Read more about the article Leadership Feedback: 3 Powerful Ways to Uncover Blind Spots and Accelerate Your Growth

Leadership Feedback: 3 Powerful Ways to Uncover Blind Spots and Accelerate Your Growth

In my years as an executive coach, I've worked with many leaders - some at the top of their field, others newer to their roles - who have one thing in common: something, often invisible, is holding them back from reaching their full potential. Sometimes, it's a habit, a belief, or simply a blind spot they can't see on their own. Take a moment to think about the best leader you've worked with. What set them apart? Was it their infectious optimism, the way they united people behind a vision, or how they encouraged you to stretch well beyond what you thought possible? That's the kind of leadership we remember. But here's the truth I often see: even the most admired leaders still have room to grow. What distinguishes the best isn't perfection - it's their willingness to keep learning and evolving. Sometimes, areas for improvement are readily apparent, but more often, they're hidden, yet impacting everything from team morale to business results. The good news? Being curious and willing to listen, you can uncover those blind spots and use them to drive your personal growth. So, where are you now in your leadership journey? Are you actively seeking feedback, or maybe you've received some surprising comments you're not sure what to do with? You may sense there's more you could be but haven't quite figured out what's standing in your way. Here's what I've learned: introspection matters but real progress begins when you invite feedback from others—the people who see you lead every day. That's where fundamental transformation starts. Blind Spots:  Hidden Opportunities for Leadership Growth Blind spots are just parts of ourselves we can't see. I've worked with leaders who thought they were being crystal clear but whose teams felt uninformed. Others considered themselves decisive but were seen as impulsive by some colleagues. Recognising these gaps in perception is the first step to becoming an even stronger leader. Research from the Center for Creative Leadership shows that most leaders - at least half - have one prominent blind spot affecting their work (CCL, 2020). So, you are not alone in this journey of self-discovery and growth! Korn Ferry categorises blind spots into three buckets: trouble connecting with others, difficulty inspiring or developing people, and having a narrow focus rather than seeing the big picture. No matter where your blind spot lands, recognising it is already a leap forward. If you want to keep growing - and help your team do the same - the most effective move is to ask for feedback from those who work alongside you every day. The Power of 360-Degree Feedback So, how do you uncover what you don't know? That's where 360-degree feedback comes in. It's one of the most powerful tools I use with my clients. By gathering insights from your direct reports, peers, manager, customers and others, you gain an honest and empowering picture of your leadership impact. The Johari Window is a great model for this: it's a four-box model…

Continue ReadingLeadership Feedback: 3 Powerful Ways to Uncover Blind Spots and Accelerate Your Growth
Read more about the article Strategic Moves for Leaders at Career Crossroads: Navigating Your Next Steps

Strategic Moves for Leaders at Career Crossroads: Navigating Your Next Steps

As an executive coach who has guided senior leaders through career transitions for over a decade, I've noticed a common theme: even the most accomplished executives experience times when their career path is unclear, and they are unsure of their next steps. So if you're feeling this way, you are not alone. Perhaps you've mastered your current job or the challenges that once ignited your passion no longer spark excitement. On the other hand, you may simply be ready for a new chapter in your career. This isn't a time to lose momentum. It's an indicator of your next growth phase and a signal to recalibrate who you are as a leader, your unique value proposition, and your aspirations. Navigating Career Crossroads Career renewal is an exciting journey and one well worth taking! You need a proven process to guide you through your options as you creatively explore all perspectives and possibilities. Here are some suggestions for that process: 1. Press Pause, Don't Pull the Plug Before making any moves, create space for strategic reflection. Block out regular time each week and treat this commitment with the same importance as a crucial board meeting. Use this time to: Write notes on your peak professional moments over the years. Identify the challenges that have most energised and motivated you. List the tasks that absorb your attention and cause you to lose track of time. Note the aspects of past jobs that drained your energy. 2. Take Stock, Assess Your Capabilities Map out your career's load-bearing walls—the core competencies, relationships, and achievements that have enabled your success. Ask yourself: What are my most significant strengths? What limitations do I have, and how have I worked around them? How broad and active is my network, and who are my strongest advocates? Where do my expertise and market opportunities intersect? 3. Create Your Personal Job Scorecard Create a personal scorecard for evaluating career options. Think of it as 'reverse recruitment': you're setting the criteria for the job that best suits you. Review the following: What were the major sources of job satisfaction for you in past roles? How can your experience enable you to add value in a new position? Which emerging industry trends intrigue you most? Are there personal circumstances that will influence your choices? 4. Uncover Hidden Opportunities When you clearly understand what you need from your next role, focus on gathering information and insights that will lead you to new opportunities. Be courageous during this discovery phase: Connect with your network in fresh ways, seeking inspiration and diverse viewpoints. Join advisory boards or mentor startups for exposure to new industries and business models. Expand your horizons by attending conferences and workshops outside your current field. Consider enriching your skill set via executive education programs tailored to your interests. 5. Think Outside the Traditional Job Box Career paths are evolving as the nature of work itself continues to change. More executives opt for a "portfolio career" instead of long-term employment. Flexibility, multiple…

