We can focus so much on getting the promotion that we start to crumble once we do.
Lena, a client of mine, is a perfect example.
After landing a Senior Director role she’d been after for ages, she thought all her work had finally paid off.
But then the doubt started to creep in.
- She grew nervous about living up to everyone’s expectations after she inherited a new and larger team, many of whom were older and had been at the company longer than she had.
- She spun into overthinking and overanalyzing everything and everyone as a way to stir up evidence that she wasn’t doing enough.
- She focused too much on wanting to be liked and; in turn, becoming too scared to speak up.
- She was spending too much time in rumination instead of strategizing how to set up her new team and org.
She confided in one of her mentors who recommended working with an executive coach.
It was the best thing she could’ve done.
I designed The Powerhouse Blueprint for female leaders crossing the threshold from managers to leaders, so Lena was a perfect fit.
I narrowed the areas of focus and worked on our pillars of opportunity.
THE PRESENCE PILLAR
She, like so many leaders, was losing her way because she didn’t know what kind of leader she was and wanted to be. Without that clarity, her executive presence fell flat.
We crafted her leadership brand and story based on her core strengths and values into a strong executive pitch.
Once she got in touch with what she stood for, she knew exactly why she was the right person for the role. With reinstated confidence, she could now focus her energies on setting up her team and org for success instead of wasting her time worrying about what everyone thought of her.
THE STRATEGY PILLAR
She, like so many leaders, was promoted and took on a big team, but didn’t shift the way she worked. Lena wanted to give each team member the time and energy she’d given in the past. She wanted to dig into every project and deliverable and ensure the quality was up to her standards. But it doesn’t work like that. There’s way too much work and way too many people to keep doing it the old way.
Working smarter, not harder as a more strategic leader focusing on creating a vision, improving and innovating processes, and driving the company forward. More specifically:
- Identifying the top performers on her team.
- Structuring her team to expand top performer responsibilities and have them manage team members. This way, she was only directly managing 4 people and giving expanded opportunities to her top-performing people.
- We added weekly stakeholder meetings to her schedule in the form of 1-1’s with her new peers and skip level managers so she could be on the pulse of the big picture context in order to craft a vision for her team and her org.
- We introduced “Deep Time”, a weekly non-negotiable time block for her to sit alone and think.
Over our 6-month coaching timelines, these leadership practices became habits and set her up to not only be successful in the Senior Director role but become VP, which she landed not even a year later.
Over a matter of months, Lena went from full-blown doubt to absolutely owning her new role.
She became the leader she always felt she could be.
She commanded a room the way she always wanted to.
She climbed the ladder to have the influence she was meant for.
All because she hired the support she needed to bridge the gap between manager and leader.
If you’re having trouble in the same threshold, let’s get on a free 30-minute call to see where you’re at and how The Powerhouse Blueprint can help you.