Transitioning to Senior Leadership: From Task Manager to Champion

When we asked executive leaders to describe what effective senior leaders do, their responses centered around empowering people (versus micromanaging) and building others up. Here were a few of the raw comments from the executives we surveyed. 

The effective senior leader…

Transitioning to Senior Leadership: Allowing for Dialogue

In our last two posts we've focused on how to make the mindset shift from consensus or compliance (depending on your tendencies) to commitment. The first of three focus areas was to provide intentional and structured communication to help win the hearts and minds of your people. The second was explaining the Big Why

Allow for Dialogue

Transitioning to Senior Leadership: Explaining your Rationale

In our last post, we began the discussion on how to actually make the shift from consensus or compliance (depending on your tendencies) to commitment. The first of three focus areas was to provide intentional and structured communication to help win the hearts and minds of your people. 

The second, outlined here, is to explain "The Big Why." 

Have the Weird Conversations

Have you ever found yourself in a weird space at work - an awkward, strange, uncomfortable, how-did-this-happen kind of place? And then you just let it pass…and pass…and pass? 

Transitioning to Senior Leadership: Leading With Strategic Vision

In our last two posts, we began to explore the second mindset shift that leaders need to make to successfully navigate the transition into senior leadership. It’s a shift from a Problem Orientation to an Outcome Orientation.

Transitioning to Senior Leadership: The Importance of Peer Relationships

In our last post, we began to explore the second mindset shift that leaders need to make to successfully navigate the transition into senior leadership. It’s a shift from a problem orientation to an outcome orientation.

The three components to actually making this shift are (1) cross-organizational advocacy, (2) driving strategic vision, and (3) building people capacity. We’ll explore the first component in this post.

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