Who Do You Turn To?
Have you ever been reluctant to admit you’re facing challenges and are not sure what to do? You’ve felt you had to be invincible and hide inexperience, doubts and possibly fear?
Who can you trust to admit a lack of knowledge?
Seeing my younger yet savvy executive search clients bewildered about how to manage leading other people, I found myself in the unintended role of trusted guide concerning people management. They felt they couldn’t admit to anyone internally, that they didn’t know something; their position could potentially be in jeopardy. Yet, confiding with an outside consultant would be safe. They could be real with me and let down their guard.
I saw myself in them years earlier…
When I was a principal at a firm, aspiring to be a partner, I had no one to turn with questions. Although I had a supportive boss, she was busy developing business and managing her executive assistant. I was expected to be self-supporting. Great! I knew how to work with clients and manage projects, but not how to deal with the ebbs and flows of business development.
Then, my safe haven walked into our conference room. Executive management had brought in a consultant whose role was to develop the principals into partners. Truthfully, his group approach to marketing didn’t necessarily help. However, he was instrumental in getting me to understand my unique value as a consultant. He acted as a mirror. And, it felt great to have someone in my corner who saw my value, believed in me and was invested in seeing me succeed because of who I was. Having that ally, released my stomach of butterflies from fear and self-judgement. And that enabled me to stretch and grow.
Combining what I was seeing with my former clients and my own career, I decided to step up and embrace the role of teacher, supporter, and listener: Susan Goldberg Leadership Consulting. Realizing not everybody has a confidant in the company who they can be honest with and who has their back, particularly if they are in a management position. Many executives don’t have time to develop their people as individuals with specific needs.
There’s a large number of emerging leaders, who need trusted advisors who could empower and help them develop as leaders.
Do you have a coach or advisor who has your back?
I work with clients everyday who are cultivating more engaged leaders and creating a culture of support and growth which results in better retention. If you’d like to increase retention in your organization, let’s talk. You can reach me at Susan@SusanGoldbergLeadership.com.