Josh Rangel’s Post

Agency teams: give your junior staff more opportunities to present to clients. As leaders, it’s our responsibility to help our junior team members grow. And give them opportunities to help them become future leaders. While it seems small, presenting to clients is a big part of agency life, and it's important to start early in your career. Getting more practice with presenting: → develops confidence  → provides experience  → sharpens skills  → builds trust Give them a chance to make their mark. Plus, clients are probably tired of seeing our faces anyway.

The secret to going from middle management to senior leadership is 👇🏽... Were you still reading on hoping you'll find out what it is? BINGO! 🤩 You're a high-achieving manager just like I was :-) Like you, I looked for the magic bullet because I had no clue what I was doing wrong... And the secret to my frustration actually lies in the sentence above. I was so focused on doing more... Doing better... Outdoing my colleagues so I could shine. But...nothing worked! There are many factors that hold us back from successfully unlocking the next level of leadership opportunities in our careers. And if you're a high-achiever, doing more is rarely the reason why you're not experiencing the career advancement you desire. And there's nothing worse than receiving mediocre feedback from your team leader that doesn't help you get unstuck... Mediocre feedback like... 🚩"I don't think you're ready just yet..." 🚩 "You need to be more strategic.." 🚩 "We are not feeling your presence enough..." SWIPE to find out how we worked with my client to go from hearing the phrase 'you're not strategic enough' to getting a promotion less than 3 months after implementing the my signature Elevate Methodology together⚡ 🖤 P.S If you're ready to unlock a new level of leadership just like my client Diana, 𝗗𝗠 𝗺𝗲 𝘁𝗵𝗲 𝘄𝗼𝗿𝗱 𝗖𝗢𝗟𝗟𝗘𝗖𝗧𝗜𝗩𝗘 to join the Elevate Collective & create a solid strategy & mindset to your next leadership promotion #Leadershipdevelopment #careeradvancement #diversityandinclusion #womenleadership #elevatewithrebecca

The secret to going from middle management to senior leadership is 👇🏽... Were you still reading on hoping you'll find out what it is? BINGO! 🤩 You're a high-achieving manager just like I was :-) Like you, I looked for the magic bullet because I had no clue what I was doing wrong... And the secret to my frustration actually lies in the sentence above. I was so focused on doing more... Doing better... Outdoing my colleagues so I could shine. But...nothing worked! There are many factors that hold us back from successfully unlocking the next level of leadership opportunities in our careers. And if you're a high-achiever, doing more is rarely the reason why you're not experiencing the career advancement you desire. And there's nothing worse than receiving mediocre feedback from your team leader that doesn't help you get unstuck... Mediocre feedback like... 🚩"I don't think you're ready just yet..." 🚩 "You need to be more strategic.." 🚩 "We are not feeling your presence enough..." SWIPE to find out how we worked with my client to go from hearing the phrase 'you're not strategic enough' to getting a promotion less than 3 months after implementing the my signature Elevate Methodology together⚡ 🖤 P.S If you're ready to unlock a new level of leadership just like my client Diana, 𝗗𝗠 𝗺𝗲 𝘁𝗵𝗲 𝘄𝗼𝗿𝗱 𝗖𝗢𝗟𝗟𝗘𝗖𝗧𝗜𝗩𝗘 to join the Elevate Collective & create a solid strategy & mindset to your next leadership promotion #Leadershipdevelopment #careeradvancement #diversityandinclusion #womenleadership #elevatewithrebecca

This week, I was tasked to sit in as acting to the Acting External Affairs Director. When I agreed to do it, I was thinking that I could prioritize my own Public Affairs job and fit in the Director duties. I am already a one woman team and that seemed practical for a week. By Monday, I realized the last minute meetings and people interactions would need to be primary. As a leader, your thought leadership, insight and presence for your team are critical to the team’s overall success. One week of deprioritizing staff, phoning it in on a critical meeting where your ideas and expertise are needed, or prioritizing non-essential tasks can have long term impacts. I coach this concept with leaders, so I was a bit annoyed at my lack of forethought. Then this quote arrived in my inbox and I knew I should share this personal growth opportunity with you. What leadership actions are you prioritizing? Is it people development, team cohesion, ongoing long term strategic objectives, or a myriad of other things? Whatever your answer, it will determine your team’s trajectory. (No matter how short your time in leadership.) Be intentional. “I think I’m masterful when it comes to knowing certain things on the floor. But that doesn’t make me a great coach; because I know more than other people. What makes me a great coach is that I know how to meet people where they are and take them where they need to go.” – Dawn Staley #OperationGrowth #Leadership #HopeThisHelps

