At "MannOpeners" - ( Mind Openers in English ) we work with Executives in helping them manage their Careers Strategically thru Leadership trainings and Career Strategy Coaching. In the context of ever evolving Future of Work, increasing competition in the Career market and increased performance expectations, it is imperative for Executives to be continuously relevant in their Careers.

It’s exciting to join a new firm at leadership levels. You get to feel the best candidate management experience put forth by your prospective employer. In some situations your onboarding is already announced to key stakeholders in confidence – to help them understand the context and the great value that you bring to the table. And the person this organization badly needed!!

Recently a Senior Leader from large organization joined their competitor, an equally large organization. This leader had the opportunity to go through this “warm welcome”. And in the first few weeks, he went about “getting into the groove”. It became apparent that, the expectations from him to transform the situation was high and he had to act very fast – to score early wins and prove himself.

His first big task was to lead a Strategic meeting to share his reading of the situation and the direction he wants to pursue for all his direct reports. Many of these direct reports where equally senior to him and some of them were shaken about this new executives onboarding, as they themselves where pitching for this role. And in this meeting – he intended to “acquire their leadership”.

At the Strategic meeting – this new leader shared his insights about the current situation that he had gathered in a very short timeframe. Given that he was new, there were some factual errors and gaps in his current readings. And since his future directions were based on these readings, he just lost the crowd.

Instead of “acquiring their leadership”… he became a created around his entry. This can happen to anyone who is in-experienced in transitioning to new leadership roles.

How you can avoid such a situation:

Learn Transitioning skills – Yes, it is emerging as one of the critical skills needed at Leadership levels to ensure that they are able to “acquire leadership” from new teams and be a successful change agent.

Engage with a Transition Acceleration coach and cut short your skill development in this area.

About Author :
Professional  Career Coach

India’s first Career Strategist, enables mid-to-senior level executives to improved approaches to their personal Career Strategy Management. With over two decades of global experience and training in various facets of management—such as Services Marketing, Outsourcing, Program Management, Coaching & Leadership Development, Talent Acquisition, and Personal Branding—Satish is poised to partner with his clients in their journey to discover well informed and powerful steps to excel as catalysts in their profession.

as one of the avenues for professional development is growing across the world. In countries like India where culturally people do not ask for help, where it is seen as a negative thing to even seek counsellers or psychiatrists,knowledge about who are coaches and how they can help is relatively unknown.

In India, as an organizational intervention is still in the nascent stages. There are some early adaptors like Microsoft, Aditya Birla Group and Sapient that have deployed structured coaching programs for use by their leadership teams. But still executive coaching as a budgeted line item in the Leadership development budgets is not seen explicitly.

Why wait for your organizations to wake up to this phenomenon? You may be lucky if your organization adapts this and also you get an opportunity early enough to achieve your development objectives.

For the first time many industries that have emerged in the last 20 years or so, are facing a situation of large number of senior experienced leaders and too few employment opportunities commensurate to their experience, skills and potentials. In other words, the competition for senior leaderships roles is quite high. It is quite challenging for these senior leaders to stay employable till the rest of their careers. And some of their development needs are very specific to them, which may not always be acquire-able through a public Leadership training program, Executive coaching serves this specific need for senior leaders to work on their specific development needs to achieve their Career goals for the rest of their careers. And stay ahead of their competitors in the Employment space.

But, what can a do ?

Here is a good quote by Thomas Leonard considered to be the father of the modern Coaching fraternity

A coach is your partner in achieving your personal goals, your champion during turnaround, your trainer in communication and life skills, your sounding board when making choices, your motivator when strong actions are called for, your unconditional support when you take a hit, your mentor in personal development, your co-designer when developing an extraordinary project, your beacon during stormy times, your wakeup call if you don’t hear your own, and most importantly: your partner in living the life you know you’re ready for, personally and professionally.

The question for you –

How would you want to leverage an to your advantage ?

About Author :
Professional  Career Coach

India’s first Career Strategist, enables mid-to-senior level executives to improved approaches to their personal Career Strategy Management. With over two decades of global experience and training in various facets of management—such as Services Marketing, Outsourcing, Program Management, Coaching & Leadership Development, Talent Acquisition, and Personal Branding—Satish is poised to partner with his clients in their journey to discover well informed and powerful steps to excel as catalysts in their profession.

In many industries, executives have relied on their employers to invest in their Self Development. And given the nature of the job market dynamics, the organizations also found that it is worthwhile investing
in developing internal employees than buying those skillsets from the job market. Unfortunately not every executive is lucky enough to be employed in organization having evolved Learning and Development teams. Sometimes the size of the organization or the markets that they serve may also limit employer’s investments in this area.

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A whole lot of articles are doing the rounds on . Each highlighting why it’s important even for Careerists? But the key question is what is personal branding?

One definition from William Arruda a noted personal branding guru is as follows – is your unique value of promise for your target audience to achieve your personal goal.

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Recently met a senior leader, who had everything going for him. Education from a Top tier institute, working in a MNC, which was a industry leader & had acquired a lot of awards for his stellar contributions. Organization structuring made his role redundant and led him to scout for opportunities outside.That’s when he “discovered” many of his “beliefs’ about the way career markets work were not reality.

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