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Shackleford
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How to Thrive as a Young Leader Managing an Older, More Experienced Team.
As an executive coach, I've noticed that more than 60% of Millennials and nearly half of Gen Z employees are now in people management roles. If you're a young leader who has recently stepped into a management position, congratulations on this exciting milestone! While the new title of "manager" can feel intimidating at first, remember that you've earned this opportunity through your talents and potential. One of the most common challenges young managers face is leading team members who are older and have more years of experience. How can you gain their trust and respect despite the age gap? Here are some key strategies:
Keep in mind that the same principles for building a strong relationship with an older manager also apply when you're the younger boss. Focus on partnering with your team to drive results, rather than obsessing over age differences. Some ways you can leverage your team's experience while adding value as the leader:
Ultimately, age is just a number in the workplace. Great leaders bring out the best in their people by relying on transferable skills, building trust, and seeing each person as an individual. If you walk in each day asking "How can I make my team's lives better and help them succeed?" your actions will speak louder than any generational stereotypes. Beyond managing older employees, today's business landscape requires young leaders to navigate transformation at an unprecedented pace. Digitisation, talent flight, globalisation and fierce competition are upending the status quo. Driving successful transformation takes more than operational changes - it demands an evolution of organisational culture and leadership. The values and principles that traditionally defined corporate culture often resist rather than embrace change. Intelligent Leadership® provides a blueprint for igniting the hearts and minds of an organisation to welcome transformation. By embodying values that inspire and empower teams, the right leaders at all levels can steer their people and companies to emerge stronger from disruption. As you grow into your management role, stay curious and committed to your development as a leader. Your team's experience is an asset to learn from, but your fresh perspective is just as valuable for challenging "the way we've always done it." An eagerness to learn, a generous spirit, and courage to be vulnerable are the building blocks of leadership at any age. Key Takeaways:
Are you stepping into a leadership role on a team that's older and more experienced than you? Discover more strategies to unleash your potential and elevate your people by contacting me to discuss an executive coaching engagement. Acknowledgment: "When Your Boss Is Younger than You" - Harvard Business Review The idea of a linear career path is becoming increasingly rare. Economic shifts, technological disruptions, and changing personal aspirations are leading more and more professionals to consider making significant career pivots.
In fact, recent data shows that career transitions are becoming the new normal:
As an executive coach, I've guided countless leaders through the complex process of navigating major career changes. While the specific circumstances are always unique, I've found that there are certain universal strategies that can help make the journey smoother and the outcome more successful. Start with Self-Reflection Before jumping into a career transition, it's critical to clarify your underlying motivations and long-term aspirations. Ask yourself: - What do I like/dislike about my current role and industry? - What kind of growth opportunities am I seeking? - How does a change align with my values and life goals? Getting explicit about your "why" will help you make more intentional decisions and craft a compelling narrative for yourself and future employers. One powerful thought experiment is to envision writing your autobiography: What do you want to be remembered for? How do you want to spend your time? Working backwards from this long-term vision can inform your near-term direction. Identify Your Transferable Skills Many job seekers assume they need to start from square one when transitioning to a new field. In reality, you likely have many skills that can cross over into different contexts. Consider abilities like: - Communication - Leadership - Analytical thinking - Project management - Relationship-building To identify the most relevant transferable skills, research target job descriptions and companies. Do informational interviews to understand what abilities are most valued. Then consider how you can translate your past experiences and strengths into this new language. You may need to supplement with some additional training or credentials, but don't underestimate how much of a foundation you already have. Skills and attitude are often more important than direct industry experience. Craft a Compelling Story Once you're clear on your motivations and transferable skills, the next challenge is conveying that in a cohesive, authentic way to others. Hiring managers will want to understand why you're making this transition, what unique value you bring, and how committed you are to this new direction. Some key elements to address in your career change story:
Prepare specific examples that illustrate the above points. The more you can show rather than just tell, the more convincing your story will be. Weave this narrative into your resume, cover letter, LinkedIn, and interview conversations. Tap Into Your Network As the old saying goes, it's often not what you know but who you know. This is especially true for career changers, who don't necessarily have the typical credentials. Networking is how you find the people who are willing to take a chance on an unconventional candidate. Some ways to strategically build connections in your target field:
The goal is to cultivate advocates who can vouch for your abilities and make you a known entity when opportunities arise. Don't just network when you have a specific task. Focus on giving value and building genuine relationships over time. Take the Leap Before You Feel Ready Ultimately, there is never a 'perfect' time to make a big career (and life) change. You have to take a leap of faith before you feel fully ready. As part of my own transition from the corporate world to entrepreneurship, I found it helpful to use a 'regret minimization framework':
More often than not, it's our fear of regret that can be the most clarifying. Making a thoughtful career transition isn't about having certainty. It's about deeply knowing yourself and being willing to bet on your own potential. Though they can feel daunting, career pivots also present incredible opportunities for growth and reinvention. With the right combination of self-awareness, strategic thinking, and courageous action, I believe career transitions can be one of the most empowering experiences. Key Learnings
Facing Challenges On top of the individual challenges of making a career transition, many organisations today are also going through major transformations themselves. Driven by digitisation, talent flight, globalisation and competition, companies are having to fundamentally rethink their operating models, customer experiences, products, and ways of working. However, research shows that the majority of organisational transformations fail to meet their objectives. The two biggest barriers are: 1) Organisational culture - The values and principles that traditionally define corporate culture often resist vs. embrace change 2) Leadership capability - Having leaders at all levels who can embody the culture and mindset required to navigate transformation This is where Intelligent Leadership® can be a game-changer. At its core, Intelligent Leadership® is a transformational growth philosophy and process designed to create exceptional leadership capacity and organisational culture. By igniting and cultivating the head, heart and soul of leaders, this approach develops the human capabilities needed to guide people and organisations through dramatic change. As you contemplate your own career transition, consider how you could also be a transformation agent for your future organisation and team. We need more leaders who not only navigate change for themselves, but help others thrive through disruption and reimagine what's possible. That's the true mark of an exceptional, future-ready leader. Are you ready to design your next career chapter and step up as a transformational leader? Acknowledgment"4 Steps to Making a Successful Career Change" - HBR Navigating the Challenges of Working with a Difficult Boss: An Executive Coach's Perspective4/26/2024 Working with a challenging boss can be one of the most stressful and demotivating experiences in one's professional life.
