What do you do if your late career experience and skills aren't translating into effective leadership?

As the world has changed, leadership styles have adapted to a more inclusive approach, e.g. listening to others' perspectives or worldviews, seeking input, horizontal management and distributive leadership. If you've managed people for awhile, it's possible your management/ leadership style is outmoded. Here are two reflection questions to determine if you need an upgrade: Where do you consistently face difficulties with your peers or direct reports? If you can pinpoint overlap in those challenges, it's usually a sign that your style or patterns may be affecting relational dynamics. Where do you feel uncomfortable, even if feedback doesn't indicate a problem? Perhaps you can expand your skillsets in areas that make you uncomfortable.

When making use of assessments for this cause try to use a 360 assessment this gives a lot of information about how you are perceived as a leader. And you can easily identify on what leadership skills you can gain the most benefit. Next to your own qualities, is being a good leader also dependent on the perception of the people around you

Hmmm. Thats a very good question. Actually the answer lies within the person who acknowledges that his or her leadership is not being fully effective. That opens the person to a lot of opportunities. From a coaching perspective, the person most likely alleady knows which parts of the leadership are not being effective and why? Another step is the understanding of one’s own strengths, remembering that there are no weaknesses. More on that subject some other time. There is a strengths and relevance matrix that that I use for emerging, existing, and retuning leaders. Leaders in their late career are very knowledgeable, highly skilled, and wise like none other. Focusing on the strengths brings relevance to the leadership effectiveness.

My 2 cents. I agree with the premise “nothing succeeds as success”. Strengths matter with appropriate use of your knowledge domain.

Evolução contínua é a chave para uma liderança eficaz. À medida que avançamos em nossas carreira, é natural que o estilo de liderança que nos serviu no início precise de ajustes e atualizações. Temos que focar no autoconhecimento e adaptação, aprendendo novos modelos, investindo em comunicação não violenta, aumentando nossa flexibilidade e agilidade, sempre focando no desenvolvimento de novas habilidades.

It´s important to be humble and honest to yourself and then ask help with a certified Coach to help you on your interior journey about self-awareness and discoveries.

Let's be honest, taking a truly honest look at ourselves can be daunting. brilliant professionals who crush their individual goals but struggle to translate that expertise into inspiring leadership. Here's the secret weapon: honest self-assessment isn't about self-flagellation, it's about unleashing your leadership superpowers (you have them!) and pinpointing areas for growth. Here's a quick exercise I love: "Leadership Styles: Friend or Foe?" We all have a natural style (directive, participative, etc.), but sometimes it holds us back. Research different styles and identify yours. Now, reflect on a recent challenge – did your go-to style fully leverage your team's strengths? By uncovering our "kryptonite", we become more versatile leaders.

Understanding others begins with clarity about oneself. Achieving this demands open-mindedness. Distinguishing between what you seek and what you perceive is crucial. Recognition is impossible without knowing what to search for. Yet, uncovering personal blind spots proves challenging. Coaching from this standpoint could be profoundly impactful in dispelling confusion.

Feedback is great. Important is to make use of it in the right way. There are several methods you can use, for example the 4G method. Al of them have a comparable approach. Step 1: name the unwanted behaviour as a fact you actually have observed. Step 2: give back how this made you feel (emotion) Step 3: explain what would work better for you. Step 4: ask how you can support in changing the unwanted behaviour into the better option

Uma coisa que sempre foi útil para buscar feedback isentos é fazer uma avaliação 360º, reunindo informações sobre desempenho e visão de cada integrante do grupo - gestão, pares e subordinados - com o objetivo de ter uma visão mais completa e equilibrada, avaliando não apenas desempenho como também competências comportamentais.

Actively seek feedback from colleagues, subordinates, and mentors to gain insights into areas for improvement. Embrace constructive criticism and use it as a catalyst for growth and development.

Seeking feedback is crucial for refining leadership skills. Engage with peers, subordinates, and mentors to gain valuable insights into blind spots and areas for improvement. Embrace feedback as an opportunity to recognize strengths and tailor your leadership development journey accordingly.

Neuroscience shows that through persistent practice and ongoing learning, we can reshape our habits and responses to align better with our goals. This approach is crucial when facing new leadership challenges later in your career. Engaging with a leadership coach can facilitate this continuous development, helping you to both adopt new habits and keep learning effectively. This dedicated effort enhances your leadership skills and provides lasting benefits for your team. Working with a coach ensures you receive the support and clarity needed to make these improvements sustainable.

Its a continuous learning journey. Even if the experience and skills have not naturally translated into leadership abilities, it does not mean that we cannot develop and excel in this area. Embrace a growth mindset, seek out learning opportunities, and be open to feedback and self-improvement can help bridge the gap and unlock the leadership potential. Engage in activities that enhance emotional intelligence, such as practicing active empathy, conflict resolution, team-building exercises, can contribute to develop these leadership qualities. By taking on unfamiliar challenges and stepping outside of the comfort zone, we can discover new opportunities to broaden our perspective, improve our skills, and strengthen the leadership capabilities.

O líder precisa sempre buscar o aprendizado, para que possa se adaptar ao ambiente em mudança, desenvolvendo novas habilidades para que possa inspirar sua equipe e tomar decisões com base em informações atualizadas.

