Last week I had a unique opportunity to speak with George (a pseudonym), CEO & Chairman of a $3+ billion global public consumer goods company. We spoke about his exit strategy. The reason he wants to leave? A micromanaging board member.

I think George is being hasty and has much to gain by learning to work with the board member. Here’s why:

Research by The Economist Intelligence Unit, Communication Barriers In The Modern Workplace (2018), shows how poor workplace communication can destabilize a company’s performance with 52% more stress for employees, 44% failure to complete a project, 31% low employee morale, and 25% missed performance goals.

The implications of leaving too soon are considerable. He’ll need to consider timing carefully to coincide with his incentives and deferred compensation payouts for his exit to work. He will likely be unable to make his plan, which will impact his bonus and the company’s goals. He will let himself and his team down. It may impact his personal brand.

The timing for my call with George was perfect as it coincides with our last article on the four primary leadership styles and concludes this short series with a review of the analytical style of leader.

As we know, organizations are led by various types of leaders: high drivers, extroverts, introverts, and analytical leaders. This article (you can read or listen) focuses on how to interact with and influence the analytical CEO, Board Chair, shareholder, or investor.  

Described as detail-oriented and (sometimes) a micromanager, the analytical CEO is a data-driven decision-maker. Knowing how to work with the analytical leader is a matter of understanding their motivations.

We also recently released a podcast episode featuring me (Maureen Farmer, CEO/Founder), and our Podcast Producer, Maddie Shears, discussing strategies for changing industries and some of the reasons CEOs get frustrated with the length of time it takes for such a transition. We also discuss proven tactics for landing a role in a new industry and other perspectives on navigating that “stuck” feeling. 

Last week, our team reviewed our list of wins for 2022. Here is a handful:

• Launch of an e-commerce website for executive résumé writers, recruiters, and coaches
• Two trips to New York City to meet with clients and prospective clients
• Launch of the C-Suite Optimization Program (CSOP)
• Launch of the “Main Event”
• Inauguration of Westgate’s Advisory Board
• Onboarding of our new business development executive, Alicia Reece
• Release of our 2022 Global Restaurant Guide 

Upcoming plans for Q1 2023:

• Client meetings in Toronto in February
• Conference in San Diego in March
• Client meetings in New York City in April

What was your highlight in 2022? 

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Westgate is a 100% independent firm.

Maureen is a performance optimization coach and personal branding strategist for next-level executives and board nominees.

Westgate Executive Branding and Career Consulting Inc. would like to acknowledge that we are located in Mi'kma'ki, the ancestral and unceded territory of the Mi'kmaq People. We are all Treaty people.