These activities and this coaching guidance are designed for someone preparing for promotion, visibility, or new decision-making authority
The Quiet Leadership Audit
What we're doing: You've probably made strong leadership decisions this year, but because they weren't officially recognised, they may have flown under the radar. This activity helps you surface those moments and frame them not as overachieving effort, but as evidence of what you're already capable of doing at the next level.
How to do it: Think of 2–3 recent moments where you stepped in, spoke up, or shifted something even though it wasn't part of your official brief. Then walk yourself through this sequence for each:
Step 1: What you did (and why you did it)
What did you take responsibility for even though no one asked you to?
Be specific. Describe the decision, conversation, or action in plain terms.
Step 2: What happened as a result
Did something improve? Did friction disappear?
Did someone thank you quietly?
Identify the shift, even if it wasn't loud.
Step 3: What this demonstrates about your readiness
What capability, judgement, or presence did this show you that you already possess, or something that's critical at the next level?
Leadership Evidence: Example #1
1
What I did
Created onboarding resources during a period of staff turnover to avoid chaos.
2
Result
New hires onboarded 30% faster, senior staff had clarity and capacity.
3
What it shows
I initiate solutions under pressure and think long-term when others are reacting.
Leadership Evidence: Example #2
What I did
Mediated between two department heads to avoid a last-minute conflict before a board report.
Frame your actions as evidence of leadership capability
Leverage
Use these insights when applying for advancement
Advance
Step confidently into your next-level role
Why This Matters
This is one insight-generating moment in a broader 60-90 minute session as part of our series of 6 sessions designed to help you lead from authorship, not assumption. Together, we'll also explore:
Role vs. Contribution Diagnostic
A diagnostic to separate role from contribution
Opportunity Framework
A framework to help you decide which opportunities grow you, and which ones just keep you busy
Trust Reflection
A structured reflection that clarifies the kind of work you're already ready to be trusted with
These aren't one-off reflections. They're reference points you'll return to when applying, pitching, or stepping into strategic conversations.