Executive coaching
Post LinkedIn lead magnet · Executive coaching
Self-doubt at senior levels isn’t random. It usually follows a pattern: a quick “good job” then weeks of silence then a sharp comment in one meeting then nothing again No real feedback. Just noise. And noise makes capable people do something predictable: they start second guessing what others think. The guessing turns into a story. The story turns into anxiety. Anxiety turns into overwork, second-guessing, and smaller decisions. Not because they are weak. Because they are operating with unclear standards. Here’s the fix: upgrade the feedback signal. Use this 3-question check-in with your boss or key stakeholder: 1/ What do you want more of from me? 2/ What do you want less of from me? 3/ What would make you say, in the next few weeks, “This is working”? Then ask the question most leaders avoid: • “When you say ‘strategic,’ what does that mean here?” • Give me one example of what “good” looks like. • And one example of what “not good” looks like. Because adjectives don’t help you improve. Examples do. Illustrations do. One more move that reduces ambiguity fast: After a high-stakes meeting, send a 4-line recap: 1. What I heard 2. What I’m doing next 3. What I’m not doing 4. The decision I need from you This isn’t politics. It’s clarity. It protects your work. And it protects your mind. What’s one vague word you keep hearing – “strategic,” “more leadership,” “executive presence” – with no examples attached? 📩 Want more help to strengthen your leadership? DM me 📬 And subscribe https://lnkd.in/gCdavukQ ♻️ Repost to help strong leaders who may be stuck in guesswork ➕ Follow Adi Agrawal | Bridge the Gap
Mécanisme lead magnet
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