I worked with a software engineer who wanted to become a product manager. His challenge…he was “technical,” but he wasn’t sure if he had the “soft” skills. We worked together to understand what a “successful” product manager was, where he is now, and what the gap was. Through a CliftonStrengths assessment, he realized “Communication” (key trait for product manager) was actually a top strength of his—but not the overly extroverted kind. We talked through times in which he succeeded to influence stakeholders through communication…which helped shift his limiting belief. We then worked together on a plan, which included 360 feedback from his peers, mentorship, public speaking training, and additional ways in which he could get in front of stakeholders to promote himself. 6 months later…he was promoted to a product manager.

I worked with an Engineering Director on her emotional intelligence. She was recently promoted to lead the engineering department, but she felt “imposter syndrome” as one of the only females on the leadership team. She took the EQ-i 2.0 assessment. While she scored high on interpersonal skills (eg. empathy), but low on assertiveness—a key trait she felt she lacked. We worked together on continuing to use her interpersonal strengths as a leader, but also on how to be more assertive in the workplace. She realized what made her great was actually her interpersonal skills as a leader, which showed in her team engagement scores (one of the highest).

A client quit his career as a consulting partner and was trying to figure out what to do next. He took the Gallup Strengths assessment and realized one of his biggest strengths was “ideation”—he loved coming up with ideas and brainstorming. He needed to be in a role where his ideas and innovation were key. Through multiple outdoor coaching sessions, he also realized what he really cared about was “social justice.” About 6 months later, he landed a role to lead the redesign of a non-profit hostel whose mission is to support locals in need.

A managing director of a consulting company was laid off after 20 years in the industry. He wasn’t sure what else he wanted or could do. We worked together to understand his career journey, values, strengths, energizers, and purpose. He realized his previous role was primarily “selling” and “politics,” which drained his energy. What he was really good at was project management, problem solving, and connecting people. He realized he wanted to be his own boss…and he’s since successfully transitioned to as a freelancer working on digital transformation projects.