Araceli Canedo Bebbington’s Post

What separates effective and reliable advisors and management consultants: Just got off a call with our Saturday executive coaching group. One thing I’ve learned in my career: growth comes from facing hard truths, not just from hearing what you want. This is applicable to how we manage ourselves and how we work with our clients. Thomas Sowell said it well: “When you want to help people, you tell them the truth. When you want to help yourself, you tell them what they want to hear.” As trusted advisors, our role is to guide leaders through tough questions, realizations, and conversations. But not every advisor is willing to tell the truth. It is risky. It requires a much deeper level of trust with your clients. It turns some people away. But every management consultant and every advisor to leaders who is worthy of this title holds themselves up to a high standard of doing what is right for the client. Telling the truth, even if this is not what the client wants to hear. Of course, you have to do this in a way that helps the client progress forward. Because some people tell the truth but in a way that traumatizes people. In our executive coaching groups, we don’t just offer individual advice. We have a team of two seasoned advisors providing diverse perspectives, plus a small group of exceptional clients (per group) who add their valuable input as well. That is a powerful mastermind environment. This collective wisdom ensures we address challenges from multiple angles. Here’s what we discussed today: - Prioritizing projects and stakeholder management. - Workload and prioritization of tasks. - Career fulfillment and taking on new challenges. - Finding alignment in a team. - Leadership, dysfunction, and personal responsibility in a corporate environment. - Conflicts of interest. - Career growth, loyalty, and betrayal in professional settings. - Building alliances. - Building relationships and credibility. - Balancing client work and business development skills. - Delegating responsibilities and sharing credit among partners. So what? Telling the truth, even when it's uncomfortable, is very important for growth and progress. It's what separates effective and reliable advisors from those who simply tell clients what they want to hear. Surround yourself with the support of a diverse team of advisors and peers who are willing to tell you the truth as they see it. And, most importantly, make sure you are truthful with yourself. #ExecutiveCoaching #Leadership #TruthMatters #Growth #Resilience

*I don’t know where they’ve been hiding but OMG they’re on fire right now* Said a Managing Director about two of his senior team. The difference???… They were both in my one to one programme!!! They’d gone from doing their job to OWNING their role!! Their mindset around being a leader had totally shifted. They spoke up confidently in meetings (no more second guessing or feeling like an imposter in the room) They empowered their teams, stepping back from fixing and moved to coaching… which also gave them a really capable team and tonnes more time. They elevated… which meant they were showing up as the next level…and adding a lot more value without spending any more time at work. And all of this impacted the Managing Director… giving them a lot more time, confidence and space. When you have a team of confident, empowered leaders everything happens A LOT easier. You don’t have to check up on things, get involved unnecessarily, fix things, or validate…Instead you co-create, discuss, brainstorm, create a strategy, and support. When you have a team of elevated leaders.. life gets easier! That’s why I’ve opened the doors to the FIRST ROUND of the ELEVATE group coaching programme. Especially for Senior Managers and Execs who are ready to catapult their development as a leader. More confidence, more time, and OWNING their seat at the table. This is for ambitious senior managers who want to RISE. A 6 week programme group coaching programme starting w.c 20th May. Only 5 spaces available. Direct message for more info.

Starting strong in your new role - the first 90 days matters Over the past year, I’ve had the privilege of supporting senior leaders as they transitioned into new roles, both within their organisations and to new environments. What I’ve learned from their journeys is that stepping into a role with increased responsibilities is rarely straightforward. Many experience isolation, complexity, and the weight of new challenges. This adjustment can also take a toll on both mental and physical well-being. With these insights, I’m excited to introduce my Leadership Transition Coaching Program, crafted to help leaders start strong and build momentum that lasts. Here’s what’s included in this transformative journey 🔹 2-Hour Initial Scoping Call – A deep dive to understand your unique challenges and aspirations. 🔹 12 Weekly 1-Hour Coaching Sessions – Guided by a proven framework to ensure progress and support Foundations and Awareness – Clarify your purpose, vision, values, and how they align with your new role’s culture. Growth and Skill Development – Gain the tools and strategies to navigate challenges, make effective decisions, and influence effectively. Integration and Sustainability – Build an operating rhythm, create a supportive network, and establish sustainable habits for continued growth. By the end of our three months together, you will ✅ Achieve clarity around your purpose and vision. ✅ Establish a consistent operating rhythm that aligns with your goals. ✅ Build a network to elevate your journey and provide long term support. ✅ Prioritise mental and physical well-being with strategies that sustain your success. If you want to feel supported in your transition and would like tailored coaching expertise, let’s see how we can work together. _______________________________ After three decades of senior leadership, 15,000+ hours of coaching, and the adventure of building, scaling, and selling a business, one thing’s crystal clear. I’m here to make a real difference. My passion? Helping clients level up their lives, careers, and the teams they lead, all while keeping things fun and meaningful. Whether you're looking to achieve big goals, make lasting changes, or just shake things up, I’m all in! Curious how I can help you? Then book a free consultation, link in my bio

