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We thank you for opening your space to share our musings!

Mike really wanted to take over the Head of Engineering position that was open. He had managed several teams simultaneously and his staff really prospered by his leadership. He seemed content in his role, but inwardly he wanted to be asked to step up.  When discussions arose about the position in leadership meetings, he just sat back and listened, hoping someone would nominate him. To his disappointment no one ever did.

Early on when the discussion first began, he smiled, blushed and politely shook his head "no" when eyes first turned to him. Actually, he had expected that the discussion would continue and they would ask him again, a little more aggressively. Instead, the discussion moved on to the pursuit of other candidates. His window had opened and he closed it and never attempted to re-open it.

Today's leaders need to have the confidence to ask for what they want. This means risk taking and the inner confidence to try, to step forward at the risk of being rejected. This holds true for promoting new ideas as well as personal growth.

Mike lost out on that position.  He came for coaching feeling that his organization had passed him over. A few months later, he was self-promoting his interest in another senior position. He was confident, not cocky, but stepped up to promoting his interest and skills.   This time, he was offered the position and negotiated his roles and responsibilities like a pro.  Once he stepped up to the plate, he hit a home run on his first swing!
Mike was one of the more experienced high potentials in his organization. Yet HR and his senior Management were beginning to wonder if he plateaued. Once he, stepped forward, they were very happy to open the door and invite him in.

Francis has been with the company since it started. She knew all the players and their customers well. In many ways, they were her second family. She supported their growth since they started four years ago. However, she was reaching a point where she didn't want to go into the office anymore.

Marie started this firm four years and grew it to the staff of over 120 that it is today. She planned to take the company to the next level and expand into other regions. Francis had worked with her as her Administrative Assistant from the beginning. She had no idea how she would have made it without her. Yet recently, it took a tremendous amount of her time to explain the new processes and procedures to her.  Francis who was once in the lead with creating new structure and support process, was now dragging them all down. She seemed to really resist the change.

The tension and the making of the decision she knew she had to... to let Francis go ... was causing her lack of sleep. She knew it was the best for her and the company, but what about Francis?

As she talked through the dilemma she decided the best thing to do was to talk to Francis and share her concerns.  Marie called the meeting for the next day. When she talked with Francis and expressed how she felt, she was shocked and then relieved, to see Francis visually relax while she talked. Francis had similar thoughts. She felt that the firm had outgrown her interests and was developing too much structure for her likes. She wanted to stay in touch, but move into a new company, probably another start-up.  She agreed to stay on until a replacement could be found and she could train them. Interestingly, during this final phase with the company Francis contributed more and was happier than she had been in a long while.  She was clear about what she wanted and what kind of environment she needed to be happy in.

Marie realized how important it is share what she was feeling regardless of the consequences she feared it may have on others. In the end, when you are honest, genuine and empathetic, nearly everything always works out for everyone involved.