As an executive coach, I've witnessed countless individuals struggle to maintain their productivity, motivation, and well-being when faced with a difficult manager. In fact, a study by Life Meets Work found that 56% of American workers claim their boss is mildly or highly toxic, while another study by the American Psychological Association revealed that 75% of Americans say their boss is the most stressful part of their workday. A recent study by Gallup found that one in two employees have left a job "to get away from their manager at some point in their career." Surprisingly, though, another study found that employees end up working longer (two years, on average) for toxic bosses than nontoxic bosses. The reasons for staying in a job with a difficult boss are numerous. Some of the most common reasons include a lack of energy to look for a new job, enjoying the job itself or the colleagues, needing the salary, believing there aren't any better opportunities, not wanting to lose benefits, feeling too invested to start over, and hoping that things might improve. Many of these reasons can be attributed to basic human psychological dynamics. People enduring high-stress situations often suffer from emotional exhaustion, robbing them of the energy needed to search for a new situation. Loss aversion is another psychological process that makes it hard to give up something you have, such as salary, status, stability, seniority, and social connections. So, how can you effectively navigate the challenges of working with a difficult boss? Here are some key strategies to help you:
It's important to remember that while you cannot control your boss's behaviour, you can control your own response and take proactive steps to improve your work life. Although staying put may seem more secure than leaving, it actually comes with many risks. Studies have shown that people with toxic bosses are more susceptible to chronic stress, depression, anxiety, and even physical health problems like heart attacks. If you do decide to quit, it's crucial to do so professionally and gracefully. Line up your next move, give proper notice, create a transition timeline, and be prepared to leave early if necessary. Resist the urge to bad mouth your boss during potential job interviews or after landing a new job, as this can reflect poorly on you. In conclusion, working with a difficult boss is a common challenge that requires a strategic and proactive approach. By understanding the dynamics at play, focusing on what you can control, and prioritising your well-being, you can navigate this challenging situation and continue to grow in your career. Are you struggling to navigate a challenging relationship with your boss? As an executive coach, I'm here to help you develop the strategies and skills needed to thrive in your career. Contact me today to learn more about how executive coaching can support your professional growth and well-being. Acknowledgment: "How to Work with a Bad Boss" - Harvard Business Review In executive leadership, there's a common misconception that leaders must appear flawless. Yet, truly effective leaders know that acknowledging their limitations and seeking help not only broadens their abilities but also cultivates a workplace culture of teamwork and support.
The Myth of the Invincible Leader Many leaders feel compelled to project an image of invincibility to gain respect and authority. This view isn't just unrealistic—it's also unsustainable. Believing that they need to appear superhuman, leaders often miss opportunities to connect on a human level, which is vital for genuine respect and loyalty. Vulnerability as a Leadership Asset Recognising that vulnerability is an asset is a deeper truth about leadership. When leaders acknowledge their weaknesses, it doesn't undercut their authority. Rather, it humanizes them, making them more accessible to their teams. Leaders who are open about their shortcomings and seek help when needed are more likely to inspire loyalty and commitment. This bond is crucial for creating an environment where every team member feels valued and understood. Strategic Approaches to Seeking Help Mastering the art of asking for help is essential for every leader. Here are some effective strategies:
The Impact of Seeking Help on Workplace Culture When leaders are open to asking for help, they establish a precedent within the organization. It becomes a place where teamwork and mutual support are foundational, where no one has to tackle challenges alone. This cultural shift can significantly enhance morale, productivity, and innovation, as team members feel secure in seeking assistance whenever necessary. Key Insights
Are you prepared to redefine your approach to leadership by recognizing the strength in vulnerability? Let’s work together to refine your leadership skills and nurture a more supportive workplace environment. Acknowledgment: The insights shared in this piece are gleaned from an HBR article 'The Best Leaders aren't afraid to ask for help": https://hbr.org/2019/01/the-best-leaders-arent-afraid-to-ask-for-help In the contemporary corporate arena, the success of an organisation hinges not just on strategic decisions and market prowess but significantly on the coherence between the declared company values and the behaviours exhibited by its leaders. This alignment—or the lack of it—can profoundly impact employee engagement, organisational reputation, and overall performance.
