A Practical Guide to Building Strategic Leadership in 30 Days

When you hear the word "strategic," what comes to mind?

Maybe a high-level executive standing on a stage—someone presenting a grand plan for the company's future. It's a word that often feels intimidating, distant, and abstract. For most leaders I work with, strategic thinking feels like something other people do - those naturally visionary executives who always seem to know how to navigate big-picture thinking.

That's exactly how one of my clients felt when she reached out to me.

?? The Challenge

She is a talented engineering manager leading a team of six engineers.

Despite her skills and dedication, she didn't consider herself a "strategic leader."

To her, being strategic felt like something other leaders did—those who seemed naturally visionary and always knew how to navigate big-picture thinking.

The core issue surfaced quickly when we looked at where she spent her time: she was overloaded.

The constant demands of her day-to-day work left her without the mental space to step back and think strategically. She felt stuck, constantly firefighting and managing tasks, with no opportunity to reflect or plan for the future.

You might be thinking:

• "But I can't delegate these tasks - they're too important"
• "My team isn't ready to take on more responsibility"
• "I don't have time to create all these systems"
• "I'm not naturally strategic like other leaders"

That's exactly what my client thought too.

But here's what we discovered together: being strategic is a skill you can develop—and it doesn't mean changing who you are.

?? The Process

Together, we began making changes.

The first step was helping her rethink how she spent her time across three key areas:

1. Delegate – Empowering her team to take ownership

Here's what this looked like in practice:

• Created a standardized screening guide with specific technical questions and clear "pass/fail" criteria
• Trained the recruiting team to independently screen candidates, saving her team hours of technical interviews with mismatched candidates
• Trained two senior engineers to assist with technical screenings, freeing up 5-6 hours per week
• Empowered tech leads to handle routine code reviews, focusing herself only on major architectural decisions
• Established a rotating 'bug squad' system where team members took turns leading incident response, only involving her for critical escalations

These changes weren't easy at first. There was initial resistance, both from her ("What if the quality drops?") and her team ("We're already busy!"). However, they built confidence in the new approach by starting small and proving the concept.

2. Deprioritize – Focusing only on what moves the needle

• Reduced involvement in day-to-day coding, focusing instead on architectural guidance
• Shifted from attending every meeting to only those requiring strategic input
• Moved from reviewing every PR to only major architectural decisions
• Streamlined recurring meetings, cutting meeting time by 30%

3. Stop Doing – Eliminating unnecessary tasks

• Discontinued outdated status reports that no one actively used
• Removed redundant review steps in the development process
• Eliminated unnecessary approval gates that slowed the team down
• Stopped attending meetings where she could delegate representation

???Quick Win: Start with the "Strategic Hour"?Block, which will allow you to spend one hour next week on strategic thinking.

No emails, no meetings, no interruptions.

Use this time to ask yourself:

"What one change would most impact my team's success in the next quarter?"

My client started with Tuesday mornings at 9 AM, and it became her most productive hour of the week.

?? The Transformation

Here's how her 30-day journey unfolded:

Week 1: Foundation Setting

• Conducted a detailed time audit revealing 40% of her time was spent on tasks that could be delegated
• Created clear documentation for technical screening criteria and training materials
• Identified key strategic priorities for her team's next quarter
• Started building delegation plans for each major responsibility

Week 2: Building New Systems

• Trained recruiting team on the technical screening process
• Set up the rotating 'bug squad' system for incident response
• Empowered tech leads with clear guidelines for code reviews
• Created templates for common processes to ensure consistency

Week 3: Strategic Focus

• Freed up 15+ hours weekly through delegation
• Established weekly 'strategy blocks' for long-term planning
• Started focusing on key architectural decisions and team growth plans
• Began working on the team's technical roadmap

Week 4: Results

• Significantly reduced unnecessary technical interviews through better screening
• Team members showing increased ownership and engagement
• Finally had mental space to plan next quarter's technical roadmap
• Started seeing positive feedback from team members about clearer direction

As these changes took hold, something remarkable happened.

Not only did she free up time - she discovered her own unique approach to strategic leadership.

Her practical, execution-focused nature became an asset, not a liability.

The Impact

Time & Efficiency Gains:

• Reduced manager time spent on hiring by 30% through structured screening
• Cut invalid technical interviews by half through improved recruiter screening
• Tech leads handling 80% of routine code reviews
• Decreased time spent in unnecessary meetings by 40%

Team Impact:

• Increased team ownership and engagement
• Faster bug resolution through 'bug squad' system
• Fewer escalations to management
• Improved team confidence in taking on more responsibility

Strategic Outcomes:

• Shifted from spending most days in tactical work to dedicating 30% of time to strategic planning
• Created team's first comprehensive technical roadmap
• Launched a new mentorship program
• Implemented technical skill-building framework
• Better alignment between daily work and long-term goals

Most importantly, she discovered that being strategic wasn't about changing who she was but about creating systems that let her lead with intention. Her practical, task-oriented nature became an asset in implementing strategic changes, not a barrier to strategic thinking.

Your Turn

Ready to find your strategic edge?

My client discovered something powerful: being strategic isn't about becoming a different person—it's about creating systems that let you lead with intention.

As she put it, she realized she could be strategic in her own practical, task-oriented way. The key was having a structured approach to making the shift.

???Download my free 30-Day Strategic Leadership Blueprint,?the framework that helped my client transition from constant firefighting to confident strategic leadership.

You'll get:

• Step-by-step guide for freeing up your time
• Ready-to-use delegation templates
• Technical screening frameworks
• Strategic time-blocking templates
• Weekly milestone checklist to track your progress
• Practical exercises for finding your strategic style

The best part?

It's designed for practical, execution-focused leaders who want results, not just theory. Each tool and template has been tested and refined through real-world experience.

Ready to create space for strategic thinking while staying true to your leadership style?

Click below to get your blueprint!

https://limorbergman.com/strategicleader/

?? Share in the comments: What's your biggest challenge in finding time to be strategic? I'd love to hear your thoughts!