When beginning her career 12 years ago, Betty* pictured herself working hard, performing well, & growing with her company. Despite her dedication & high performance, she was not promoted.

So, Betty moved up by moving on. Even though she had a higher title and a larger salary, Betty saw this as a black mark on her resume. She felt she failed because she was not internally promoted.

When Betty saw this pattern playing out at her next company, she decided she needed help. She wanted to figure out how to be seen as a confident & assertive leader. So, she sought out the support of a coach.

James* felt like his position was no longer a good fit for him. He had worked his way up to become a director and was performing well. However, he was feeling frustrated.

He had a new supervisor who micromanaged. After years of working for people who trusted him to do good work, the treatment from his new boss was irritating.

He was also frustrated by frequent questions from his team. People saw him as the “go to” person for quick, accurate answers. While he enjoyed being a resource, the constant interruptions made it difficult to focus on what he needed to get done.

In December of 2020, John* started a new job as a senior program manager at a large aerospace company.

It was a really tough transition, moving from a smaller team of just 30 people to a company of many thousands. The team he managed included highly skilled engineers. With a background in business, he felt like an outsider among such a technical team. It was difficult to gain their respect. John also faced challenges from his colleagues, the other program managers.

Ludmyrna had worked her way up in the public sector. She had a lot on her shoulders and the office was strapped for resources. They were understaffed. Ludmyrna had not taken a vacation in 5 years. There was no backup available – no one who could take care of the work that needed to be done in her absence. The stress was starting to impact her health.

Jeevan has always believed in working to be the best version of himself. He was doing well as a leader of a sales team and was ready to take on more responsibility. He was ready for a promotion, but it was not happening.

With almost 20 years of experience in his industry, Paul* was promoted to a Director level position in the fall of 2021. His new supervisor suggested that he work with Alida as he stepped into his new role. Right away, Paul jumped into learning new skills to make him a more effective leader. With guidance from Alida, he began to look at his own leadership style and strengths and discovered some unique things about himself.

With over 16 years of experience at her organization, Patricia* had worked her way up and was promoted to be the director of her department. As she started in her new position, she was excited about her new responsibilities and the impact her team could have on the organization as a whole. With this promotion, she now reported directly to the head of her organization. She soon learned this leader was focused on other aspects of the organization.

Jennifer was coming up on her 5 year work anniversary in the most complex leadership position she had yet to have in her career. She had put all she had into the role and was meeting and exceeding expectations. However, working so hard to keep her head above water was catching up to her.

With over 15 years of experience, Colleen* had worked her way up to become a Director of Operations at a large manufacturing site. She was responsible for a team of 200 with 5 direct reports. A year and a half into her new role, the company began making changes that made Colleen anxious about her future.

Just 18 months into her new job, Jessica* was clear that her new work situation was untenable. Excited for this new opportunity, she had moved to a new area to take on a leadership position. She believed the move was a great step in her career path. However, from the moment she started, she realized the job was not what she expected.