Continue ReadingStrategic Moves for Leaders at Career Crossroads: Navigating Your Next Steps
Read more about the article 5 Crucial Tips For Success Before You Start Your New Leadership Role

5 Crucial Tips For Success Before You Start Your New Leadership Role

Securing a new executive role is exciting, especially when it offers career advancement and professional growth. Planning for success before diving into the position can give you a significant advantage. With 15 years of experience coaching newly hired or promoted leaders, we recognise some common mistakes and the challenges of recovering from them in the early days. Here are five crucial tips to consider before embarking on your first day on the job. 1. Get to know the business To what extent do you already know the business? Regardless of your prior knowledge or research, there will be much to learn once you begin. Be curious and open to gathering diverse insights from various people on the business, its operations, opportunities and challenges. Take detailed notes and use them to analyse the job and its context to understand fully what you are dealing with. If you discover any overlooked but problematic issues, address them promptly to create a positive impact in the short term. Newly appointed leaders tell us that documenting their findings has been invaluable for deciding how they would make a difference in the new role and for drafting an initial business plan for their manager or the board. Keep these objectives in mind; they will help you shape the questions you ask and filter the information you are given. Top Tip: Maintain a journal to record what you learn during your first 90 days.  2. Audit your leadership capability Do you view this new job as the next step in your leadership journey?  Orient yourself quickly to the job's needs by identifying the responsibilities you feel confident and well-prepared to handle. Next, explore any challenging areas and consider seeking guidance from a mentor or support from an executive coach to fast-track your learning. Reflect on how best to present yourself and your capabilities to your new colleagues. Some incoming leaders create and share an engaging story about their background, values, and priorities, allowing others to get to know them immediately. However, others neglect this incredible opportunity to make a positive first impression. Remember, when people first meet you, they are eager to learn about you and what it will be like to work with you. You can help them by establishing a warm, optimistic tone that promotes productive working relationships. Top Tip: Reflect on your personal brand to find an authentic way to describe yourself. 3. Connect with your manager How well do you know your new line manager? To establish a strong relationship with your new line manager, you must build on the rapport you developed when you were selected for the role. Observe their actions, communication style, and decision-making process to adapt effectively to their leadership style. You can expect to meet initially to discuss expectations, goals, and priorities. However, we have seen situations where this doesn't happen because the manager is preoccupied with pressing business matters or travelling. Occasionally, a manager may have such confidence in the selected candidate that they expect them to get right…

Continue Reading5 Crucial Tips For Success Before You Start Your New Leadership Role
Read more about the article Starting a new job? Adopt three important strategies for success.

Starting a new job? Adopt three important strategies for success.

