Leadership
When I started as interim CEO of a nonprofit organization, a careful transition had me prepared for the work ahead. But as they always do, unanticipated and consequential decisions arose.
I wanted to ensure I was considering them thoroughly. I turned to a trusted former leader outside the org.
Her distance insulated her perspective from bias and created space for me to discuss challenges with candor. Her support – grounded in experience, free of self-interest, and committed only to my success – helped me test and strengthen my decisions. (I’m still grateful!)
During my thirty-plus years in nonprofits and government, I saw and carried the privilege and the weight of leadership. I also experienced the far-reaching value of supporting leaders.
Their work is demanding, sometimes isolating, and always imperative; they transform precious resources – expertise, commitment, creativity, dollars – into progress.
Today it’s my honor to support leaders in the vital and urgent work that stretches our understanding of possibility.
Q: What’s this work?
A: Supporting leaders who want an external partner singularly committed to helping them define and pursue success in leadership.
Q: Who’s it for?
A: For decision makers formally and ultimately responsible for a team’s success, including those who share high-level responsibilities in distributed leadership structures.
In this work, I support leaders who want to hone and pursue a clearly articulated vision for success.
Q: How does it happen?
A: Prospective partners and I start by answering one another’s questions and assessing our potential to work as effective partners. When it seems like a fit, we build a plan together.
My partners’ needs determine what happens next. Some are looking for support as they transition into leadership. Others want an external, unbiased perspective to help them bring extra rigor to consequential decisions. Or a confidential space that allows for candor. Or other forms of professional support informed by experience leading and supporting leaders.
Q: What’s it done for your partners?
A: These projects have supported leaders’ efforts to:
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Clarify and pursue their versions of success
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Develop and share a vision
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Explore challenges and implement solutions
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Transition into leadership
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Strengthen teams and improve their cohesion
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Curate culture, systems, and policies that promote results
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Define boundaries that support successful leadership
Q: How is Leadership Support different from Thriving at Work?
A: My work with leaders focuses on the particular dynamics, challenges, and opportunities that make a leader’s job categorically different from all others.
My partnerships under Thriving at Work support the team members who don’t bear ultimate accountability or decision-making authority for their team, organization, or business’s success.