Needs to Be Done Properly Years later, Sylvain found himself in a new position as a middle leader. And that’s when something became clear: “There was a real gap,” he explains. “Teachers were being promoted into leadership roles, but there was no training to help them actually be leaders.” In many schools, middle leaders sit at a critical junction. They manage teams. They influence culture. They carry responsibility from senior leadership and pressure from the classroom. Yet formal development for this level is often missing. Sylvain realized that if he wanted to introduce coaching internally and do it well, he needed to recommit to his own training. So he reached out again. First to Marc. Then to Janet. And ultimately back to Star Factor Coaching. Returning to Star Factor: Not for Credentials, For Integrity Sylvain re-entered the SFC coach training program with intention. “I wanted to share coaching with others,” he says, “but I wanted to do it correctly.” What stood out immediately was the program’s structure. “It’s not just a course. It’s a journey. And you’re on a journey yourself at the same time.” He describes the training as well-organized and comprehensive. It is grounded in theory and neuroscience. It is manageable alongside full-time work. It is deeply reflective, while actively improving performance in real time. The combination of self-reflection, scientific grounding, and global community made the difference. “You’re not just learning how to coach others,” Sylvain explains. “You’re actively evolving as a person and a leader while you’re in the program.” In August 2025, he officially completed his certification. Making the Case: How Sylvain Brought Coaching Into His School Before he had completed his EI coach training with Star Factor Coaching, Sylvain recognized that the gap in his organization would best be addressed through emotional intelligence leadership training. He also knew there was a strong likelihood that his organization’s leaders would value this coach training more deeply. Since he hadn’t completed his training yet, but knew how much it would benefit his organization if he did, Sylvain made a proposal to his principal at The Hastings Academy. He didn’t assume the answer would be no. Instead, he focused on how he presented it. The benefit to the school. The benefit to middle leaders. The long-term impact on teams, stress, and performance. Luckily (and intelligently), his school leadership was on board. Not only did they support the initiative, but they also funded the training and made coaching an official part of Sylvain’s role. Today, Sylvain coaches nine middle leaders, including heads of departments across multiple subjects. Each leader receives a 50-minute coaching session every two weeks. Sessions are scheduled directly into their work timetable. Coaching is recognized as part of professional development, not extra work. What’s Changed: Real, Measurable Impact The shifts Sylvain sees are not abstract. They are tangible. Middle leaders report increased self-awareness. Improved emotional regulation. More thoughtful communication. Clearer alignment with personal and professional goals. “They’ve realized how powerful it is to simply take time to reflect,” Sylvain says. “That alone has been a huge discovery.” Leaders are becoming less reactive. More proactive. Better planners. More intentional in how they lead teams. Critically, they are experiencing less stress and burnout. Not because the job is easier, but because they are better equipped. “This isn’t a quick fix,” Sylvain emphasizes. “But it’s real. And it lasts.” The Gap Star Factor Fills, And Why It Matters Now Sylvain is clear about one thing. “Promotions aren’t just cool titles. They’re serious level-ups, and you need to level yourself up too.” Star Factor Coaching fills the exact gap most leadership pathways ignore. Self-awareness before people management. Emotional intelligence before authority. Reflection before reaction. It does so in a way that integrates into real working lives, without requiring leaders to step away from their responsibilities. “If my organization hadn’t paid for it,” Sylvain says, “I would have paid for it myself.” You Have an […]