It’s 2024, and companies are still promoting employees, who don’t want to lead (or aren’t prepared), into management jobs. Actual conversation I had this week: “Our first line leader left for another company, so we promoted Steve into the role.” “I didn’t think Steve wanted to be a people leader, did he change his mind?” “No, not really; but he has the best numbers out of the group, and he has over 10 yrs experience.” I get that teams change all the time. I get that roles need to be filled quickly. I get that people need a manager. But why do we keep believing that years of experience and individual performance automatically equate to leadership skills? Sure, some of that IS transferable, but there are major holes in this theory. Those ‘holes’ or skill gaps are what can create tension, lack of trust, poor leaderships, and toxic environments. Companies, - Give employees leadership training - Connect them w/ mentors in management - Give them opportunities to lead indirectly first And for the love of all things good, Stop putting people into management positions who actively don’t want to be there. #careertips #leadership #peoplefirst #managers

Here are the 𝟰 𝗲𝗮𝘀𝘆 𝘀𝘁𝗲𝗽𝘀 to developing your future leaders that I shared with an audience of independent business people last month. 𝗢𝗡𝗘 - give everyone first-level leadership skills. I'll dig into those more deeply tomorrow - stay tuned. 𝗧𝗪𝗢 - develop career paths so that people know they have a career with your company and not just a 𝘫𝘰𝘣. These are not difficult to create but they 𝘢𝘳𝘦 time consuming. The best practice in this area is to ensure that for every point of entry, there are three to five career paths one can take; so that you are not only keeping people engaged over a longer period of time, but you are maximizing knowledge and talent by cross-training. 𝗧𝗛𝗥𝗘𝗘 - develop breadth as well as depth. Unfortunately, over the last 20+ years, corporate America has created a bunch of specialists and very few generalists. Nobody knows how a company runs any more. They just know their job really, really well. For small companies to remain viable they must break that mold and ensure that people learn about the company in totality. With the audience I was speaking to, we discussed learning about finance, marketing, HR practices like hiring, operations practices like sales and service, etc. And finally, the 𝟰𝘁𝗵 step is to integrate learning with people's real world responsibilities so that they are not learning in isolation and then trying to translate what they learned back to the work that they are responsible for. I'll cover that concept in more depth, this week as well. ❓Questions? Pop them in comments! #leadership #leadershipskills #leadershipdevelopment #futureproofing #trainingdr

For the greatest returns, employers should invest in their workforce. - Invest in the Training and Development of staff. - Invest in Mentorship and Growth Facilitation - Invest in Employee Benefits and Engagement.

Leaders carry a lot of responsibility and meet a lot of needs. As a result, you are likely familiar with the experience of being overwhelmed. It's a very natural experience when we are depleted relationally and experiencing multiple emotions at the same time. For high performing individuals the response to the experience of being overwhelmed is to "try harder". While pushing ahead and pressing the gas gives a temporary sense of relief and control, this approach is counterproductive and harmful. What we really need is the ability to find a rhythm of engagement and rest that optimizes our energy, replenishes our resources, and protects us from burnout. High EQ invites us to stop, listen, and ask ourselves what we're feeling and what we're needing. It invites us to be responsive and responsible instead of reactive and anxious. Next Level Leadership supports you in taking the Journey In toward a deeper understanding of how you are wired to relate to yourself and others in the context of your life and leadership responsibilities. — Register for the Next Level Interest Meeting on Tuesday, March 5th, at 2pm CST here: https://lnkd.in/gs-2iZmM We are accepting nominations and applications for our 7th Next Level Leadership cohort beginning in the Spring of 2024. Learn more here: https://lnkd.in/dTJiZjZn

Having an "executive voice" is a critical skill for any leader regardless of where you sit on an org chart. Knowing what, how, when, with whom, and the context are all important considerations when exercising your executive voice. Being strategic about these elements will help you to demonstrate the presence associated with a savvy executive, leader, or business partner. #executivecommunication, #leadershipcoaching, #executivecoaching

📣 Want to Be the Next Leader? Communicate with Your Manager! 🌟 In today's dynamic workplace, aspiring to be a leader is a commendable goal. But how do you make that ambition known? It's simple—communication is the key! 🗝️ Here's why and how to start the conversation with your manager: 🤝 Build Trust: Open and honest dialogue builds trust between you and your manager. Share your career aspirations to strengthen that bond. 🎯 Set Clear Goals: Communicate your leadership aspirations, but also outline your vision and goals. Be specific about the role you're eyeing. 👂 Listen Actively: Ask for feedback and listen carefully to your manager's insights. Their experience can guide your development. 📚 Seek Development Opportunities: Discuss training, mentorship, and projects that can prepare you for leadership roles. 🔄 Stay Adaptable: Be open to adjustments in your career path based on your manager's advice. Flexibility is key. 🌟 Show Initiative: Prove your commitment through your actions. Take on leadership tasks when opportunities arise. 💬 Regular Updates: Maintain an ongoing dialogue to track your progress and make necessary adjustments. Remember, your manager can be your greatest advocate on your leadership journey. Don't hesitate to initiate this crucial conversation—it could be your first step towards the leadership role you desire! 🚀 #leadershipdevelopment #careeraspirations #communicationskills #careergrowth #careerdevelopment 🌟