Scenario
Jonathan, a Vice President at a Fortune 500 financial services company, was a high-performing executive in line for promotion to a senior leadership role. In his 18 months at the company, he consistently exceeded his goals, delivering impressive results that caught the attention of the C-suite. However, despite his achievements, reservations about Jonathan’s interpersonal style and leadership approach created hesitations about his readiness for the new position.
Jonathan had built a reputation at the company as a highly intelligent but individualistic and condescending leader. His intolerance for slower thinkers often alienated senior managers and frustrated members of his team. Feedback revealed that his approach undermined team morale and hindered collaboration—critical elements for success in the new role, which required high levels of teaming, peer influence, and cross-cultural sensitivity. To position himself as a viable candidate for promotion, Jonathan needed to not only develop new skills but also fundamentally reshape his personal brand within the organization.
Strategy
Step 1:
Build Self-Awareness
Step 2: Develop
Emotional Intelligence
Step 3: Enhance Collabora-tion and Influence
Step 4: Rebuilding Leadership Brand
The first phase of coaching focused on helping Jonathan understand how his behaviors and communication style affected others. Using a 360-degree feedback process, we gathered candid insights from his peers, team members, senior leaders, and others. The feedback revealed a consistent perception of Jonathan as brilliant but dismissive and difficult to work with.
Through our discussions, Jonathan began to recognize the gap between his intentions and others’ perceptions. He acknowledged that his impatience and condescension stemmed from frustration rather than malice but understood the need to adjust his approach to foster stronger relationships and build trust.
Next, we focused on improving Jonathan’s emotional intelligence (EQ). This involved teaching him strategies to regulate his emotional responses, practice active listening, and demonstrate empathy. We worked on techniques such as pausing before responding in meetings, asking open-ended questions to encourage input from others, and validating others’ perspectives—even when he disagreed.
To address his impatience with slower thinkers, Jonathan learned to shift his mindset from focusing solely on efficiency to valuing diverse thought processes. He practiced offering constructive feedback in ways that empowered team members rather than undermining their confidence.
To prepare Jonathan for the demands of the senior role, we worked on his ability to collaborate effectively across teams and influence without authority. Introspection and scenario-based coaching helped Jonathan refine his ability to navigate conflicts, build coalitions, and communicate his ideas in a way that resonated with diverse stakeholders.
We also focused on helping Jonathan develop a greater appreciation for different working styles and cultural norms. He learned to adapt his communication and leadership style based on the needs of his audience, which enhanced his ability to work seamlessly with other teams.
As Jonathan adopted these new behaviors, we focused on reshaping his reputation within the organization. He began to deliberately showcase his collaborative mindset in meetings, share credit with his team, and seek input from colleagues at all levels. Additionally, he set up regular one-on-one meetings with his direct reports to understand their challenges and provide tailored support.
Jonathan also engaged in small but impactful gestures to rebuild relationships, such as publicly acknowledging others’ contributions and showing genuine appreciation for their efforts. Over time, these actions helped shift perceptions and demonstrated his commitment to personal growth.
Results
Over the course of six months, Jonathan underwent a remarkable transformation:
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Improved Interpersonal Skills: Feedback from peers and team members highlighted Jonathan’s noticeable shift in demeanor. He was described as more approachable, patient, and supportive. His ability to listen actively and show empathy strengthened his relationships across the organization.
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Enhanced Leadership Effectiveness: Jonathan’s team reported higher engagement and morale levels, citing his newfound focus on collaboration and constructive feedback. Productivity and trust within the team improved significantly.
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Reputation Rebuilding: Senior leaders took note of Jonathan’s efforts to change. His consistent demonstration of emotional intelligence and teamwork alleviated their concerns about his readiness for the promotion.
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Expanded Network: Jonathan built strong relationships with key stakeholders, including senior leaders, peers, and cross-functional partners. Her network of allies provided critical support for her initiatives.
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Promotion Achieved: Within nine months of starting coaching, Jonathan was promoted to the senior leadership role. His ability to influence and inspire others and his technical expertise positioned him as a trusted leader.
Jonathan’s journey highlights the power of intentional change. By committing to self-awareness and skill-building, he secured his promotion and laid the foundation for long-term success as a collaborative and respected leader.