When coaching mid-career professionals into leadership roles, I focus on preparing them well in advance. Before they step into the role, I assign them mini projects to lead, observing how they handle responsibility and leadership. This allows me to identify gaps and work with them to improve. Developing leaders takes time and effort, but it's always worth it in the long run. By coaching proactively and refining their skills step by step, we create a foundation for lasting success ??

Begin with guiding them to assess their strengths and identify areas for growth. Encourage them to reflect on their past accomplishments and how those skills can be applied in the new role. From there, break down long-term career aspirations into smaller, actionable steps. Work with them to set SMART goals—Specific, Measurable, Achievable, Relevant, and Time-bound. For example, mastering a key software tool within the first 90 days or building relationships with key stakeholders. Encourage them to seek feedback regularly and adjust goals as they settle into their new position.

When clients come to me at crossroads, we start by clarifying their long-term vision and aligning it with the role’s objectives. We break down this vision into specific, measurable short-term goals that build toward larger milestones. I encourage them to focus on developing key skills, building relationships, and delivering quick wins early on. Together we regularly review progress and adjust goals as needed to ensure they remain realistic and relevant. Above all, I remind them to stay adaptable and open to growth in their new position.

While being in a new role comes with excitement to showcase personal competencies and to deliver, clarity and plans breakdowns remain vital to set up for success. Here are what I typically exercise. 1. Clarifying vision: Aligning their role with long-term career goals. 2. SMART goals: Setting clear, specific, and measurable objectives. 3. Short- and long-term focus: Creating quick-win goals and long-term growth strategies. This helps to boost morale and build skills while working towards long term success. 4. Skill development: Identifying gaps and building a learning plan. 5. Accountability: Tracking progress and adjusting as needed. 6. Managing challenges: Addressing obstacles to build resilience. Be curious in learning ??

I start with a personalized skills assessment to identify strengths and areas for growth. Then, we break down big goals into smaller, actionable steps, making progress easier to track. I also recommend prioritizing quick wins to build confidence early on. Regular check-ins help adjust as needed, ensuring the goals stay aligned with the evolving role. I encourage clients to document their wins and challenges to track growth and celebrate milestones. Staying flexible and focused keeps the process motivating.