How to Cultivate an Executive-First Mindset

When I started leading a high-powered recruiting team, I had the traits of the TYRANT leaders I now call out. Here's why: Despite my degrees, certificates, and ongoing professional development, nothing prepared me to transition into leading. I still had an individual contributor (IC) mindset, which unintentionally led me to compete with my very capable team. At the time, I engaged in behaviors like: Taking over projects instead of developing my team. Working long hours, thinking it showed commitment. Making unilateral decisions vs collaborating. Giving orders instead of providing clarity and context. Hoarding information instead of communicating transparently. Prioritizing my metrics over team goals. A month in, my boss at the time sat down with me and told me to own my transition and to stop taking over work when someone asked for help. (she's one of the best Leader's I've ever had) To transform my mindset, I sought out a few internal sponsors and observed how they managed their teams. I also asked my team for feedback on where I could do better. Once I made the changes: mindset and action, I began demonstrating new leadership behaviors: Coaching my team and developing their problem-solving skills. ↳Created an authorization matrix to empower them to make decisions. Promoting work-life balance through prioritization and delegation. ↳I stopped working on vacation to set a better example. Making collaborative decisions to increase buy-in. ↳They worked on the reqs, so I asked for their ideas and where I could implement them. Painting a vision and equipping the team to get there themselves. ↳I translated the organization's vision down to how it affected our team goals. Openly communicating to build trust and transparency. ↳I promoted democratic decision-making and explained when it needed to be autocratic. Aligning on and championing team goals over my individual metrics. ↳I held weekly reviews where I celebrated their success because it was OUR success. Here's what I want you to take from this: 1. Develop your team's skills rather than trying to be the expert. 2. Delegate decisions to increase buy-in and leverage diverse perspectives. 3. Openly share information rather than hoarding knowledge and insight. 4. Recognize and elevate your team's contributions rather than taking individual credit. #aLITTLEadvice #leadership

The real reason I landed my first promotion came down to these 3 mindset shifts. 1. I shifted from a "next year” to a "3-5 year” career plan. I had always expected I’d be an executive one day, but 14 years into my career, I never thought about how I’d do that. 🤔 “Wait, you mean me being great at my job won’t just push me up the ladder?!?” Thankfully, I had a coach gently nudge me to get clear on a long-term plan so I could take intentional action. 2. I stopped fearing failure & shifted to: Failure = Learning.  I feared failure because I thought failing meant I was a failure as a person. Once I shifted to the mindset of “failure = learning,”  I was able to welcome opportunities that would stretch me. This also demonstrated to leadership that I possessed the ability to learn, flex, and adapt . Ahem, #growthmindset 💪 3. I stopped avoiding the unknown and started taking calculated risks. Because I stopped fearing failure, I no longer avoided opportunities that felt uncomfortable as a result of my insecurities. Boss: “Would you be interested in taking on a side project as a Program Manager for Strategic Initiatives?”  Me: YES PLEASE! Sure, I never program managed before and didn’t know what it entailed, but the answer was 100% YES. I knew no matter what, no matter if I sucked at it or not, I would learn something valuable. When my mindset shifted in these ways, I started choosing to be uncomfortable and was able to take more calculated risks to move me forward on my leadership journey. Often times, it just takes a few mindset shifts to reach your goals. If you haven't gotten that promotion yet, do a quick reflection and ask yourself, “What mindsets have I showed up with and are these the right ones to reach my goal, or do I need to make some shifts?" And if you’re not sure, tap into some of that inner courage I know you have, and ask your leader (or other trusted colleagues) for their thoughts. 

Here's what I've found,   #EngineeringManagers love #PersonalDevelopment only when it's something related to their career they can apply now and see a result now.   New tools. Time management systems. Networking scripts.   They want to understand Y=f(x) and point to the result, and like old me, they are too busy to waste time on fluffy stuff.    Monster mistake.   It makes sense and feels completely rational, but it's a monster mistake to leave out the "fluffy stuff" in personal development (or woo-woo or mindset or whatever bucket you throw all that mumbo jumbo into),   ...because the more one-dimensional you become in your left brain and IQ as your only strength, the faster that strength becomes your biggest weakness.   You'll fall into the stereotype of a brilliant engineer who lacks EQ.   Or worse, you'll fall into the trap of building a career that looks successful on paper but you are not enjoying it.   And the truth is, the real reason we all want new skills and career growth is not for the title or the paycheck or the size of your new team.   The real reason is what those things bring into your life experience, your lifestyle.   To be happy.   To feel significant and make a difference.   To know you are growing and reaching your full potential.   So, instead of thinking about mindset and EQ coaching as fluffy, think of a V-8 internal combustion engine.   The engine is your mind.   That's what you use to create results in your career, so it's important.   IQ and frameworks and tools are four cylinders on one side. If you only improve power, only apply oil and change the plugs on that side, your engine is OUT OF BALANCE.   EQ and energy and feeling are on the other side... rusted out with busted headers and dead spark plugs. We need to tap into our emotion and energy as part of our personal growth.   * And the most important feeling you can tap into is GRATITUDE.   When you practice gratitude, you move up the Emotional Frequence Scale (I cover this in my free in-depth training, let me know if you want a copy).   You move out of fight or flight mode and into your most resourceful state.   And your tangible work results will improve because you have more energy!   So my challenge to you is to implement one of the three practices we cover in Gratitude Engineering: 1) Start a Gratitude journal 2) Go for a Gratitude walk 3) Throw a Gratitude grenade (this is my favorite one, for sure)   Quick story.   An engineering manager was struggling with negative self talk, feeling disengaged at work, and exhausted every night after work even if the hours were reasonable.   We implemented the gratitude practices above.   First week, nothing.   But after just two weeks, he shared in our private group that it changed his entire day, then his whole week, and the positive breakthrough hasn't stopped.   The catalyst to his transformation? #Gratitude. Have you ever experienced something similar? 👇 *********** ♻️ Repost if you found this useful

Mindset Shift: Overcome Obstacles & Setbacks As an Executive Leadership Coach, I often emphasize the profound impact of language in shaping our mindset and actions. It's crucial to understand that effective communication is not just about the words we choose; it's deeply intertwined with the belief systems that underpin these words. For instance, when clients express regrets using phrases like, "I should have done this" or "I should have done that," it subtly indicates a lack of belief in their ability to execute tasks effectively. This language fosters a mindset anchored in past mistakes rather than future possibilities. To cultivate a more empowering and forward-looking perspective, I encourage adopting language that focuses on proactive strategies and solutions. For example, replacing "I should have" with "I am implementing this strategy moving forward to help improve processes" shifts the focus from past errors to future improvements. Similarly, saying "I am implementing this best practice to help activate my plan for success" transforms a regretful tone into one of determination and optimism. This subtle shift in language reflects a deeper change in belief systems - from a fixed mindset that dwells on past failures to a growth mindset that embraces learning and future successes. It's about moving from a position of self-judgment to one of self-improvement, which is essential for personal and professional growth. By consciously choosing our words, we can reshape our beliefs and, ultimately, our actions towards achieving our goals. As leaders and entrepreneurs, especially in dynamic environments, embracing this approach can significantly influence how we perceive challenges and opportunities. It encourages a culture of continuous learning and adaptation, which is vital for both individual and organizational growth. Remember, the language we use not only communicates our thoughts to others but also reinforces our belief systems within ourselves. Choose words that empower you and your team to think, believe, and act in ways that drive success and growth. Call to Action: Schedule a time so we can start working on your Vision and Goals for 2024!