Pauline Triggiani’s Post

Are you an aspiring leader ready to land your first role? When I speak to those looking to become strong leaders, one thing I hear often is that, although they have had training and know that they are inspired to think with their head and lead with their heart, many also are concerned that their inexperience in an official leadership role will hold them back. I experienced this as well. People want to hire leaders with experience, but in order to get experience, we feel we need to secure that first official position. And for me, I was very frustrated by this! I knew I could learn quickly while still having an impact on the different organizations that I applied with, but being able to get others to see that...well that was definitely a challenge! This is one of the reasons that I developed my program, Leadership Lessons. We work on ways to establish your leadership persona and gain experiences that will help you secure that first leadership role. I give you a proven roadmap that will not only build your skills, but also increase your confidence so that when you walk into that first interview, you can nail it and become the leader you were meant to be! Leadership Lessons is open for enrollment and the best way for you, the aspiring leader, to secure your first role as a valued and trusted leader! Comment below for details!

What is leadership to you? Autumn into winter I become reflective. I’ve been working in the world of organisational leadership development for around 40 years and have worked under some historic corporate leaders, met some awesome leaders from the worlds of global politics, sport, academia, culture and business. I’ve seen how the supposed wisdom about what leadership is has evolved and how various themes recur with different terminology. I’ve tried to contribute by leading something myself - after all leadership is a participation sport not a spectator sport! In a challenge to myself I have considered my learning about leadership informed by my lived experience and drawn from those great leaders I have had, and still have, the privilege to work with. My aspirational leadership playbook: - Articulate your why - Contribute at your chosen level - Live your values - Act on your decisions - Find your leadership soul-mate - Question - Notice what you aren’t noticing - Connect emotionally - Challenge stereotypes - Do what you love and call it work What would you include in your leadership playbook or advice to future leaders?

Can I let you in on a secret? I have a big problem with the way most leaders lead. Too many leaders are hired based on their success as strong individual contributors. Excelling in a specific role doesn't always translate to effective leadership – we know this. When we promote leaders without providing proper leadership training, they often focus on the day-to-day tasks of their team rather than leading and developing their people. I work with many leaders and also the employees of leaders and I see firsthand the negative ripple effect this has for people and organizations. If you are a leader or an aspiring leader there is tremendous benefits that come from working with a mindset coach. As you build your self-awareness you'll uncover the blind spots holding you back in your leadership role. Not to mention it will increase your capacity to inspire, motivate, develop your team members, communicate a vision, build trust, and foster a positive team culture. When we invest in this kind of professional development for our leaders, we all win – our leaders, our teams and our organizations.

WHEN YOU ARE A LEADER, YOU ARE NO LONGER RESPONSIBLE FOR DOING THE JOB; YOU ARE NOW RESPONSIBLE FOR INSPIRING, COACHING, MENTORING AND MOTIVATING YOUR TEAM TO PRODUCE THEIR VERY BEST WORK. Many people are promoted or recruited into leadership positions without understanding the fundamental philosophy of leadership: It’s all about people. When you are a leader, you are no longer responsible for doing the job; you are now responsible for inspiring, coaching, mentoring and motivating your team to become the very best version of themselves, which will help them produce their very best work. One must remember that the talents that make a person successful in a previous, non-leadership role are rarely the same ones that will make them excel as leaders. This is why we have many companies grossly over-managed and severely under-led. When a leader can inspire and empower their team to become the very best version of themselves by challenging their assumptions of what they can accomplish, they can now empower their team to believe in the impossible and produce unimaginable results to the astonishment of many. By: Leadership First.

There are TWO reasons middle management sucks… 👉🏻 Zero ‘Leadership’ training 👉🏻 You’re self-taught in ‘Leadership’ 9 out of 10 managers (Directors, VPs, SVPs) like you are hitting the wall inside their company. To begin, you’ve never been taught leadership. You’re ill-equipped to lead in the absence of a world-class development program. In addition, the leadership skills you have are self-taught. You read books, attended seminars, and watched videos to make up for the lack of adequate leadership training. Yet… no matter how much effort you put in, senior leaders don’t care. They’re wrapped in quarterly numbers! A world-class program is standardized. It’s people-forward. People are promoted from within. Less than 1% of companies have this program in place. I’m willing to bet a lot of my cash your company doesn’t. How can you as an Executive Director, VP, or SVP unlock your leadership potential in this environment? Answer: Be the leader you aspire to be and wish you had. Furthermore, do this in a team. A team of true leaders around you. When you do, you’ll create a leadership legacy that echoes throughout your career. I’m eager to witness your transformation into the leader you wish you had.

