Have you ever found yourself in a weird space at work - an awkward, strange, uncomfortable, how-did-this-happen kind of place? And then you just let it pass…and pass…and pass? 

In our last two posts, we began to explore the second mindset shift that leaders need to make to successfully navigate the transition into senior leadership. It’s a shift from a Problem Orientation to an Outcome Orientation.

In our last post, we began to explore the second mindset shift that leaders need to make to successfully navigate the transition into senior leadership. It’s a shift from a problem orientation to an outcome orientation.

The three components to actually making this shift are (1) cross-organizational advocacy, (2) driving strategic vision, and (3) building people capacity. We’ll explore the first component in this post.

“It is good to see ourselves as others see us. Try as we may, we are never

able to know ourselves fully as we are, especially the evil side of us.

This we can do only if we are not angry with our critics but will take in good heart whatever they might have to say.”

― Mahatma Gandhi

Audrey works as a software engineer in a fast growing technology company in Denver. She’s young, smart, and a rising star on her team. She’s got a great attitude that is equally matched with performance. You might call her a “high potential” team member or even an “A” player.