How to ensure your Executive career is not derailed. Jan 21

phil crenigan  
Many Executives in their forties to early fifties are at their most vulnerable in career development when they assume they have mastered what they need to know.   

It is not unusual for executives to drift into crisis because many have  invested  little in time and resources  in their continued development. Here is a simple checklist that will allow you to assess your risk and / or confirm that you are  several steps ahead.


1 I have an aspirational plan with future career goals in mind .However rather than covet senior roles,I am  preparing myself to be invited for greater responsibility into the future  by working on future competencies and skills now.( Beware vaulting ambition which oer leaps itself. Ambition is good if it is grounded in the reality of where you are on your career  journey.)    


2 I understand that the  further I move up the career ladder, the more I need  to focus on soft skills rather than hard or technical skills. (Hard skills are easy, Soft skills are hard to master).  


3 I have at last understood that my leadership model is centred on the success of others , not the success of me.


4.We have built a compelling vision for my current team, they are engaged , enthusiastic and passionate about where we are going .


5 We all understand our own  responsibilities and those of our colleagues and most importantly how we depend on each other.  


6 I role model values and behaviours and understand their importance in the creation of a great culture.


7 I have a deep insight of how my leadership is " felt " by others and a deep understanding of who I am, through extensive 360 degree feedback. My team want to be lead by me.


8 I continue to focus on my professional development and I clearly understand my strengths which I can leverage and the areas I need to develop to be the best I can be. I act on this daily when circumstances and opportunities arise.


9.I make time to grow through networking, attending conferences , reading broadly and investing in appropriate training and development opportunities. I have an Executive Coach to help me develop and to challenge and stretch my thinking  and potential.  


10.I have a copy of the future role description I aspire to , and am working on future skill requirements today and developing mentors inside my Organisation to help me with my development . 


11 I understand the value of creating time to think and reflect on how we are going, is there a better way, what can we do differently?  I am rarely " back to back" in meetings because I have worked out that I need to be on my business , not in my business  and people really appreciate and respond to  delegation and trust .


12 I understand how to get the best out of people and how to build trust by earning it. I understand the drivers of high performance. 


13 I feel energised, have conviction and a deep sense of meaning but I  never put at risk important relationships or pursuits that nourish me and provide perspective and balance. I do not run on empty because I know it is unsustainable. 


14.I know how to create transformational change as a broad leadership competency.


If you are agreeing with many of these statements you are likely to be in a great place. If you are struggling with agreeing with much of the above, you may need some external professional  help before it is too late .  


Phil Crenigan Sydney         

Comments: 0

Email again:

Add a comment

Name: E-mail:    

Click here to read Phil's Blog

If you would like to have a confidential discussion with Phil or simply learn more about his proven approach to executive coaching, then contact Phil today using the form below.