Taking on a new job is exciting, especially if it is one that you have longed for. Yet, the stakes are high! It is estimated that between 50 and 70 percent of newly hired or promoted executives fail to meet expectations in some way in the first 18 months in the role. So, what causes highly motivated individuals to falter at senior levels? Perhaps, the strengths that made them successful in the past are no longer relevant and new skills are called for or they face unique challenges for which there are no obvious solutions or frame of reference. Based on over ten years of experience in guiding leader onboarding, here are some strategies for success that we know make a huge difference. 1. Clarify the job that needs to be done The first step toward establishing a clear agenda for your transition is to clarify precisely the job that needs to be done. Learn as much as you can, as fast as you can, about the business. Start by thinking about the value chain of your business and your part in it. What are you bringing to the job from previous experience that will enable you to make a positive impact? What do you need to know in order to act on the opportunities in front of you? Finding the right people and sources of information to fill gaps in your knowledge will help you fully understand the current realities of the business. Pay attention to the enablers and restrainers of revenue and how value is created. Investigate prospects for growth and anything that may be holding the business back. A speedy assessment of available resources including people, budget, equipment, technology, will be the foundation for moving forward. At the end of your first 30 days, meet with your boss to discuss your findings and realign on expectations and priorities. You may want to tweak the performance goals that were set when you arrived or discuss your resources given changes that you see need to be made. Top tip! Use a journal to record your findings, reactions and ideas. By keeping all key information in one place, you will be able to reflect on what you've learned and how your thinking is evolving over the first few months in the job. 2. Meet and greet the people You may have a full agenda arranged for you to meet key people in the business in your first week or two. If not, be proactive and reach out to connect with people. Take care to prepare yourself well. You know the saying, you only get one chance to make a good first impression! First, you need a memorable self-introduction. People want to know about you - who you are, what you've done in the past and how you work. They are assessing whether you are going to be good to deal with. Remember, they have a new boss, colleague or associate, so they are in transition too. Keep your initial introduction…

Continue ReadingStarting a new job? Adopt three important strategies for success.
Read more about the article Change Agility: a leadership priority

Change Agility: a leadership priority

Little did we know when we started writing about Learning Agility in 2019 that we were soon to face a worldwide threat that would cause millions of people to dramatically change their daily lives. We expected our next topic would focus on defining Change Agility and making a compelling case for it to be central to leadership development in 2020 and beyond. Now, we find ourselves in the grip of a global crisis. The coronavirus pandemic has reached more than 2.5 million known cases, claiming over 177,688 lives across 210 countries.* Revisiting our plan in this context, we quickly recognised that the mindset and behaviours associated with Change Agility are even more critical for leaders than before. To explain, we initially called out the need for leaders to: Understand the social needs of their people, especially during times of change. Cultivate curiosity and scan the environment diligently for opportunities and threats. Prepare for the future of work with strong growth in flexible working and remote teams. Today, we are seeing these in a new light through our coaching practice as we talk daily with leaders dealing with the critical issues of caring for their people and safeguarding the future of their business. Change Agility defined Energy for the new and different is the essence of Change Agility. We see it in people who embrace change and seek out continuous improvement, from small, incremental enhancements to large-scale transformations. As we look at the characteristics of change agile leaders, we see they: Regularly scan the environment, inside and outside the organisation, for opportunities and threats. Envision the future and project multiple scenarios to maximise their chances of success. Like to experiment and use an iterative process in devising new methods, products and services. Look outside the box to find creative and unique ideas they can bring to life. Recognise that change is unsettling for many and take steps to deal with their own feelings and alleviate the anxiety and fear of others. Encourage input from others, recognising that they themselves do not have all the solutions. How many of these are true for you? Take time to reflect on each point and ask yourself how much time and attention you devoted to practicing each one in 2019. What does this tell you about what you need to do differently in 2020? Honest self-appraisal An accurate view of our self and our capability is essential for leveraging strengths and managing weaknesses. Sometimes, we know what we need to work on for development, but don't prioritise the action steps that are required. At other times, daily pressures get in the way and we lose sight of the value of equipping ourselves with new skills, habits or the mindset that will make work easier and results more attainable. If you need inspiration on how to strengthen your Change Agility in the current environment, seek input from two or three people who know you well. Invite their suggestions on how you can strengthen your impact as an agile…

Continue ReadingChange Agility: a leadership priority
Read more about the article Developing your next generation of leaders

