Challenge
A promising leader suddenly found herself managing a much larger team. On the surface she seemed like many mid-career managers. She was juggling endless responsibilities with a smile. Underneath, she felt stressed and overwhelmed. Her manager told me, “I think she just needs help prioritizing.”
But the real issue ran deeper. What had fueled her early career, technical excellence, saying yes to every request, and being endlessly agreeable was no longer enough. She was now leading a department, facing difficult team dynamics and tough cross-department negotiations. Doubling down on old habits wasn’t working. She had reached a career inflection point.
Approach
We met every two weeks in focused one-hour sessions. I started by creating a safe space where she could reflect honestly on her experiences and emotions. Once trust was built, we tackled her real challenges head-on.
Each session, she shared her game plan. Together, we explored alternative approaches—broadening her toolkit for leadership, collaboration, and management. I gave her practical “homework” assignments to keep her momentum between sessions, from observing senior leaders to practicing new strategies in real time.
We emphasized three big shifts:
• Delegation (letting go of doing it all herself)
• Releasing perfectionism
• Managing up more effectively
Role-playing exercises gave her a safe way to practice these new skills before applying them on the job.
Outcome
Within months, she was thriving again—more confident, more strategic, and far less stressed. She not only regained her footing but also became excited about mentoring junior colleagues.
For me, this was the most energizing part: watching a talented leader realize she could move beyond old patterns, embrace new tools, and step fully into her leadership potential.
