Check out the full transcript at yourfuturerealized.com/34.
What does it take to move from an operational role to a strategic one?
This was the burning question on Emily’s mind when we first crossed paths. She was great at overseeing the day-to-day as an operations executive at a top professional services firm.
After eight years in her role, she wanted a new challenge. She wanted to help shape company’s future.
But she had doubts about her ability to fit into a strategic role. 360-degree feedback showed she needed to improve her executive presence and communication skills to move up. And the company's internal politics were complicated.
In our first conversation, she talked about feeling pigeonholed and unsure of where to start.
In this episode, I’ll share how Emily transformed her career trajectory by turning these challenges into stepping stones.
What does it take to move from an operational role to a strategic one?
This was the burning question on Emily’s mind when we first crossed paths. She was great at overseeing the day-to-day as an operations executive at a top professional services firm.
After eight years in her role, she wanted a new challenge. She wanted to help shape company’s future.
But she had doubts about her ability to fit into a strategic role. 360-degree feedback showed she needed to improve her executive presence and communication skills to move up. And the company's internal politics were complicated.
In our first conversation, she talked about feeling pigeonholed and unsure of where to start.
In this episode, I’ll share how Emily transformed her career trajectory by turning these challenges into stepping stones.
Check out the full transcript at yourfuturerealized.com/34.
Hey Ops Execs,
Understanding Organizational Dynamics and Control Limits in Leadership
Shifting from operations to a strategy role can be a bit of a tightrope walk. Every company has its own politics, and it can feel overwhelming.
It’s helpful to realize you can't control everything. This is especially true when there are already strong relationships and power dynamics.
But that's alright. Naming the limits of what’s in your control is a great starting point. So much of what goes on in the organization is outside your control. But you can control your own attitudes and actions.
At the beginning, Emily figured out what she could and couldn't control. And she realized how much stressing about things she couldn’t control wasted her time and drained her energy.
This helped her focus on what she could influence, like her own thoughts.
For example, she started to notice where her lack of confidence was holding her back. She often forgot or downplayed her achievements, due to an overabundance of humility. She made a list of her achievements and kudos to ground herself in her skills and boost her confidence.
She also started to think of the org more holistically. She dedicated time each week to read up on industry news and analyze market trends. It helped her consider the future landscape of the business.
Boosting Communication for Strategic Leadership
Once she had a handle on the internal work she wanted to get done, she focused on how she was showing up to her colleagues.
Feedback showed that Emily needed to improve how she explained her ideas to get support from others. She was great at presenting complex data. But she didn't realize she sometimes lost her audience.
This realization was a turning point in her journey. Determined to boost her communication skills, Emily focused on being clearer and more concise. She practiced regularly, and actively sought feedback from her peers and mentors.
With practice, she got better at explaining complex ideas in simple ways that everyone could understand. And she started to see evidence that her ideas were being received and understood by others. And that boosted her confidence even more.
Building Influence Through Trust and Credibility
Further, Emily worked on building her capacity to influence others. She knew that influence isn't just about authority. It’s about trust and credibility.
So she started focusing on building strong relationships with key stakeholders in different departments. She scheduled time each week to connect with her colleagues. She made it a point to learn about their viewpoints with curiosity and empathy.
She also helped brainstorm solutions and offered her help wherever possible. This not only bumped up her visibility, but it started to position her as a go-to advisor. She started to be known as someone who was a great thought partner and sounding board.
Over time, Emily's understanding of the organization grew stronger as well. This helped her articulate a unique and authentic vision that inspired others to rally around her.
Conclusion
Emily's story shows how moving from an operational to a strategic mindset can involve steady progress with consistent effort. By
1. focusing on what she could control
2. boosting her communication skills, and
3. building trust across the organization
she set herself up for success.
Transitions take time, patience, and a commitment to personal and professional growth. I recommend concentrating on what you can control. Stay focused on the long game and be flexible. In time, your persistence will speak for itself.
Today I’ll leave you with this question: How do you handle situations you can’t control, and how can you shift your attention to what you can control?
If you’re ready for other ways to revolutionize your Operations leadership game grab my free PDF, called “4 Steps to Gain Control of Your Mind, Time, and Career So You Can Love Your Work Again and Advance.” Download it at yourfuturerealized.com/guide.
You can’t stop the chaos, but you can change the game.