Consider a scenario where leaders vocalise commitment to transparency and open communication as pivotal company values. Yet, in practice, these same leaders might withhold critical information, fostering an environment of doubt and mistrust. Such discrepancies between stated values and actual behaviours can severely undermine employee morale and organisational effectiveness:
Practical Steps for Leaders: To mitigate the risk of disengagement and build a truly value-driven workplace, leaders can adopt several actionable strategies:
Leadership demands more than just driving the company towards financial success; it requires nurturing an environment where values are actively practised and lived. When senior executives exemplify the values they espouse, they establish a culture of trust and engagement, propelling the organisation forward. Authentic leadership fosters a morally sound environment, reducing the likelihood of employee turnover and enhancing organisational reputation. Key Learnings:
Are you ensuring that your leadership actions reflect your organisational values? Discover how our executive coaching services can help you enhance alignment, boost engagement, and drive success. Acknowledgement: "Employees Are Sick of Being Asked to Make Moral Compromises" by HBR. As an executive coach, I've seen it time and again: the leadership approach that works for a scrappy team of 5 often falls short for a team of 50. When you're leading a small, tight-knit group, it's easy to be involved in every decision and project. You can manage everyone directly, provide constant feedback, and pivot quickly based on new information.
But as your team expands, this hands-on style becomes unsustainable. You can't be the expert on everything or make every call. Trying to do so leads to bottlenecks, burnout, and disengagement. Your role as a leader must scale along with your organisation. Consider the contrasting stories of two executives I've coached: Executive A was the founder of a successful hospitality -tech software scale-up. In the early days, they were constantly pairing with developers, whiteboarding with the design team, and getting customer feedback themselves. Their team was small but mighty - a group that felt more like a family. They moved fast, broke things, and celebrated wins together. The founder was in their element as a leader who led from the front lines. Five years later, business was booming but the founder was drowning. The team had grow but the founder was still trying to manage everything directly. Days filled with back-to-back meetings left little time for strategic thinking. Emails and messages piled up faster than they could reply. Managers felt micromanaged and talented employees were starting to disengage. The founder's leadership style hadn't evolved with the needs of the now larger and more complex organisation. Executive B took a different approach as their market place company scaled. Having experienced the pains of hypergrowth before, they were determined not to become a bottleneck. From the beginning, they focused on hiring exceptional leaders and empowering them to build out their teams and strategies. They communicated their vision and priorities clearly, then gave their leaders space to execute. As the company grew, Executive B invested more time in strengthening relationships with their direct reports. They held regular 1:1s to discuss goals, challenges, and development. In leadership team meetings, they invited debate and made sure to draw out diverse perspectives before making key decisions. Executive B also blocked off time for learning and reflection, knowing they couldn't depend solely on past experience to navigate new challenges. The Expert vs the Learner These stories illustrate a key tension that leaders face as their teams grow: the tension between being the expert and being the learner. In a small team, leaders are often the most experienced and knowledgeable. Their teams look to them for technical expertise and quick judgment calls. But as teams scale, it becomes impossible for leaders to be the expert on everything. The skills that get you to 10 people aren't the same ones that get you to 100. Leaders must shift to being learners, seeking out diverse perspectives and empowering others to make decisions. This is especially true when it comes to navigating change, like a digital transformation. Leaders who stay curious and open-minded can adapt more quickly. The Constant vs the Adaptor Another tension is between constancy and adaptability. Leaders are expected to have strong conviction in their decisions. Changing your mind too often can erode trust. At the same time, in a fast-moving environment, sticking rigidly to a plan in the face of new information is a recipe for failure. Great leaders balance having a clear vision with being willing to adjust their approach based on data and feedback. They view mistakes as learning opportunities rather than weaknesses. When Executive B realised a new product wasn't gaining traction, they quickly pivoted the team to a new direction. Their transparency about the misstep and commitment to moving forward kept the team engaged. The Teller vs the Listener In a small team, leaders often default to telling rather than listening. With fewer moving parts, it's easier to keep track of everything and make centralised decisions. As teams grow, effective leaders spend more time listening than talking. They ask probing questions and seek to understand before being understood. This doesn't mean abdicating responsibility or neglecting to share your perspective. But it does mean balancing advocacy with inquiry, making space for others to challenge your assumptions. The Power Holder vs the Power Sharer Perhaps the biggest shift leaders must make as their teams expand is from holding power to sharing power. This can feel counterintuitive, especially for executives used to being the decision-maker. But trying to maintain control over everything quickly becomes a limitation to growth. Effective leaders empower others to lead, even if it means decisions are made differently than they would have done. They set clear goals and boundaries, then step back and let their teams execute. Becoming the Leader Your Growing Team Needs So how can you evolve your leadership style to meet the needs of your scaling organisation? Based on my work with hundreds of executives, here are some key recommendations:
Leading at scale is hard. It requires letting go of old habits and developing new muscles. It can be uncomfortable and even scary at times. But it's so worth it. When you evolve your leadership style to empower your team, you enable them to achieve more than you ever could alone. You create an organisation that is adaptable, resilient and primed for growth. Key Learnings:
Navigating leadership challenges as your team expands doesn't have to be a solo journey. Our executive coaching programmes provide personalised support to help you become the leader your organisation needs at every stage. Ready to take your leadership to the next level? Let's talk. This article was adapted from ideas in "As Your Team Gets Bigger, Your Leadership Style Has to Adapt" by Julie Zhuo, originally published in Harvard Business Review, and "Seven Leadership Tensions to Manage as Teams Grow" published in MIT Sloan Management Review. In today's rapidly evolving professional landscape, career transitions have become increasingly common. Whether driven by a desire for personal growth, a longing for greater fulfillment, or the need to adapt to changing industry demands, making a successful career change can be a daunting prospect.
