I want to be a CEO one day. How do I get there?
In most cases, our career journeys are not up and to the right.
Can anyone relate to this image?
For me, personally, there have been countless setbacks, lack of opportunity, and challenges to overcome before becoming CEO. And let me tell you, even as a CEO, success still isn’t linear.
My story for example: I’ve been demoted twice and laid off once. In those moments, I vividly remember feeling like the walls were closing in around me and my career was over. In hindsight, I’m grateful that I resolved to just put one foot in front of the other and give each day my best. If I hadn’t - I would have been sucked into a depressing vortex which can be so hard to pull your mindset out of. All of that to say; it’s easy to forget these low points now that I’ve been a CEO for 3 years.?
All of our journeys are marked by highs and lows, but it's in the depths of adversity where we find the grit to rise.
You’ve probably heard the Zig Ziglar quote:?
“There’s no elevator to success, you have to take the stairs.”?
In my experience, of seeing firsthand what it takes to build and scale a billion-dollar business, not only is there no elevator, but the stairs go up, down, left, right, and around (and sometimes backward).
It doesn’t feel like success. In fact, often it feels like failure. The outside expectations are SO high that no matter what target is reached, it’s just one more record to be broken. It's a bit disheartening, isn't it? And let's not forget about the pressure we put on ourselves. Do you ever feel like you can't take a breather because your own standards are always pushing you forward, never letting you stop to appreciate what you've achieved?
You’ve had experiences like this, and guess what? Your team does too. The one on your team who:
But these circumstances don't hold you back from making meaningful contributions to your team members' development and investing in their growth.
So how do you provide a pathway for development for the high-potential people on your team even in setback seasons? Here are a few things I’ve learned over the years:
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1. Coach them to stay focused on their inputs - This sounds simple, but it’s critical. If you’re only concerned about elevating your title, you forget that great leaders are built from prioritizing healthy, repeatable habits both professionally and personally. This could look like:
Being excellent at your current responsibilities is the number one way to show that you’re prepared to take on more.?
2. Encourage them to find a good support system - The greatest leaders surround themselves with people who are smarter than them. Remind your high-potential employees to find leaders and mentors who develop them, trust them, and believe in their growth. By the way, picking your best friend doesn’t count. To grow, you need people who are willing to tell you the truth and offer transparent, authentic feedback.
3. Personalized development plans (PDPs) - Before you get overwhelmed by this thought, hear me out. PDPs don’t have to be an overcomplicated, year-long growth plan. It’s just helping your team members find their next best step for growth and development. We break down the details on this webinar if you’re interested in hearing more.
I was lucky enough to speak with Elizabeth Bryant, Chief People Officer of Southwest Airlines about her personal journey to the C-suite. And guess what? It wasn’t a straight shot for her either.
Tune in The LeadrPulse Podcast to hear her best advice for climbing the corporate ladder.
But that's not all. My co-host, Holly, and I get vulnerable about the highs and lows on our pathways to leadership. ???? Don’t miss out.
Have a fun story yourself? I’d love to hear it. Share it with me in the comments.
Lead on,
CEO