Developing your next generation of leaders

Do you have a model of leadership competency needed for your business to succeed? If so, you are probably using it to shape the development of your next generation of leaders. If not, you may be putting your business and your most promising people at risk as they navigate their way to becoming the leaders of tomorrow. Many organisations struggle with building the depth and breadth of leadership talent they need for the future. They may have identified their best performers, carefully chosen some courses for them and developed a list of promotion opportunities. But, somehow it doesn't all come together and there may be a nagging doubt on the return on investment in time and effort. So, how do you create the conditions where the people who can lead your organisation into the future can be nurtured and developed? This may seem a simple question, but the answer is complex. Your organisation's culture and way of operating, existing development practices and the aspirations of your people need to be taken into account. Adults are motivated to learn something if it has value to them. Therefore, a program that will equip aspiring leaders with the skills they need to achieve their career goals will have great appeal. Learning needs to be as practical as possible, providing tools and techniques for leading and managing that can be applied immediately. If the learning is delivered in a modular format so they can try out the skills and report back on progress, even better. Our suggestions for engaging your leaders of the future in meaningful development are: Use your business goals and challenges to define the capability future leaders need to succeed. Devise a program that communicates and focuses on building this capability. Select the right assessments to help participants heighten their self-awareness. Design learning experiences that integrate seamlessly with the responsibilities and work schedules of the participants. Assign participants to projects of significance to the success of your organisation. Turn up the intensity of the learning by involving senior leaders in mentoring participants.

Continue ReadingDeveloping your next generation of leaders
Read more about the article What will be your leadership legacy?

What will be your leadership legacy?

It would be hard to find a successful leader who is unable to point to a person or people who guided their path through good counsel and encouragement. As you read this, you are probably already thinking about your own experience. Who helped you get to where you are today? What did they say or do that made a difference? Leaders are often measured on how they shape the capability of the next generation of leaders as well as their personal achievements. So, are you helping others as you have been helped yourself? What do you think people will remember in years to come about your impact on their success in their careers?  How will they describe your leadership legacy? Of course, everything you do in managing your business and your people speaks volumes about your understanding of the way leaders develop. People build capability at work by taking on different jobs and learning from others. And, who better to guide them than experienced leaders who know and understand the intricacies of what it will take to succeed in their business and industry? There are compelling reasons for organisations to tap into this valuable source of expertise. They face generational change and successors must be prepared for leadership roles. Economic conditions, lean organisations and pressures to perform mean that fewer people are doing more work, so sharing expertise and best practices are critical. This is where mentoring comes in - a powerful process where the leaders of today are preparing the leaders of tomorrow. From an organisational point of view, mentoring is instrumental in achieving higher levels of employee engagement in three key areas: development opportunities career advancement prospects trust in senior management. Organisations worldwide recognize these benefits and some actively encourage mentoring through formal programs.  A growing trend is “reverse mentoring’ where a junior employee provides guidance to a senior leader, typically in areas of technology.  A double benefit!  

Continue ReadingWhat will be your leadership legacy?
Read more about the article Is leadership coaching for you?

Is leadership coaching for you?

A skilled executive coach acting as an objective and unbiased thinking partner can be invaluable if you are facing change or simply want to hone your leadership skills. Your coach can help diagnose the gap between where you are now and where you want to be, and be resourceful with ideas on how you can get there. So how do you find the right coach for you? An important consideration when choosing a coach is to understand a little more about them as a person, as well as their style and approach, so that you can decide if the coach is the right ‘fit’ for you. Here are 7 things to consider when choosing your executive coach: What coaching experience and qualifications do they have? Can the coach provide you with testimonials? What examples of success can the coach share with you? Do they have experience in your industry? Have they coached leaders at a similar level to you? What types of assessment tools do they use to evaluate skills? What time frame are they allowing for the coaching assignment? Research over the past decade clearly demonstrates the positive impact of coaching on people and on business results. You can expect to benefit in various ways: Greater self-awareness More clarity and focus on your role New ways to build relationships with colleagues and other stakeholders Ideas for overcoming difficult workplace issues Improved business performance Coaching is increasingly being recognised as a powerful partnership that inspires an individual to make changes to achieve fulfilling results, personally and professionally. And, with the right coach, that partnership can be a richly rewarding experience that gives you long-lasting benefits.

Continue ReadingIs leadership coaching for you?