As an executive coach, I've had the privilege of guiding numerous individuals through this transformative journey, helping them navigate the challenges and seize the opportunities that come with embarking on a new path. Recent studies have highlighted the growing trend of career transitions, with nearly 50 million Americans quitting or changing careers in 2021 alone. This number is expected to rise in the coming years, as 74% of workers express a readiness to acquire new skills to remain employable. Interestingly, younger professionals aged 18 to 29 are more likely to make significant shifts in their field of work compared to their older counterparts. Making a career transition is not just about acquiring new skills or finding a different job; it's a profound lifestyle redesign that often requires a reevaluation of your values, goals, and sense of purpose. It's natural to feel a mix of excitement and apprehension as you contemplate leaving the familiar behind and embarking on a new journey. The key is to approach this transition with self-awareness, curiosity, and a willingness to experiment. A Framework for Successful Career Transitions: Drawing from my experience as an executive coach and the insights gained from guiding clients through career changes, here is a framework to help you navigate this process effectively. Reflect on Your Motivations and Inspirations Begin by engaging in deep self-reflection to understand what drives you, both professionally and personally. Ask yourself questions such as:
Assess Your Current Skills and Identify Areas for Development Transitioning to a new field doesn't necessarily mean starting from scratch. Many skills, such as strong communication, collaboration, emotional intelligence, and technical proficiencies, are transferable across industries. Take stock of your current skill set and identify the areas where you need to bridge the gap. Strategies for skill development include:
Tips for effective resume and cover letter customization:
Making a successful career transition often requires a willingness to experiment, take risks, and persist in the face of challenges. Expect and embrace rejections as part of the process, recognizing that finding the right opportunity may take time. Strategies for navigating the transition process:
Key Learnings:
Navigating a career transition can be a complex and deeply personal journey, but with the right mindset, strategies, and support, it can also be an immensely rewarding one. As an executive coach, my role is to guide clients through this process, helping them identify their strengths, bridge skill gaps, and cultivate the resilience needed to thrive in their new professional path. Acknowledgements: "4 Steps to Making a Successful Career Change" and "The Right Way to Make a Big Career Transition" from Harvard Business Review. Are you considering a career transition but feeling unsure about how to navigate the process? As an executive coach, I'm here to support you in making a successful change, aligning your values, skills, and aspirations to create a fulfilling professional future. Contact me today to learn more about how executive coaching can help you embrace change and achieve your career goals. Transforming Career Plateaus: An Executive's Guide to Renewal.
In the fast-paced world of senior executives leaders, hitting a career plateau can often feel like an unexpected halt in a linear journey of constant achievement and growth. The sensation of no longer progressing, despite your efforts and past successes, can lead to feelings of uncertainty and doubt. However, what if this plateau wasn't a barrier but a hidden opportunity for deeper, more substantial growth? Embracing the Plateau: A Moment of Reflection The plateau phase, characterised by a period of stagnation, is actually a signal for a much-needed pause and reflection. It prompts us to question our current trajectory and reassess our goals, values, and methods. This is not a time for hasty decisions but for thoughtful consideration of what truly drives and fulfils us in our professional lives. The Hidden Opportunities of a Career Plateau
The Three Ps: Purpose, People, Pace Drawing insights from the journey of countless professionals, we find that overcoming a career plateau often comes down to three key elements: purpose, people, and pace. Understanding whom you want to serve, aligning with people who bring out the best in you, and finding the right pace for your career growth are essential steps in moving beyond the plateau. Recognising the Signs of Misalignment It's crucial to be aware of the signs that your job may no longer be the right fit. These can include a lack of enthusiasm for your work, feeling constantly overwhelmed, losing sight of your career's impact, and feeling disconnected from your company's values. Recognising these signs early can help you make proactive changes to realign your career with your goals. Actionable Steps
Transforming Plateaus into Launchpads By embracing the plateau as an opportunity for deep reflection and strategic realignment, you can transform this perceived standstill into a powerful launchpad for your next phase of growth. The journey through and beyond a plateau is as much about personal development as it is about professional advancement. It's an opportunity to delve deeper into what truly motivates you, refine your vision for the future, and take intentional steps towards a career that is not only successful but also deeply fulfilling. Are You Ready to Transform Your Career Plateau? Our executive coaching services are designed to guide you through these transformative periods. By leveraging insights from industry-leading analyses and practical strategies for overcoming career plateaus, we can help you turn your current standstill into a springboard for success. In navigating your career's ebbs and flows, remember that plateaus are not endpoints but waypoints. They offer a chance to reassess, realign, and reinvigorate your journey towards a career that's not just successful, but also meaningful and fulfilling. Your career plateau doesn't have to be a period of stagnation. With the right approach and support, it can become a defining moment in your journey towards achieving your greatest potential. Are you ready to transform your career plateau into your next big leap forward? In the ever-evolving landscape of modern business, many senior executives and culture leaders find themselves at a pivotal juncture – the career plateau.
