Leading and Self-Care for Leaders in Crisis — a Brain-Based Approach
Last week we discussed Trap #1 for Leaders in Transition: What They Don’t Tell You in Your Executive Job Description. My simple advice to you was this: If you are an executive in a new role or preparing for one, and you feel that expectations have not been communicated specifically enough, just go and ask!
As easy as this may sound, many of the newly promoted leaders I coach are so busy getting things done that they rarely take the time to identify who their stakeholders actually are. If you don’t take care of all key stakeholders, they can easily sabotage your new career and reputation.
Generally speaking you have two groups of stakeholders:
- Stakeholders related with organizational success. These are people who will work alongside you and your team. Your relationship and communication with them can subtly or overtly undermine your effectiveness, however brilliantly you are leading your team.
- Stakeholders involved with your further career advancement. These are people who are observing and watching your progress, making decisions about where – and if – you will fit in their organization in the future.
Relationships are the very foundation of your success in your new role. If you want to avoid the trap of having others ruin your career, then you need to be able to answer the following questions:
- Who do you serve internally and externally?
- Who holds power, either formally and informally?
- Who influences who — positive as well as negative; who are the ‘gossipers’?
- Who can be your allies?
- Who will decide about your next career move?
- Who may be future key stakeholders?
You might find it helpful to create a stakeholder map, so that the interaction between these stakeholders is mapped out visually. Look at it strategically and consider which links will nurture, and which might sabotage your career. With this in mind, you can plan deliberate actions to cement strong relationships where you need them most.
If you want to survive and thrive during your first few months in your new executive job, then you have to avoid the trap of silent stakeholders who could ruin your reputation before you gain momentum.
May you hit the ground running and create the right impact!
In my next article, you will discover that it is not only silent stakeholders but hidden goals that can sabotage your new career…
Related Posts:
Nine Traps that Can Sabotage Your New Executive Career
Trap #3 That Can Sabotage Your New Executive Career — The Goals You Don’t Even Know Exist
Trap #4 That Can Sabotage Your New Executive Career — The Skills You Never Knew You Needed
Trap #5 That Can Sabotage Your New Executive Career— The Quick Wins That Turn to QuickSand
Trap #6 That Can Sabotage Your New Executive Career — Forging Ahead Whilst Leaving Your Team Behind
Trap #7 That Can Sabotage Your New Executive Career — The Trap of Doing It All By Yourself
Trap #8 That Can Sabotage Your New Executive Career — Believing Your Own Hype
Trap #9 That Can Sabotage Your New Executive Career — Losing Yourself in the Rush to Success
If you would like an individual consultation on how to hit the ground running and create the right impact as an executive in transition, contact me now:
email: gerrit@vivocoaching.com
phone: +66-2 107 2025
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