The Best Ways To Improve Your Leadership & Career Potential

The Best Ways To Improve Your Leadership & Career Potential

Leadership is undoubtedly the key factor that dictates when (and whether) you make that transition into the c-suite. But how do you acquire the necessary leadership skills to be noticed?

More often than not, people will read about it, either through books or online content.

Its a good way. But it’s not a great way.

It probably isn’t going to help you make the necessary difference you require to break into the c-suite. After all, it’s not like you have to make dramatic leadership changes to become a CXO, otherwise you wouldn’t find yourself in a senior management position. But you are looking to find that x-factor, to illustrate to the board you are ready for the next step.

Are you lacking Emotional Intelligence? Is it required? Maybe you are struggling with transforming your managers into leaders? All of these questions are an essential part of a budding executive.

You need answers to such specific problems you are facing as a leader. Maybe you are at a dead end on how to better show your leadership capabilities or a struggling with one particular problem at work. Reading doesn’t offer that personalised feedback, rather a general overview of similar situations.

That’s why Career Intelligence has partnered with Expertise.tv to provide one-to-one feedback on your leadership skills and demonstrate how you can further the boundaries of your perceived leadership potential.

With access to some of the worlds leading leadership coaches you can improve your leadership skills and career progression through one-on-one mentoring. Furthermore, if you want more personal and direct feedback about your issues, you ask them directly… completely free of charge.

Whether asking them a question via their profile, or participating in one of the #leadersaskleaders webinar discussions, you will have full access to the knowledge and insights to one of these leadership professionals.

You’ll find the answers to some of the most concerning issues aspiring leaders are asking in highlights of expertise.tv’s latest #leadersaskleaders webinar.


Maybe some of the answers to the questions answered in expertise.tv’s latest webinar will help you? Filled with insightful information from Tom Schafer and Gordon Curphy (both leadership experts with 25+ years experience) they answered questions from those who needed help. Book your ticket to their next webinar by joining the community.

How Can We Transform Managers To Become Leaders?

“Managers manage things, and leaders lead people” was the simple answer from Tom Schafer’s. Making this differentiation is important when answering such questions. Gordy agreed, but had a different point of view as well. See where he thinks there were differences in the video.

How Can We Recognize And Retain Our Top Talent In Fast Moving Environments?

Gordon thought there was a simple response. First and foremost you must look after your employees. But he also talked about the pivotal positions in an organisation. Such people are vital in driving the strategy and return of the organisation. Sometimes the people in these pivotal are not the people in the highest of hierarchies so identifying who are in those positions to identify who to retain is fundamental to a successful retention policy. Tom spoke about distinguishing the difference between recognising and rewarding to ensure you keep those who are making an impact in various different ways. I think you’ll find this difference essential after you hear Tom speak about it.

How Do You Operationalise Leadership and Measure the Outcomes?

A tough question. Luckily Laura gave Gordy heads up before he answered! He said the first place you must get started is you must define what leadership is. This is just the beginning, measuring it is a whole different kettle of fish and you can go about it in a variety of different ways as well.

What is the Best Way To Self-Asses Your Leadership Weaknesses?

Tom suggested the best way to asses yourself against other leaders to see if you are strong or weak is by using a resource called PDI. It allows you to assess your own strengths to this model but mentions it is difficult to self assess yourself as you will always have your own bias. See Tom’s answer in full below.

Is Leadership The Same In All Countries? Are Different Styles Needed In Different Cultures?

Tom has worked across a variety of cultures and agreed there was a difference in leadership styles in various parts of the world you. He said there was more of an authoritarian leadership role in some cultures as opposed to a provocative type of leadership and engaging leadership types of roles wherever you go. Gordy reiterated those thoughts. How people engage employees is different in various cultures and countries.

What Are The Main Differentiators When Leading Change?

It would only be fitting to save the best for last. Tom Schafer came up with a fantastic analogy to help understand the answer to this complex question. Every manager wants a silver bullet, so they can change the organisation and then get promoted and move on. Despite there being no silver bullets, there are silver BB’s. See what he is on about below.

What Should An Aspiring Leader Prioritise When it Comes To Soft And Hard Skills To Improve Their Development?

Competency models are prominent across all organisations. Tom identified the importance of identifying competencies across the entire organisation and not just those in the senior hierarchy. Distinguishing what industry you are in is an essential part of identifying which competency to prioritise. Although there are competency models you can find online, for a more personalised and meaningful model, discovering those important to your company is vital for leadership development.


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About the author

Michael O'Keeffe

A graduate from Fairfield University in New Media with a particular focus on Television, Michael has worked in social media since graduation. His expertise will offer a variety insights into how you can penetrate into the saturated executive job market.

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