This is a phase where, despite your achievements and expertise, further advancement seems ambiguous or non-existent. It's a common narrative for high achievers, yet it often goes undiscussed in professional circles. This article aims to shed light on this critical stage and offer actionable strategies for those who feel they've topped out in their current roles, drawing insights from notable Harvard Business Review articles and my executive coaching experience. The Plateau: A Hidden Opportunity Imagine a scenario where you, like many senior professionals, have reached a point in your career where upward mobility seems to stall. The path to promotion is unclear, and the landscape ahead appears daunting. This stage, often termed as a career plateau, isn't a sign of a dead-end but rather a hidden opportunity for growth and reinvention. Understanding the Modern Career Landscape In understanding this phenomenon, it's vital to acknowledge the shift in how organizations invest in employee development. As highlighted in the Harvard Business Review's article, "6 Ways to Take Control of Your Career Development If Your Company Doesn’t Care About It," there's a noticeable decline in formal training and development initiatives by companies. This trend, coupled with the average job tenure now averaging about four years, suggests a new era of 'do-it-yourself' career development. Taking Charge of Your Development When faced with a career plateau, the onus falls on the individual to take control of their career path. This proactive approach involves:
As an executive coach, my role is to guide you through these uncertain times. Together, we can:
Your Path Forward Navigating a career plateau requires resilience, adaptability, and a proactive mindset. It's about taking control of your career development, embracing the uncertainty of the current corporate climate, and relentlessly pursuing personal and professional growth. Remember, a plateau is not a dead-end but a vantage point from which to view new horizons. Navigating a career plateau demands a proactive, introspective approach. It's about taking charge of one’s development, expanding networks, embracing change, and seeking mentorship. In uncertain times, focusing on who you need to be, the process over outcomes, and developing learning agility are key to unlocking new career avenues. As an executive coach, I encourage you to reflect on these strategies. Are you ready to take the next step in your career, to ascend beyond the plateau and explore new professional horizons? If so, let’s connect and chart a course to your next summit. Acknowledgement: This discussion incorporates insights from the Harvard Business Review articles "6 Ways to Take Control of Your Career Development If Your Company Doesn’t Care About It." In the face of economic uncertainty, many organisations are confronted with the difficult decision to downsize their workforce. As a leader, steering your team through the turbulent waters of layoffs can be one of the most challenging aspects of your role. The emotional toll on those who remain, often referred to as "survivor's guilt," can be profound, impacting productivity, morale, and the overall health of your organisation. In this article, we explore strategies for leaders to navigate this emotional landscape, support their teams, and maintain a culture of resilience and trust.
The Impact of Survivor's Guilt: Studies show that nearly three-quarters of employees retained after a layoff experienced a decline in productivity, while 69% reported a deterioration in the quality of their company's product or service. Feelings of guilt, anxiety, and anger are common among survivors, stemming from the loss of close colleagues and a sense of uncertainty about their own future. A Leader's Journey Through Layoffs: Imagine a Leader stepping into a meeting room, the tension palpable among her team. Just days before, the company had announced a round of layoffs, and the shock waves were still reverberating through the organisation. The Leader took a deep breath and addressed her team, acknowledging the range of emotions they were experiencing and reassuring them that they would get through this together. Over the next few weeks, the Leader made it her mission to support her team through this challenging time. She scheduled one-on-one meetings with each team member, listening to their concerns and offering guidance and reassurance. She organised town hall meetings, where she transparently discussed the reasons behind the layoffs and the steps the company was taking to support those who had been let go. Slowly but surely, the Leader began to see a shift in her team's morale. They started to engage more in meetings, sharing ideas and supporting one another. The VP made a point to celebrate their successes, no matter how small, and to remind them of the impact their work had on their customers and the community. Leading with Empathy and Transparency: As an executive coach, I emphasise the importance of acknowledging the emotional impact of layoffs on your team. Encourage open discussions and provide a safe space for employees to process their feelings. Be transparent about the reasons behind the layoffs and the steps taken to support those who were let go, such as severance packages and career transition services. Communicate consistently and frequently, addressing concerns and reiterating the company's vision and values. Rebuilding Trust and Morale: Engage with your team members one-on-one to understand their individual concerns and provide personalised support. Provide opportunities for employees to contribute to the company's future direction, fostering a sense of ownership and control. Celebrate small wins and recognise the efforts of your team, reinforcing the value of their contributions. Connecting Work to Purpose: Help your team rediscover the meaning and purpose in their work, connecting their efforts to the broader impact on customers, colleagues, and the community. Share stories that highlight the positive difference your organisation makes, reinforcing the importance of each individual's role. Investing in Your Team's Resilience: Provide resources and training to help your team build resilience skills, such as stress management, mindfulness, and effective communication. Model self-care and encourage your team to prioritise their mental and emotional well-being. Foster a culture of learning and growth, emphasising that setbacks can be opportunities for development and innovation. Key Learnings:
Leading during layoffs requires a delicate balance of empathy, transparency, and vision. By acknowledging the emotional impact on your team, rebuilding trust, and connecting work to purpose, you can navigate this challenging landscape and emerge with a more resilient, engaged workforce. Remember, your team looks to you for guidance and support during these difficult times. By leading with compassion and authenticity, you can create a culture that not only survives but thrives in the face of adversity. Are you facing the challenge of leading your team through a layoff? As an executive coach, I am here to support you in navigating this emotional landscape, rebuilding trust, and fostering resilience in your team. Contact me today to learn more about how executive coaching can help you lead with empathy and authenticity during these challenging times. In the ever-evolving landscape of the business world, the concept of leadership is undergoing a significant transformation. Gone are the days when leadership was purely about directives coming down from the executive echelons. Today, the ability to guide a team to success without relying on direct executive input has become not just an admirable skill but a critical necessity. This shift calls for a deeper exploration of what it means to lead in such an environment, offering valuable insights for senior executives and people and culture leaders alike.