Leadership is a lifelong adventure! In my experience, the best way to upgrade your leadership toolkit isn't by going solo. Think microlearning, online communities, and even tapping into your team's collective wisdom. Don't underestimate coaching and mentoring! A seasoned professional can provide invaluable guidance, challenge your blind spots, and skyrocket your growth. The key relies on embracing a curious mindset and seeking out diverse learning experiences. This way, you not only stay ahead of the curve, but also signal to your team your commitment to growth and adaptation.

Once you have clarity on your development journey put the discoveris on your practice of your daily routine. Be focused, consistent and persistent on your learning journey.

As leaders, embracing continuous learning is paramount. Acknowledge that leadership is an ongoing journey and seize opportunities to acquire new skills or refine existing ones. Consider enrolling in workshops, seminars, or courses that delve into modern leadership techniques. By embracing a mindset of perpetual learning, you not only signal your commitment to personal growth but also demonstrate to your team the importance of adaptability and staying relevant in a rapidly evolving landscape.

Cultivate a mindset of adaptability and openness to change. Be willing to unlearn outdated practices and embrace new methodologies that resonate with contemporary leadership styles and organizational culture.

The best leadership style is "no style" or let me call it "super adaptable style". Meaning that you will reflect on what is the communication style and needs of the person your are dealing with, and you will adapt your style to better serve that person as her/his leader.

Networking is very important, be internal or external. It´s important on how you position yourself and be authentic and empathetically with your stakeholders. Listen more than you talk, ask interesting questions and pay attention on what they really communicate verbally and non-verbally.

Building relationships is at the core of effective leadership. At this stage in your career, prioritise strengthening connections with team members by cultivating approachability and empathy. This may entail mentoring others, embracing their ideas, and demonstrating genuine interest in their professional development. Strong relationships cultivate trust and loyalty, indispensable qualities for successful leadership.

Regularly reflect on your leadership practice. Assess what is working well and what can be improved. Be open to making adjustments and adaptations as necessary. Self-critique and self-reflection are essential components for continuous growth as a leader.

If your late-career experience and skills aren't translating into effective leadership, it's time to reassess and adapt. Firstly, reflect on your leadership style and consider areas for improvement. Seek feedback from peers and mentors to identify blind spots. Invest in leadership training or coaching to refine your skills. Embrace a growth mindset and be open to learning new approaches. Remember, effective leadership is a continuous journey of growth and development.

Continuously monitor and evaluate leadership effectiveness through key performance indicators and feedback mechanisms. Be willing to adapt strategies based on outcomes and strive for continuous improvement.

Stay Current. Be abreast of industry trends, emerging technologies, and best practices in leadership. Invest in continuous learning through workshops, courses, or certifications to update skills and knowledge relevant to modern leadership roles.

بعيدةً عن خبرتك الواسعة في المراحل المتأخرة من حياتك المهنية، القيادة تتطلب مهارات إضافية. إذا لم تترجم خبراتك إلى قيادة فعالة، فإليك ما يمكنك فعله: ١. حدد نقاط ضعفك: اطلب من فريقك ملاحظات بشكل مباشر أو غير مباشر (عبر استطلاع آراء مجهول المصدر). ٢. طور مهاراتك: ابحث عن برامج تدريبية أو توجيه تنفيذي لصقل مهارات القيادة مثل التواصل الفعال والتفويض والإلهام. ٣. التعلم من القادة الآخرين: راقب كيف يقود الآخرون واكتسب معرفة من أساليبهم. ٤. ادرب نفسك: تطوع بمشروع صعوبة متوسطة لتطبيق مهاراتك الجديدة. بالمثال، إذا كنت خبيرًا في المحاسبة ولكن يواجه صعوبة في تحفيز الفريق، فخذ دورة حول القيادة التحويلية أو اطلب من مدير تنفيذي ناجح توجيهك. باستثمار وقتك في التطوير، يمكنك أن تصبح قائدًا فعالًا يُلهم فريقك ويحقق النجاح.

A liderança é um aprendizado contínuo, por isso é importante estar sempre atualizado e aberto a mudanças, pois o mundo e as pessoas hoje têm um dinamismo muito diferente do que há 5, 10 anos. Na maioria das vezes não é necessário mudar o estilo, apenas adapta-lo ao novo cenário.

Things change fast - but experience will always be your best and most valuable asset. If you feel you are "falling behind", focus on 1/ technical skills that you may be lagging behind, but more importantly 2/ soft skills and risk-taking. As we get more experienced, we sometimes fall into the trap of sunk cost: "I have worked hard to get what I have, I am reluctant to start from scratch". Make a full inventory of your skills and also of your leadership qualities, take steps to get up-to-date. If you are still feeling "inadequate" in the place where you are, perhaps time to consider other venues where your experience is fully valued.

Leadership is all about relationships. High Emotional Intelligence is crucial for leaders who must deal with complexities and emotional challenges, especially if they work in the healthcare context. It is all about how we come across. Is there a misalignment between what you demonstrate and how your peers experience that? How important is a particular EI domain in your role - for example, as a leader, do you demonstrate a high level of emotional reasoning? Do you practice conscious leadership (i.e., above or below the "line")? How does what you do as a leader benefit you? What are you avoiding? These are some questions for self-reflection and -assessment.