Long time ago I learnt from one of my teachers that we cannot become ourselves by ourselves. We need somebody to inspire, direct, and coach us at all stages of our lives. Leadership isn't about standing alone; it's about learning, growing, and being guided at different times in our lives, in different areas, in different ways in order to explore all that we can be. It is crucial to embrace the transformative power of having a mentor, formal or informal, regardless of our position in the organizational. A C-suite or a Senior leader might also benefit from being mentored by younger leaders in certain areas where they do not have the competitive advantage, yet they have the psychological maturity to ask for help. A mentor shapes not just our careers, but our mindsets, fostering invaluable lessons, insights, and wisdom essential for impactful leadership. We need to seek mentorship until the end; it's the compass guiding leaders towards success. And it keeps us younger as we keep learning! To your leadership and longevity!

Last month, Farah Hussain was the inaugural guest in a new leadership series by AnitaB.org called Leadership, the Next Level designed for women seeking to grow into director and VP roles. As a executive coach and former Fortune 500 director, Farah spoke with hosts Michelle Rakshys and Stephanie Tung about topics including: 🔸 How accountability looks different at a senior level -- you are far more accountable to your peers as equal leaders of influence in the organization 🔸 Operating at a higher degree of independence -- you are now setting the direction and solving the problems 🔸 Being an observer -- Your work product is no longer the end all, be all. It's important to be aware of who you are (and want to be) within a larger context. 🔸 Managing people who have skills and expertise you don't have -- leadership skill becomes more important than subject matter knowledge 🔸 Understanding what it takes to get to the next level -- the documented and the hidden dynamics In these senior roles, developing your own leadership style is also an important part of your effectiveness and future growth. 👉 Farah coaches leaders who are already at the director+ level who want to continue to grow in their confidence and influence. DM her or this page to inquire about 1:1 executive coaching for you or your employees.

What does it take to become exceptional?   In 2016, Florida State Psychologist Anders Ericsson published Peak: Secrets from the New Science of Expertise, which summarized 30 years of research into how peak performers build their skill. At Fire Inside, we have long argued that leadership is a practice. Being an exceptional leader is not magic and is not bestowed on you at birth. It is developed through consistent, deliberate practice of essential leadership skills. You can develop and improve your leadership by: ·       Practicing specific leadership skills in a way that is structured and methodical. ·       Practicing in a way that takes you to the edge of your ability, is challenging, and uncomfortable. ·       Alternating intense focus with periods of rest and recovery. ·       Availing yourself of good coaches, teachers and practice partners. If you apply these techniques systematically, you create the conditions for leadership excellence. Fire Inside developed the Emerging Leaders Program, to support leaders early in their leadership trajectory and set them on a path to developing the essential skills they will need to practice to go from good to great. That’s why each leader is assigned a practice partner. It’s why the program unfolds over six months. It’s why it focuses on building strong foundational awareness and skill. I’m no longer involved in the delivery of this program and I don’t receive any direct financial benefit from it. But I continue to recommend it because I believe in it. I’ve seen what it does for participants. If there is someone in your organization or team, who you believe has the potential to become an exceptional leader, consider investing in them. Consider Fire Inside’s Emerging Leaders Program. The next session begins April 4, 2024 and spaces are limited. https://lnkd.in/gUWscBrw  

🤔 So you send your new managers on one-day leadership workshop and expect them to be fully competent and confident leaders? 😕 Didn't work, did it? 💡 Imagine this: ✅Personalised Guidance: instead of a one-size-fits-all workshop, I provide adjust my programme to your managers, addressing their specific needs. ✅Continuous Support: your leaders won't feel overwhelmed and neither will you. I can help them so you can direct your time where it is needed. ✅Comprehensive Development: through a 9-step research backed and accredited programme, I empower managers to evolve into inspiring leaders, equipped with the diverse skills set required for success in today's dynamic business landscape. _________________________________________________________________ 🚀 I want to skyrocket 5 leaders beyond capability and competence. 💯 £1500 off until the end of FEB only. ⏰ We start in March! 👊🏼 DM me 'leader' now or click the link in the comments below!

With the best will in the world, real leadership development doesn’t happen in a training room. This isn’t where your leaders really explore and enhance the skills you want them to have. 👀 That all happens in real life, with real people. ➡️ Yes, you need an environment that shares knowledge so that they can start developing the skill. But, the place to practise and develop those skills is on the job. 😳 That’s when things get scary - especially if noone’s there. Your role as a senior leader is to give your leaders: ✅ Knowledge → so they can develop the skills they need. ✅ Provide wrap-around support → so they can safely practise their skills. ✅ Give a connected approach → support that really works for them. It might feel strange to change the way you develop your leaders. But sometimes you need to change things, to change things. ------------------------------------- Book a FREE strategy call to find out how I can help you do things differently for maximum benefit - for them and you!