Ten years ago, I built a two-day coaching skills program for leaders and fondly remember delivering it for the first time in Jakarta. During COVID, I adapted it for an online world. This year, I rewrote it again—not just to update it, but to align it with what leaders face today, the experiences I’ve gained, and the coach I’ve become. The lesson? Your past work isn’t a finished product; it’s a foundation. Too many professionals cling to what worked before instead of challenging themselves to evolve. The best leaders—and the best coaches—aren’t locked into their history. They respect it, but they also push beyond it. If your best work is 10 years old, you’re overdue for reinvention. Growth isn’t about what you did—it’s about what you’re willing to rebuild.

Go back ten years, pull out a piece of work at random and see what value, inspiration or provocation it could unlock today.

At a networking event on Friday, I was asked about the most common question my career coaching clients ask. For 13 years, the answer hasn’t changed: “How do I find out what I want to do next?” Here’s the truth—clarity doesn’t come from endless reflection; it comes from decision and action. Too many professionals stay stuck, waiting for some grand revelation about their future. But career clarity isn’t something you find—it’s something you create by testing, exploring, and making bold choices. If you don’t know what’s next, don’t wait for inspiration—move. Try a project, shift your role, have real conversations with people ahead of you. The longer you sit in indecision, the longer you let your career drift. The only wrong move is no move at all.

My experience, teaching a HiPo group in Mumbai last month reinforced a truth too many leaders overlook—presence isn’t about how you look; it’s about how you make others feel. The executives who stood out weren’t the loudest or the most polished; they were the ones who commanded attention through clarity, conviction, and connection. The paradox? Many arrived wanting to "fix" their speaking skills, but the real breakthrough came when they stopped performing and started being. Executive presence isn’t about perfect delivery—it’s about authenticity in action. If you’re still chasing confidence, stop. Instead, ask: Am I making people pay attention, understand, and act? That’s the real test of leadership presence.

If your career conversations with your boss this year have been vague, reactive, or non-existent, you’re already falling behind. Employers face a choice: build talent from within or buy it from the market. Employees face an equally tough call: stay and grow or go for new opportunities. If you’re not actively driving these conversations, your employer is making that decision for you. Have you clearly articulated what you want, where you’re headed, and how you plan to get there? Or are you assuming hard work alone will get you noticed? Waiting is a risk. Ownership is a strategy. If you haven’t had a serious career conversation yet this year, it’s time to change that—because the people who do are the ones who grow.

I’m developing a new course on Transformational Leadership, and I’d love your input. Leadership is personal, and topics like motivation, inspiration, role modelling, and individualized concern mean different things to different leaders. What challenges have you faced? What questions should we explore? The best learning happens through shared experiences, and I want this course to reflect the real issues leaders navigate every day. If you share your thoughts, I’ll thank you with free access when it launches. Let’s shape something meaningful together—what’s one question about transformational leadership that’s on your mind?

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