Your large multinational organization may seem to have unlimited resources. Alas, you wish you could have a little bit of the agility and effectiveness of one-man shows!
As a leader in a new role you are in the spotlight. Everyone is watching you to see how well the ‘promising talent’ is doing. Decision makers are anxious to prove that promoting you (and not the other guy) was the right choice. Your desire to create some ‘quick wins’ is understandable. But be careful not to drown in the quicksand you might create.
It’s not the obvious things that are likely to sabotage your new career, but the things you least expect or don’t know about. You may know what’s expected from you in your new executive role, but do you know what skills and competencies you need specifically to excel in your new job?
Reflecting on the last five years in leadership development and executive coaching, here are the top five leadership challenges I have encountered: Busyness, Motivation, Employee Engagement, Perception Management – and, well, the question whether you are in the right job…
360 Degree Feedback is a great tool to kick-start your leadership development! As Eric Schmidt, former CEO of Google, pointed out in his famous Fortune interview: “one thing that people are never good at is seeing themselves as others see them”. A 360 Degree Feedback gives you valuable insights in how other people see you compared to how you see yourself.
Are you leader who delivers great results but you still missed the last promotion? Maybe the reason is you are not hitting these goals that you didn’t even know exist.
Trap #2 That Can Sabotage Your New Executive Career —The Silent Stakeholders Who Can Ruin Your Reputation
Newly promoted leaders I coach are usually very busy getting things done. Too busy to take the time to identify who their key stakeholders are. Not taking care of all your key stakeholders though can easily sabotage your new executive career…
Most executives I work with are highly skilled in strategic thinking; setting the direction is not a problem for them. Following the direction is! And this ability is what distinguishes outstanding leaders from the rest.
And here is where your classic to do lists and fancy apps fail. We all know what we “should” do, don’t we? At least equally important to knowing what to do is knowing what not do do.
Why do some executive coaching assignments yield much better results than others? When I reviewed my coaching assignments of the past few years, I discovered one difference that makes a big difference….
Executives and senior managers in new roles want to get results fast, and convince their bosses that they have made the right decision by promoting them and not the guy in the office next door. If you are transition