Un cadre fait face à des pressions quotidiennes en matière de promotion. Comment pouvez-vous les aider à rester concentrés sur leurs objectifs à long terme ?

Clarity is key to staying on course. An executive coach helps you define long-term goals and break them into actionable steps, allowing you to prioritize tasks that align with your vision. By keeping your ultimate goals in sight, you can stay focused on progress, even amid daily pressures.

Start by guiding the executive to revisit and clearly define their long-term vision and objectives, ensuring that these goals align with their core values and professional aspirations. Encourage them to articulate what success looks like in the long run, beyond the immediate pressures of promotion. This clarity serves as a compass, helping the executive prioritize actions and decisions that align with their long-term vision rather than being swayed by short-term demands. Regularly remind them of these long-term goals and how each step they take today contributes to achieving them. By reinforcing this clarity, you help the executive maintain focus, make more strategic decisions, and navigate daily pressures.

Ter uma boa conversa revisando a missão e a visão da organização e como ele diferencia resultados e efeitos do projeto pode ajudar muito. === Having a good conversation reviewing the organization's mission and vision and how it differentiates project outcomes and effects can go a long way.

In my resilience model, future orientation is a key factor to stay effective and healthy. Many leaders get lost in everyday tasks and neglect the long-term aims in career. Thus, a vision board alongside with a realistic timeframe about those personal aims can be quite helpful.

Encourage the executive to approach each decision intentionally, ensuring their actions and priorities align with their objectives. This means taking the time to evaluate the potential impact of each choice on their long-term vision rather than reacting impulsively to immediate pressures. Through coaching, help them develop habits of pausing and reflecting before committing to tasks or initiatives, assessing whether these actions contribute to their enduring goals. Additionally, teach them techniques such as prioritization and time management to support making decisions consistent with their strategic aims.

Intentional Decision-Making Encourage the executive to make mindful, intentional choices about how they spend their time and energy. By consciously aligning daily decisions with long-term goals, they can ensure that immediate actions contribute to their broader objectives. This approach turns everyday tasks into deliberate steps toward sustained success.

An executive coaching can be quite helpful to reflect and evaluate current coping strategies in everyday work. This valuable feedback can also foster occupational resilience, because it enhances adaptive coping strategies like solution orientation, network orientation, occupational acceptance and optimism.

Help the executive prioritize their tasks by aligning daily activities with strategic objectives. Encourage them to use tools like time-blocking or the Eisenhower Matrix to differentiate between urgent and critical tasks for long-term success. By scheduling dedicated time each day or week to focus on strategic planning and goal-setting, the executive can ensure that immediate demands stay within their bigger ambitions. Additionally, teach them to set boundaries and delegate tasks where possible, freeing time for high-impact activities that drive long-term growth. With strong time management practices, the executive can balance daily pressures with a steady focus on their long-term vision.

In my leadership mentoring, I highlight the importance to invest in personal growth, e.g. in a occupational resilience training. However, this requires a good time management, because there need to be open spaces for development and training. Therefore, I support leaders to seek a better time management.

Resilience allows the executive to withstand the stress and demands of immediate challenges without losing sight of their broader objectives. Coaching helps them develop strategies to manage stress, such as mindfulness practices, regular physical activity, or mental health check-ins, which can enhance their ability to bounce back from setbacks. Encourage them to adopt a growth mindset, viewing obstacles as opportunities to learn and grow rather than as insurmountable barriers. Resilience building also involves cultivating a strong, personal, professional support network to encourage and give perspective during tough times.

Resilience training is my core competency. With my team, I developed a psychometrically valid questionnaire to access occupational resilience. Assessment of the current state of resilience is the base for identification of training needs. Our resilience model contains optimism, acceptance, solution orientation, self care, network orientation, readiness for responsibility and future orientation. These dimensions are the base for development of a strong occupational resilience.

Encourage the executive to actively build and engage with a network of trusted colleagues, mentors, and peers who can provide advice, perspective, and emotional support. These connections can offer valuable insights, helping the executive navigate immediate challenges while considering their broader objectives. Regular check-ins with mentors can provide guidance and remind them of their long-term vision, while peer support can offer encouragement and practical tips for managing day-to-day pressures. By cultivating and utilizing these support networks, the executive can draw on the collective wisdom and experience of others, reducing the feeling of isolation and enhancing their ability to remain focused and resilient.

Engaging the team and networks in a thorough dialogue about the organization's mission and vision, as well as how it distinguishes project outcomes and impacts, can be highly beneficial.

Lone wolves are rarely the successful ones. Thus, in my resilience model, network orientation is a important key dimension. Being able to use a supportive occupational network can unleash quite great effects on productivity, mental health and general work satisfaction.

When an executive is under constant pressure for promotion, it’s easy for them to get caught up in short-term wins and lose sight of the bigger picture. Help them step back and reconnect with their long-term vision—the legacy they want to leave and the impact they want to make. Encourage them to see daily pressures as part of the journey, not the destination. Remind them that promotions are a byproduct of consistent growth, not the goal itself. By focusing on strategic decisions and personal growth aligned with their future goals, they’ll find balance and avoid getting derailed by immediate pressures.

O Aprendizado Contínuo precisa ser compreendido como uma realidade natural dentro da cultura organizacional, pois cada resultado traz efeitos que inevitavelmente mudam as demandas da própria organização e, se forem impactantes, a sua própria estrutura. == Continuous Learning needs to be understood as a natural reality within the organizational culture, as each result brings effects that inevitably change the demands of the organization itself and, if they are impactful, its own structure.