Free Resource

Personal Development for Senior Professionals

Resources for continuous growth—leadership frameworks, strategic thinking models, and career trajectory planning for ambitious professionals.

Understanding Leadership Levels

Many senior professionals plateau because they haven't consciously shifted their leadership approach. Each level requires different skills and mindsets.

Leading Self → Leading Others

The shift: From individual contributor to first-time manager

Key development: Delegation, feedback, coaching basics, time management with reports

Leading Others → Leading Managers

The shift: From managing doers to managing managers

Key development: Strategic resource allocation, developing other leaders, managing through others

Leading Managers → Leading Functions

The shift: From operational excellence to functional strategy

Key development: Cross-functional influence, commercial acumen, board-level communication

Leading Functions → Leading Enterprises

The shift: From functional expertise to enterprise-wide perspective

Key development: Enterprise strategy, governance, stakeholder capitalism, transformational leadership

Developing Strategic Thinking

Strategic thinking isn't a trait—it's a skill that can be developed. Here's how to strengthen it:

Zoom Out Regularly

Schedule weekly "strategic time" away from operational tasks. Ask: What's changing in our industry? What threats and opportunities are emerging?

Connect the Dots

Read widely beyond your function. The best strategists synthesise insights from multiple domains—economics, technology, psychology, history.

Question Assumptions

Challenge "the way we've always done it." Ask: Why do we do this? What would happen if we didn't? What would a newcomer do differently?

Think in Scenarios

Don't predict the future—prepare for multiple futures. What happens if X? What's our response if Y? How do we position for uncertainty?

Building Your Personal Board of Directors

Every senior professional needs a trusted network of advisors. Think of it as your personal board:

The Mentor

Someone 10+ years ahead who's navigated paths you aspire to. Provides wisdom, introductions, and perspective.

The Peer Circle

3-5 peers at similar levels facing similar challenges. Safe space for honest discussion and mutual support.

The Coach

A professional who helps you see blind spots, process challenges, and develop specific capabilities.

The Challenger

Someone who will push back on your ideas, play devil's advocate, and prevent groupthink.

The 70-20-10 Development Model

Research consistently shows that development happens primarily through experience, not courses:

70%

Challenging Experiences

• Stretch assignments
• Cross-functional projects
• Turnaround situations
• International exposure

20%

Learning from Others

• Mentoring relationships
• Feedback and coaching
• Observing role models
• Peer learning groups

10%

Formal Learning

• Courses and workshops
• Books and articles
• Executive education
• Professional certifications

Key insight: If you're only developing through courses, you're missing 90% of the opportunity. Actively seek stretch experiences and feedback-rich relationships.

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