Promotions are exciting. But let’s be real — the jump from manager to executive isn’t just about a new title and a fancier email signature.

It’s a shift from doing to directing.

From managing tasks to mobilising people.

From driving outcomes to inspiring others to drive outcomes.

In this edition, we explore how new executives can move beyond operational competence to become trusted leaders who build influence quickly and credibly.

1. Reputation Travels Faster Than You Think

In any exec-level role, you walk in with a reputation — earned or assumed.

The key is owning your narrative early.

• Schedule listening tours, not just meet-and-greets
• Share your leadership philosophy, not your résumé
• Focus on building trust, not proving competence

📌 Pro tip: Influence starts with clarity. If people don’t understand what you stand for, they won’t follow you.

2. Use Early Wins to Build Momentum

Influence is earned through actions — not just intent.

• Identify pain points that are low-effort, high-impact
• Deliver small but visible wins within your first 90 days
• Share credit generously and publicly

Early traction shows you’re not just “talking strategy” — you’re building trust through delivery.

3. Speak the Language of Outcomes

Executives don’t earn influence by diving into the weeds. They earn it by aligning cross-functional teams around shared outcomes.

• Anchor conversations in impact, not input
• Ask: “What problem are we solving?” more than “What’s the status?”
• Set a tone of ownership and accountability

📌 Outcome-oriented leadership builds alignment — and that alignment builds influence.

4. Make Allies Before You Need Them

Influence doesn’t come from authority — it comes from relationships.

New execs need to map their internal landscape early:

• Who are the formal and informal power brokers?
• Who controls resources? Who controls information?
• Who’s been burned by new leaders in the past?

Build rapport before you start asking for favours or making changes.

5. Coach, Don’t Command

Old-school command-and-control leadership doesn’t cut it in today’s workplace.

Mobilisers lead through coaching, not coercion.

• Ask more questions than you answer
• Encourage upward feedback
• Invest time in understanding what drives each team member

📌 Your job isn’t to have all the answers — it’s to unlock performance.

Final Thought:

Great executives don’t just manage work — they mobilise people.

And they do it not by asserting authority, but by building influence intentionally, early, and consistently.

Coming Up in Edition 67:

The Leadership Portfolio: Balancing Vision, Execution & People.

We’ll explore how senior leaders balance long-term strategy, day-to-day delivery, and team culture — without dropping the ball.