4 years ago, 2020 changed the world, and brought unexpected gifts in the midst of the darkness. When presented with the time to rest, it was also an opportunity to reflect. Looking back over years' worth of leadership training content I had prepared through coaching, workshops, and online content - I knew there was something more to offer. I set out to write a book specifically for frontline managers. Helping brand new managers who were promoted for their unique contribution become successful in their new role. ↳The Seven Mistakes New Manager’s Make. The next question was then: These successful managers are getting noticed, promoted, and moving up into VP Executive roles, but what got them there, won't be what helps them succeed now. So I've been busy writing these past months. My second book and resource to close the gap from Manager to VP ↳ The Strategic Leader’s Mindset The cover has been chosen. I’m currently working on the final edits. And will soon be sent off to the publisher. I’m eager to share more details soon and can’t wait to release the book. _______________________________ New Managers: Check out The Seven Mistakes: https://lnkd.in/guRhFdYA New Vice Presidents and Directors: Let's connect!

I often get asked -- What do executive coaches actually do? With ~2 years in this space, here's my real time perspective: - We quickly become a confidential sounding board and thought partner for even the most seasoned executives to air their doubts, celebrate wins and think through decisions from every angle - We bring an infusion of fresh perspectives and outside thinking to amplify an executive's productivity and overall impact - We nudge, truth tell and become a short/medium term historian to our clients To get even more precise, these are the top focus areas I am coaching corporate executives on of late: 1️⃣ Partnership in navigating challenging people decisions, driving organizational change and making smart, logical and impactful decisions 2️⃣ Sharpen executive presence: influencing, conflict management, change leadership, amplification of one's internal brand and ability to operate and lead at the right altitude 3️⃣ Strengthen mental resilience to navigate demanding roles and unrelenting pressures 4️⃣ Strike a proper balance between keeping all the swim lanes in motion while thoughtfully looking around the bend, anticipating risk and opportunity 5️⃣ Stay connected to what is most important outside of work What are you observing as a senior leader or executive coach to add to this list?

After working with leaders across industries, one thing I’ve learned is this: We all have a ‘shape’ that’s true to our identity. Whether you’re I-shaped, T-shaped, M-shaped, or V-shaped, it’s not about which is ‘best,’ but about knowing who you are and having the courage to own it. Are you someone with deep expertise (I-shaped)? Or maybe you’re a connector, bridging multiple areas (T-shaped). Perhaps you’re a versatile leader (M-shaped) or constantly growing in new ways (V-shaped). The magic happens when teams embrace their unique strengths and create space for each shape to thrive. So, which letter resonates with you? Do you have the courage to embrace your shape and lead with it? Let me know in the comments—let’s talk about how to build teams where every shape thrives. #careercoaching #leadershipcoaching #selfawareness #growthmindset”

Working with difficult people is sometimes just part of the job. If you have a colleague you can't seem to align with, or who is always pushing your buttons, it might be because they feel threatened in some way. Everyone wants to look like the good guy, and if you can help make them a hero, it might go a long way to building more trust in your relationship with them. One simple way to do this is to try the “Yes, and” approach. If you have a conflicting idea to what they shared, try acknowledging it with: ✅ “YES, I can totally see how this is a great idea and the benefits are XYZ… ✅ "AND" I also want to ensure we prioritize ABC.”  The “yes” acknowledges their piece and validates them, while the “and” holds space for your piece.  It creates an opportunity to find a compromise and a way forward rather than it being an Either/Or where someone loses. Try it and let me know how it goes! By the way, this exact topic came up on a recent LEAD with Impact coaching call. This is the kind of support and coaching you get inside of my group coaching program for emerging leaders and new managers. ------- 🙋🏻♀️ If you’re a new female leader ready to go from anxious, insecure, and overwhelmed to confidently leading with authenticity (and getting fast tracked for promotions wouldn’t hurt either…), DM me “LEAD” to explore if LEAD with Impact is right for you. 🔥 LEAD with Impact is my signature 6-month group coaching program dedicated to helping go-getter women establish themselves as leaders, gracefully transition from peer to manager, and gain confidence in their leadership style – without the crushing anxiety of imposter syndrome. P.S. The price will be going up on April 2nd, so if you’ve been on the fence about joining, now’s the time to make moves! ⏰ DM me ‘LEAD’ to explore more about the program and see if it’s a fit for you!

