At this stage, there is often a need for external support in the new role so that their leadership presence becomes more confident and they can consciously build the skills that are truly required at this level.
The focus is not on quick solutions or the development of a single competency, but on ensuring that the skills required at the leadership level come together in practice and that the leader remains stable and successful in the long term.
During our work together, we develop the leader’s skills so that they can confidently handle the challenges of the next leadership level.
The biggest shift here is moving from being a strong professional to becoming a leader. The focus is on letting go of micromanagement, delegating effectively, setting clear expectations and feedback, motivating the team and at the same time developing an authentic and effective leadership style.
At this level, delivering results while also developing people – often other leaders as well – becomes a simultaneous responsibility. We often work on how to translate strategy effectively into daily operations, how to manage change and constant pressure, and how to communicate effectively both upwards and downwards.
The emphasis is on organisational culture and shaping the future. Strategic thinking, innovation, inspiring and authentic leadership presence, as well as business and leadership communication come to the forefront. It is also a central question what kind of organisation, culture and way of working a leader shapes over the long term.
SHIFT is a 6–12-month leadership development process where we address multiple leadership areas and work on deeper, lasting changes. We jointly reflect on what kind of leader they want to become at this level and what is worth changing in order to achieve that.
The process always begins with a ProfileXT® personality and competency assessment. Taking its results as well as the leader’s situation and goals into account, we set the development directions.
When a situation within the development process is complex, when there are no clear answers to the questions, or when a unique perspective or idea is needed, we work with LEGO® Serious Play® elements to support the solution.
This is not consulting, not training, and not the transfer of a ready-made toolkit. The development is a well-structured, partnership-based thinking process where the steps necessary for change are in the leader’s hands. For this, I provide targeted leadership methods and mentoring-type support where needed.
The first session of the process is a 90-minute conversation – preferably in person – where we review the current leadership situation, clarify the questions, and jointly determine which service is the most appropriate.
Following this, the Next Level SHIFT leadership development sessions are typically 60 minutes long. Meetings take place every two weeks in Budapest or online, adjusted to the leader’s schedule.
The full leadership development process lasts 6–12 months, which provides sufficient time to address multiple leadership competencies and to integrate the changes into daily leadership routines.
