Atrium

Bringing leaders together isn’t just something we do—it’s part of our ethos.

Our Best Advice Series brings you insights from the most seasoned leaders. Next up, Rola Dagher, C.M. former Global Channel Chief at Dell Technologies, former President of Cisco Canada, and of course, an expert at Atrium. We asked Rola to share the best advice she’s ever received. Here’s what she shared: ⭐ The Advice: “Be yourself—everyone else is already taken.” 🗣️ The Source: “I heard this at a conference a few years ago, and it has stayed with me ever since.” 💡 Why It Stuck: “Embracing who I am has not only shaped the person I’ve become, but it’s also empowered others around me to be authentic and make a meaningful impact.” Rola’s advice is a reminder that true leadership starts with authenticity. When leaders bring their full selves to the table, they create environments where others feel encouraged to do the same. Stay tuned for more advice from leaders like Rola—helping you grow both personally and professionally.

The best leaders seek out diverse experiences to refine their perspective. When Justin Vermeer VP of Operations at Notch, joined an Atrium leadership development sprint, he gained more than just advice. He had the chance to step back from the day-to-day, zoom out, and refine his thinking. Here’s why it worked: ➡ Diverse expertise: Insights from leaders across industries. ➡ Unbiased feedback: A fresh perspective to sharpen strategies. ➡ Zooming out: Time to focus on the bigger picture. With the right support, leaders can elevate how they think and lead.

Leaders deserve more than they’re getting. TL;DR from the StartWell podcast episode featuring our CEO, Mac Gebara: ▶ 70% of people feel unprepared for their roles. ▶ Leadership directly impacts business growth, yet many leaders aren’t getting what they need. ▶ Most programs are generic and lose impact as they scale. ▶ Development needs to be personalized to each leader. ▶ Our approach: We match leaders with top experts, and align their growth with business goals. Growth requires personalization. Full episode link in the comments.

Our Best Advice Series brings you insights from the most seasoned leaders. Next up, Jamie Michaels, Director of Brand Strategy & Creative at X and an expert at Atrium. We asked Jamie to share the best advice he’s ever received. Here’s what he shared: ⭐ The Advice: “Hope is not a strategy.” 🗣️ The Source: “While this is a fairly well-known piece of advice, I first heard it from the President of Rogers Media, and it was reinforced by a career-long mentor.” 💡 Why It Stuck: “It's a powerful reminder that we can't expect things to happen on their own. We shouldn't brush off failure or missed goals with the ‘hope’ that things will get better in the future. Many emerging leaders believe that exemplary skills and work ethic are enough to achieve goals or get promoted. Without a clear strategy to achieve personal and business goals, you rely too heavily on perceived expectations—and, ultimately, fate. Put another way, goals without a strategy are just wishes. Hope and wishes are wonderful things but are best realized when paired with a strong plan of action.” How do you transform your goals into actionable plans? Share your strategies in the comments. Let's celebrate the power of actionable goals and great advice! #BestAdviceEver #ExpertAdvice #ActionableGoals #PowerOfStrategy #AchieveYourGoals 

Before hiring a consultant or creating a new role to tackle your most complex challenges, consider this: Are there existing leaders on your team who, with the right development, can step up to meet these needs? Your first choice should be investing in your current team. While outside expertise is sometimes necessary, bringing in experts to develop your team retains essential skills and knowledge within your business. This approach not only solves immediate challenges but also builds a stronger, more capable team for the long term. Showing your commitment to their growth encourages your leaders to stay and grow with you. When you invest in your team, they invest back in the business. #LeadershipDevelopment #InvestInYourTeam #LeadershipGrowth #MaximizePotential #ExpertDevelopment

Developing leaders is the top challenge for 55% of CEOs, according to a recent survey. And it's no surprise—63% of millennials feel they're not being fully developed as leaders by their companies. Why is this critical challenge not making headway? It’s not easy. There’s no one-size-fits-all approach that works for every leader. Impactful leadership development involves setting measurable goals, aligning them with business objectives, and finding a coach or mentor who’s already achieved those goals before and has the time to guide the leader. If there is a coach or mentor within your company or network who meets these criteria, that’s fantastic! But more often than not, the time and expertise simply aren’t there. Don’t underestimate the structure, time commitment, and expertise required to make leadership development valuable for both the leader and your business. #LeadershipDevelopment #LeadershipChallenges  #LeadershipGoals #EffectiveLeadership #EmpoweringLeaders

Nearly half of employees spend 3 hours or less with their leader each week. And 20% spend just 1 hour! Leadership IQ surveyed over 32,000 leaders and employees and found the optimal time to spend interacting with your leader is 6 hours per week. That’s a big gap. And that’s just ‘interacting’; time dedicated to direct coaching is likely even less. We understand the demands on leaders' time. If you can’t dedicate enough time to support and coach your team, supplementing with external experts can make all the difference. External guidance not only enhances individual development but also drives organizational growth (with the right leadership development partner!). Prioritize your team's growth by ensuring they receive the support and expertise they need, especially when your time is limited. #LeadershipDevelopment #LeadershipIQ #CoachingGap #OrganizationalGrowth #SupportAndExpertise

When leaders don’t see opportunities for growth, they go elsewhere. They need to see a clear career development path, which means visibly mapping and linking their personal career development goals with your organization’s short and long-term business goals. Once the path is set, help your leaders build mastery of the skills they need to grow—whether it’s soft skills or technical and functional expertise. Identify the areas you can support them in and outsource the rest to other leaders within and outside your organization. Ensure the development path and associated goals are clear, actionable, and measurable—with the right support in place to achieve them. Growth is not linear. To be effective, development needs to be personalized to each leader. If growth is what matters most, invest in the growth of your leaders. #LeadershipDevelopment #CareerGrowth #PersonalizedDevelopment #SkillsMastery #InvestInLeaders

The skills you need on your team today won’t be the same in a few years (or even months!). Hire leaders who can learn quickly and adapt even faster. Their ability to keep up will allow you to move faster. Invest in those fast learners—they're the ones you want to retain for the long haul. What functional expertise or skills do they need to build to achieve their current goals? How much faster can they meet those goals with the right support? Employees now see training not as a perk but as a must-have. In fact, 94% of employees say they'd stay longer at a company that invests in their careers (LinkedIn Workforce Learning Report). Investing in your fast-learning leaders will keep their skills stack relevant and keep them engaged and around for longer. #LeadershipDevelopment #FastLearners #InvestInYourTeam #SkillsStack #ContinuousLearning