case study
meet Mei-Ju
When I first met Mei-Ju she was a first-time institutional-level leader. This was a significant transition for her as she grappled with unfamiliar responsibilities and institutional dynamics.
Plus, she was struggling to balance her complex to-do list, with navigating team dynamics and helping her employees grow and develop in their careers.
All this left Mei-Ju feeling exhausted, frustrated, and full of self-doubt, and allowed little time for her to focus on her own personal growth.
“Leadership at the institutional level was very new to me so there was a lot of doubt. Can I do this? Is this right for me? Frustration as well.”
On joining the Leadership Mindset Mastermind, Mei-Ju’s main goals were to:
- Align her team’s values and purpose so they were all pulling in the same direction
- Enhance her complex decision-making skills
- Delegate more effectively and manage team dynamics
- Improve clarity of communication
Mei-Ju was familiar with other leadership programs, but she chose the Leadership Mindset Mastermind because of its practicality, flexibility, group interactions, and focus on mindset.
“The reason I chose the mastermind is because it was very interactive and direct, with weekly concepts. So it’s something that is very flexible, very practical and you make progress along the way.”
By the end of the coaching program, Mei-Ju had noticed a huge shift in her confidence levels – so she no longer felt in a constant state of self-doubt and frustration.
The impact of this was huge.
Not only did Mei-Ju feel less exhausted and anxious, she also noticed a radical change in her approach to managing people. She was able to communicate her values and principles with clarity and conviction, which reduced confusion and aligned her team’s goals.
Mei-Ju learned to empower and trust her team so she was able to delegate more tasks, prioritize strategy, and take time off to recharge.
“I’m now very confident that my people can handle certain areas. And that allows me to start thinking about how I prioritize my own time, work and energy… and how I might develop others and myself. So I’m more confident my team can carry through their work even when I’m not there.”
Plus she created a positive team culture, where peers support each other and hold each other to account. This was a huge step away from the authoritative management style Mei-Ju wanted to avoid.
