Navigating Workplace Success
Mary Patry PCC
Executive Leadership Coach | ICF Professional Certified Coach | Bates ExPI? Certified | Former IT Executive and CIO | Committed to helping technology leaders achieve their goals.
Balancing Leadership Support and Independence
Alan Hayes had always been a company man—a dedicated, unwavering employee. For over two decades, he had worked tirelessly under the leadership of Jon Reeves, a charismatic and commanding CEO. No matter where Jon’s career took him, Alan wasn’t far behind. Every time Jon made a move, he extended an invitation, and Alan, without hesitation, followed.
If Jon had a vision, Alan executed it flawlessly. If Jon had an opinion, Alan reinforced it. If Jon needed support in meetings, Alan was his loudest advocate. For the last eight years, they had worked side by side at their most recent firm, a well-oiled machine of ambition and power. Everything seemed to be going exactly as it always had.
Until it wasn’t.
Alan had swiftly climbed the corporate ladder, propelled by Jon’s mentorship and influence. He wasn’t just a trusted lieutenant; he was an extension of Jon himself, a reflection of the man who truly held the reins. This arrangement worked seamlessly.
But in the corporate world, nothing stays the same forever. Leadership changes, alliances shift, and loyalty, no matter how steadfast, is never a guarantee of security.
One day, the company announced a major reorganization. Jon was unexpectedly pushed out—his leadership style was deemed outdated in the rapidly evolving corporate landscape. A new executive team was brought in, and with them, a fresh perspective on how the company should operate.
At first, Alan assumed he would be fine. He had years of experience, deep institutional knowledge, and a track record of delivering results. But it didn’t take long for him to realize that in the new corporate order, he was no longer seen as an asset.
To the incoming leaders, Alan wasn’t an independent thinker or a strategic leader; he was merely an echo of Jon Reeves.
Meetings that once revolved around his insights now barely acknowledged his presence. New projects were assigned to younger, more adaptable team members. His attempts to share ideas were met with polite nods but no real engagement. It was as if the moment Jon was gone, Alan’s relevance had disappeared with him.
The final blow came when he overheard a conversation between two senior executives in the breakroom.
“He was just Jon’s guy,” one of them said. “I don’t think he knows how to operate without him.”
That’s when Alan understood the full weight of his mistake. He had built his career on loyalty to a single leader rather than cultivating his influence his adaptability. He had never positioned himself as a strategic thinker in his own right.
Days turned into weeks, and the writing on the wall became clearer. When the next round of restructuring was announced, Alan’s position was quietly eliminated.
As he packed his desk, he thought about how differently things could have gone if Alan had built relationships beyond his boss and if he had developed a reputation for independent thinking rather than unquestioning loyalty.
It was a hard lesson but a necessary one. And as he walked out of the office for the last time, Alan knew that wherever he landed next, he would never make the same mistake again.
The Risks of Over-Reliance on One Manager
A strong relationship with one’s manager can be a valuable asset. However, when this reliance becomes excessive, it can pose significant risks to personal and career growth. Employees who depend too heavily on their leader’s guidance may struggle to make independent decisions, adapt to change, or gain recognition from other leaders. To thrive, professionals must develop self-sufficiency, highlight their capabilities, and cultivate networks beyond their immediate supervisors.
Executive-Level Strategies for Independence and Influence
To thrive as senior leaders, professionals must cultivate a reputation for independent thought, strategic influence, and broad professional alliances. Here’s how:
Here’s how:
1.???? Develop Executive Presence
o?? Communicate a clear, compelling vision that aligns with business objectives.
o?? Demonstrate confidence in decision-making and own key initiatives.
2.??? Expand Strategic Relationships
o?? Regularly engage with board members, cross-functional leaders, and industry influencers.
o?? Participate in high-level industry forums, leadership councils, and advisory boards.
3.??? Master Cross-Functional Collaboration
o?? Influence beyond direct reports by working across departments to drive organizational goals.
o?? Position yourself as a trusted advisor to multiple stakeholders.
4.??? Strengthen Independent Decision-Making
o?? Own critical business decisions and communicate rationale effectively.
o?? Seek input but ensure final recommendations reflect your strategic judgment.
5.??? Leverage Thought Leadership
o?? Publish insights, speak at industry conferences, and mentor emerging leaders.
o?? Demonstrate expertise beyond your immediate role to establish authority.
6.??? Balance Loyalty with Strategic Self-Sufficiency
o?? Support leadership but establish a unique value proposition.
o?? Ensure that professional success is tied to measurable business outcomes rather than individual affiliations.
7.??? Anticipate and Adapt to Change
o?? Stay ahead of industry trends and organizational shifts.
o?? Position yourself as a forward-thinking leader capable of navigating complexity.
Balancing leadership support and advocacy with professional independence is critical for long-term success at the senior executive level. Cultivating a broad network, demonstrating independent thought, and strategically positioning yourself as a value-driven leader ensures resilience in an ever-changing corporate landscape. By taking ownership of your influence and fostering strategic agility, you can lead with confidence, impact, and long-term career security.
I hope I've inspired you to consider your career as a living organism that requires care and feeding.
You can also take a look at my musings at Tech People Leadership on Substack.
Warm Regards, Mary
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