Imagine a scenario where the guiding hand of executive leadership is light, yet the expectations for team performance and unity are as high as ever. In this setting, leadership morphs into a collective effort rather than a one-person show. The secret to thriving in such a scenario lies in creating an atmosphere where every team member feels empowered to contribute, collaborate, and innovate. Empowering Leadership without Executive Direction: Key Strategies
Consider the journey of a tech company team navigating the tumultuous period following their CEO's sudden departure. Initially adrift, the team found themselves in a leadership vacuum. It was during this interim, waiting for a new CEO, that an emergent form of leadership began to take shape. Sarah, a senior manager, recognized the opportunity amidst the chaos. She initiated brainstorming sessions aimed at redefining the team's goals, placing a strong emphasis on collaboration and innovation. Under Sarah's guidance, the team discovered a new sense of purpose and direction, achieving a level of productivity and morale previously unseen. This narrative is a testament to the potential that lies in leadership beyond traditional executive command. The insights from a recent HBR article ("5 Reasons Your Employees Don’t Understand Your Company’s Vision") underscore the essence of modern leadership - clear communication, vision alignment at all levels, and the indispensability of leadership across the organisational spectrum. They highlight that a hierarchical, top-down approach isn't always the best route to achieving a company's vision, and pinpoints critical issues like communication gaps, vision misalignment, and the inconsistency between statements and actions. These challenges mirror the obstacles faced by teams operating without a clear directive from above. It underscores the importance of leaders like Sarah who tackle these issues head-on, steering their teams towards alignment and success. Key Takeaways for Transformative Leadership
This exploration of leadership dynamics invites you to reflect on your leadership style and consider how you can foster an environment of empowerment, innovation, and collective success. In an era of unprecedented technological growth and shifting demographic trends, the corporate world is witnessing a seismic shift. This landscape of change presents both a challenge and an opportunity for leadership at all levels. As the baton passes to a new generation of leaders amidst the departure of seasoned executives, the call for a redefined leadership approach, grounded in authenticity and flexibility, has never been louder.
The Opportunity in Embracing Change Organisational restructuring is not just a hurdle to overcome but a platform for growth and innovation. It offers leaders the chance to realign their aspirations with the evolving goals of their organisations, demanding a blend of self-awareness and adaptability. Imagine the journey of Emma, a mid-level manager facing the daunting prospect of redefining her role in the wake of her company's restructuring. Initially overwhelmed, Emma saw this as a blank slate—an opportunity to craft a leadership identity that resonated with her strengths and the new direction of the company. Her story exemplifies the essence of proactive adaptation, turning potential adversity into a path for personal and professional development. The Importance of Strategic Dialogue A staggering 80% of professionals hesitate to discuss career progression with their leaders, a silence that can stymie growth during times of change. Yet, strategic conversations are the key to navigating these waters effectively. By engaging in open dialogue with superiors, leaders can align their personal ambitions with the needs of the organisation, fostering a symbiotic relationship that drives collective success. Balancing Competencies and Core Values Effective leadership transcends the mastery of external competencies; it is equally about nurturing one's internal strengths—values, character, and beliefs. This holistic approach is vital in steering through the disruptive currents of today's business environment. Emma's story continued as she initiated candid discussions with her superiors, armed with a clear understanding of her values and how they could contribute to the company's objectives. She proposed innovative solutions and sought feedback, demonstrating a balance of humility and assertiveness that propelled her career forward while benefiting her team. While individual leadership development is crucial, the impact on team dynamics and organisational culture cannot be overstated. Leaders like Emma not only navigate their own paths but also influence the growth and adaptation of their teams. Recognizing the interconnectedness of individual and collective development enriches the leadership journey. Reflecting on various industries, from tech start-ups to non-profit organizations, the principles of leadership redefinition hold true. Leaders across the spectrum, regardless of their field, face similar challenges and opportunities in times of change. Their stories, rich in lessons and strategies, underscore the universal need for adaptability, communication, and alignment with core values. How are you shaping your leadership role in this dynamic era? Consider your own journey—what are your core values, and how do they align with the evolving needs of your organisation? Engage in this reflective exercise to map out your path to leadership evolution. As the corporate landscape transforms, the essence of leadership must evolve accordingly. It's a journey of balancing inner values with external demands, of engaging in strategic dialogues, and of being open to growth and innovation. Leaders who navigate these times with agility and authenticity are those who will not just survive but thrive, shaping the future of their organisations in the process. In the ever-evolving landscape of executive leadership, encountering a challenging superior is not uncommon. This blog post aims to unravel the complexities of managing conflicts with a difficult boss, emphasizing self-discipline and strategic approaches to foster a positive working environment.
Understanding and navigating the intricacies of a challenging superior is a delicate balance of self-discipline, open communication, and tactical management. It's about recognizing and adapting to your boss's needs while safeguarding your professional integrity and striving for mutual objectives. Conflicts may arise from various sources such as mismatched expectations, communication gaps, or contrasting leadership styles. The essence of overcoming these obstacles lies in pinpointing the underlying issues and tailoring your strategy to address them effectively. Strategies for Self-Discipline:
Managing Conflict with Finesse:
The journey to mastering leadership in challenging situations is rooted in adaptability and resilience. Understanding conflict dynamics and cultivating a strategic, empathetic approach are essential. Early recognition of potential issues, coupled with swift, adaptable actions, can transform professional relationships. Are you prepared to enhance your leadership skills and navigate the complexities of dealing with a difficult boss? Executive coaching could be your next step towards empowering yourself and transforming your professional relationships. By incorporating these strategies and engaging with the content through reflection and application, you're not just reading about management techniques; you're taking the first step towards becoming a more effective leader. Let’s embark on this journey together, transforming challenges into opportunities for growth. to edit. Transitioning to a role where you manage individual functional leaders for the first time can feel like navigating uncharted waters. As an executive coach with extensive experience, I've seen the unique challenges this transition poses.
