The Client Challenge

The client had recently been promoted from a subject matter expert to a leadership position. This good news came with much celebration. But it also came with challenges, as the client had a lot of new challenges to adapt to with their new role. Despite their prior success, the shift required new skills and perspectives that proved overwhelming at first for the client.

The transition took them from a role of confidence and expertise to a leadership position filled with uncertainty.

As a result, the client faced an identity crisis, struggling to see themselves as a leader and often defaulting to their previous expert mindset. This led to a lack of confidence in their decision-making and ability to lead the team effectively.  Putting of critical steps like 1-on-1s for fear of getting it wrong.

My Coaching Approach

Sharon’s leadership coaching helps new leaders make the leap from being subject matter experts to confident, authentic leaders. She worked with the client to address the psychological challenges of this shift. In addition, Sharon provided emotional and practical tools to support their growth.

How The Coaching Sessions Revolved 
Around the Client

1. Exploring Leadership Identity:

Sharon invited the client to explore their identity as a leader. She helped them see that their technical expertise was an incredibly valuable asset they continued to be able to leverage, but it was no longer the key to success. They needed to adopt a new leadership identity, which focused on empowering their team and addressing challenges strategically.

2. Uncovering the Client’s Superpower:

Sharon encouraged the client to find their unique strengths instead of copying other leaders. This way the client could create a leadership identity that felt authentic to them. She helped the client reframe leadership, shifting away from the idea that it must be loud or extroverted. The client learned to value the strength inherent in qualities like listening, empathy and persistence as key leadership traits.

3. Building Confidence in Uncertainty:

The coaching sessions also focused on helping the client become comfortable with the uncomfortable presence of uncertainty. Sharon guided them in building resilience and confidence when making decisions without all the facts. By learning to trust their instincts, the client grew more confident in their leadership role.

4. Strategic Leadership Development:

As the client moved more fully into their strategic leadership role, Sharon introduced tools like competitive analysis and industry insights. The client learned to use their operational knowledge to contribute to strategic discussions, bridging the gap between daily operations and long-term goals.

5. Managing Team Dynamics and Trust:

Sharon highlighted the need to build trust with the client’s team. She advised focusing on open communication, support, and understanding team members’ needs, rather than paying attention exclusively to tasks and outcomes. This improved team connections, morale and performance. And, in turn, this boosted the client’s confidence in their own leadership style.