This post delves into these complexities and offers actionable strategies for emerging leaders in this crucial role. As a first-time manager of managers, your role evolves. You're not only responsible for ensuring that tasks are completed to a high standard but also for supporting your direct reports in their leadership journey. It's about striking the right balance between performance management and leadership development. TLDR:
Drawing from insights in articles like Harvard Business Review's "How to Manage other Managers," let's explore this challenging but fulfilling journey. Managing managers isn't just about ensuring good work; it's equally about nurturing their ability to lead their teams effectively. It's a two-fold role that demands a nuanced approach. As Sydney Finkelstein, a professor at Dartmouth’s Tuck School of Business, notes, while some aspects of this role are similar to managing any employee, it also requires a unique set of leadership coaching skills. The Dual Responsibility of Managing Managers When you're managing managers, your role extends beyond ensuring task completion to fostering their ability to support their teams effectively. This dual responsibility calls for a nuanced approach, balancing the need for quality output with the development of your direct reports' leadership skills. Key Strategies for Effective Leadership:
In this era of technological, demographic, and social shifts, leaders face a demanding operating environment. Few possess absolutely mature inner core of values, character, and beliefs that drive their leadership behaviour. This, coupled with a lack of experience in essential competencies such as emotional intelligence, team dynamics, and effective communication, presents a significant challenge in today's global commercial arena. Who you are at your core influences your actions and how others perceive your leadership style. Intelligent Leadership® focuses on igniting, cultivating, and polishing an individual's heart, mind, and soul, supporting the creation of exceptional leadership and cultural capabilities within an organisation. As we navigate these challenging times, our focus should be on developing leaders who are not only equipped to handle current challenges but also to leave a lasting, positive impact. Are you navigating the challenges of managing managers for the first time? The transition from a seasoned executive to an entrepreneurial trailblazer represents a pivotal moment that is both thrilling and daunting. This guide is crafted to illuminate the path for senior executives contemplating this significant career pivot.
The decision to embark on an entrepreneurial venture is a leap into the unknown. It requires a blend of courage, strategic foresight, and an unwavering commitment to your vision. This narrative underscores a fundamental truth: control over outcomes is critical. It's not the volume of work that breeds stress but the lack of influence over results. This epiphany can lead to a successful entrepreneurial career, highlighting the importance of pursuing a problem you're passionate about solving. Similarly, there are other paths from working in corporate to founding a small business. It's about finding your passion, committing to it, and integrating it seamlessly into your life. The importance of a personal connection to your business is cruical the value of support networks, and the critical nature of adding value to people's lives are key themes. A guide:
This guide draws upon the wisdom and experiences shared in the HBR article, "From Corporate Executive to Entrepreneur: A Guide to Making the Leap." As an executive coaching professional, I resonate deeply with the insights and challenges outlined. The journey from executive to entrepreneur is filled with unique trials and triumphs, and it's my privilege to guide you through this transformative process. The leap from an executive role to entrepreneurship is a profound shift that offers unparalleled opportunities for growth, innovation, and personal fulfilment. By embracing your unique story, seeking the right support, and dedicating yourself to adding real value, you can navigate this transition successfully. Our executive coaching services are designed to support you every step of the way, from ideation to execution and beyond. Let's embark on this exciting journey together, transforming your executive expertise into entrepreneurial success. Explore the essence of leadership presence. Learn how to balance credibility and relatability to become a transformational leader. Gain insights into authentic communication and the role of executive coaching in leadership development.
Reflecting on Leadership Presence: Have you ever stopped to consider the impact your physical presence has on your leadership effectiveness? It's not just about the words you speak. Your physical demeanour, the energy you exude, and how you're perceived by those around you play a pivotal role. Insights from a Discussion: I recently delved into a thought-provoking conversation about the nuances of leadership presence. The takeaway was profound: effective presence transcends hierarchical positions. It's about:
This balance is the essence of a transformational leader. Consider: Beyond Executive Coaching: Leadership presence is more than a mere communication skill. It's about values and emotions that influence our thoughts and behaviours. Authentic Communication: This is a key leadership competency. It involves building genuine relationships, transparent communication, attentive listening, providing constructive feedback, positive conflict management, and influencing others for collective, not personal, gain. Enhancing Your Leadership Presence: Reflect on how you currently engage with and connect to your team. Understanding the broader benefits of executive coaching can be transformative. Executive coaching isn't just about improving individual skills; it's about fostering an environment of continuous growth, open communication, and collective success within your organisation. Executive presence is a key skill in leadership development, essential for inspiring confidence in various roles - be it subordinates, peers, or senior leaders. It's a skill that can be cultivated and is increasingly critical as one ascends the corporate ladder. Key learnings for enhancing executive presence include:
If you're interested in deepening your understanding and practice of effective leadership, consider exploring the world of executive coaching. It's a journey toward not only personal advancement but also toward uplifting your entire team. Managing up is key communication skills that can propel career growth into leadership roles.
Have you ever wondered why ambition and hard work, while crucial, aren't always the keys to ascending to the top of the professional ladder? This question often surfaces in the realm of executive coaching, where the nuances of leadership communication style play a pivotal role. I recently had the privilege of coaching an individual who embodied ambition and dedication. We'll call him John. John's objective was crystal clear: he aimed to reach the C-suite - he currently sits at the VP/GM level of a functional area within a division of his large organisation. However, like many driven individuals, he encountered a significant obstacle — his communication ‘style.’ While John was direct and to the point - a key advantage in his early years of progress through his career, this approach sometimes overshadowed his preferred/organic style, as he has gotten more senior this is creating barriers rather than impact as before. During our sessions, we dug deep into the subtleties of effective leadership communication. It was not about changing John's message, but about refining how he delivered it. One breakthrough moment came when we discussed a specific incident. John had presented a well-thought-out strategy at the quarterly planning session, but it was met with resistance. Upon reflection, we realized it wasn’t the strategy that was the issue, but rather his delivery, which hadn’t taken into account his audience's perspectives and concerns. He could not comprehend how the obvious, delivered with evidence and accuracy, directly and to the point did not resonate. This led us to explore 'managing up' — a concept that revolves around understanding and adapting to the communication styles of those at a higher level of responsibility in the organisation. We unravelled the common assumptions and expectations surrounding leadership, uncovering that effective leaders are not just directors known for decision making and direct outputs but connectors who consider the ‘domino effect’ of both strategic and tactical decisions and considerations. My executive coaching journey with John showed something profound yet simple: the essence of leadership is not just in what you say, but in how you say it (how well your message resonates). Striking a balance between assertiveness and empathy of the whole and who is in the whole is crucial. It ensures that your vision is shared, considered neutrally and embraced, not just declared. This balanced approach can significantly transform your style to one of influence, fostering stronger trust and more meaningful connections within your team and with those senior to you - and this is how ‘gravitas’ and ‘presence’ develop. As a leader or executive coach, it's essential to understand the profound impact of clear and effective communication, especially during robust displays of disagreement during challenging times. A key aspect of this is not just conveying the 'what' and the 'how,' but also, and perhaps more importantly, the 'why' and ‘how’ behind decisions and actions. This approach is not just a matter of transferring information but an exercise in influence, motivation and leadership. When addressing teams or clients, especially in high-stakes situations, it's common to focus on what needs to be done and how to do it. However, without addressing the journey to 'why,' and why itself there's a risk of leaving them unmotivated and disconnected from the purpose of the task or strategy. People naturally seek a reason for their actions, a purpose that goes beyond the execution of tasks. Providing this reason in a compelling yet humble and confident manner can be the difference between a plan that is enthusiastically embraced and one that is met with indifference. Effective communication in leadership and executive coaching involves a blend of empathy and persuasion. Empathy allows you to understand and address the perspectives and motivations of your audience. In a sense it's about stepping into their shoes and considering how the decisions or changes affect them. Persuasion, on the other hand, involves presenting your message in a way that convinces your audience of its value, and this is where explaining the 'why' becomes crucial - and the why does not always mean the best commercial case dominates - a nuance every emerging leader from a functional area needs to adjust to. To enhance communication skills in leadership and coaching, consider these key strategies:
By integrating these strategies into your communication, you not only convey information effectively but also inspire and lead more effectively. So, I turn the question to you: What are your strategies for effectively 'managing up'? How do you ensure that your communication style is not just heard but also resonates with your leadership goals? I'd love to hear your thoughts and experiences in the comments below. Have you ever found yourself at a career crossroads, grappling with a decision that’s as daunting as it is thrilling?
Picture this: a seasoned professional, known for their love of risk and transformation, weaving through the tapestry of their career. This isn't just any journey—it's a vivid mosaic of triumphs, setbacks, and bold leaps into the unknown. Think of the time they turned a project failure into a learning summit, or how they bravely switched industries, igniting a new passion. Now, they're warming the seat of an interim senior role, standing at a pivotal crossroads. It's not merely a career step; it's a deep dive into their own fears and aspirations, a chance to break personal barriers and paint the canvas of their future. In our careers, we often find ourselves in a labyrinth of decisions, each path winding around endless pros and cons. How do we find our way out? It's by probing the shadows of uncertainty, by confronting the very things that make us hesitate. Imagine untangling a complex knot inside your mind, aligning each thread with your core values and long-term aspirations. When faced with a career-defining choice, like committing to a high-stakes role, we need more than just a list of benefits and drawbacks. We need to document our goals, engage in soul-searching conversations, and grant ourselves the grace of thorough contemplation. Remember, even under the pressure of a ticking clock, every decision deserves its moment of mindful pause. But executives are often isolated - particularly the higher up they go. This is harder to do at an executive level due to the lack of inputs and guardrails in the form of other people to offer perspective. An article by Harvard Business Review on "How to Overcome Executive Isolation" discusses the challenges executives face due to isolation and offers strategies to address it. Executive isolation can compromise leadership effectiveness, decision-making, and overall well-being. This isolation isn't the same as chosen isolation; it's about the dissatisfaction associated with it. About 50% of CEOs feel isolated, and 61% believe it hinders their job performance, impacting their health and well-being. Ways to address executive isolation:
These strategies aim to reduce isolation, improve decision-making, and enhance overall leadership effectiveness. Reflect on a moment when you stood at such a crossroads in your career. What was the decision, and how did you navigate it? |