Most organisations wait until you have a Directors role before investing in your ability to do the role. Backwards right?! Transitioning from a Head Of to a Director role takes at least 12 month prior to appointment. Don't let the lack of development play into an unsuccessful transition or a painful first 6 months. Welcome today 8 or 12 where I reveal the realisations of the transition between a Head Of and a Director role, providing some development areas for you to focus your time on. Organisational culture and values play a significant role in achieving strategic goals and ensuring long term success. Directors who focus solely on business outcomes without considering the impact on culture may face challenges in building a cohesive and motivated team. Today is focused on The Importance of Culture and Values Develop in ... 👩👩👧👦 Aligning with Organisational Values - Ensure your actions and decisions reflect and support the organisation’s core values. 💬 Promoting a Positive Culture - Foster an environment where team members feel valued, supported, and motivated to contribute. 👁 Addressing Cultural Issues - Be proactive in identifying and addressing any cultural issues that may hinder performance or team morale. 🏃♂️ Leading by Example - Model the behaviours and attitudes you want to see in your team and the wider organisation. Creating an environment where your people can thrive and cultivating a story for everyone to get behind and make a real difference requires, a plan, action, collaboration and serious effort. But you needs to understand what your stand for in you new role, before you can lead others. I help successful Heads Of transition to a Director role with ease and make it a great experience for the leaders and the people they lead. My mission is 'To make a difference to the lives of my clients, their loved ones and the people they surround themselves with. ' Let me see how I can help you. #transition #thecoachingguy #coaching #headoftodirector _______________________________ No Formal Outro No Habituation Fillers Everything you need to make a fast decision... ❓ Coach/Mentor/Consultant, I think in Questions 📣 Three Decades of Senior Leadership Experience 🎇 23,000 hours of Coaching/Training/Mentoring 🏦 Built, Scaled and sold Curious how I can help you? Then book a free consultation, link in my bio.

It is end of a very productive week. I am grateful and fortunate to have worked with three new clients. There was a common theme among them:  a senior executive, a high potential talent recently promoted and a business owner. Their Challenges: ✅ Coping with loneliness ✅ Isolation from others ✅ Feeling overwhelmed in their roles No one to be their sounding board, no safe place to be vulnerable and say I don’t have a solution to that challenge, frustration with the lack of alignment on their team and daunting demands of their time. Sound familiar? Maybe you want want to be more self-aware, stretch your skill set, make better strategic decisions, communicate more effectively and inspire your team to deliver high-performance results. This is how I support business professionals…….through the power of executive coaching.  My process works across roles although the journey for each individual is customized based on their needs, background, experience, knowledge and time in their role. Coaching only works in a safe and trusted environment where the client can embrace a mindset to be candid and open to reflection and change.  Where there is no judgement. This goes beyond the limits of traditional management development programs and explores areas such as emotional intelligence, influencing key stakeholders, implementing change, self-advocacy, and improving leadership agility.  Although the client dictates what we cover and where we go, the process is measurable, accountable and focused on positive outcomes with a ROI.  My role as executive coach is to be a trusted advisor.  What we discuss is confidential. This is not only about developing exceptional individual leaders but also fostering a culture of continuous growth and advancement and improving employee retention. Is there anything more important than the investment in your growth, development and in many cases, your mental well-being? #executivecoaching, #growthanddevelopment, #mentalwellbeing, #trustedadvisor 

“Focusing on the priorities… and structuring our work so it was very outcomes-based was really helpful for me to see results.” - Brie, Chief of Staff When I met Brie, she was being pulled in 742 directions - feeling overstretched and unfocused - teetering on the edge of burnout that manifested as repeatedly getting sick. She also worried if she was providing enough value to the business, despite being the linchpin between the CEO and the entire Operations staff. Good thing she joined me for executive coaching during during that pivotal time! My coaching framework is designed to address immediate fires AND co-create long-term results. Here’s where we invested our focus to meet those goals: 1️⃣ Prioritizing outcomes, including moving the needle on specific business metrics. We even re-wrote her job description and mapped key strategic priorities to corresponding focus projects that she could own or delegate. 2️⃣ Being more intentional with her time and energy - working smarter, not harder. This included getting back to the routines that made her feel and perform at her best, like working out and meditating in the morning 3️⃣ Sharpening her professionalism around boundaries, focus, and presence. Ultimately, this supported her in embracing hard conversations, leading through change, and staying adaptable. Through the accountability and support of coaching, Brie was able to lean into her strengths and was ultimately promoted to the Director of Operations, where she could focus on what she does best! Her excitement and passion for her job returned. And she’s learned how to trust her gut, feel grounded in her leadership, and become more confident, brave, and at peace. “I think this integrative program is one of the best out there because you really get to think about your whole self.” - Brie 💫 Q4 and 2025 planning season is underway in many of the organizations I work with. If you'd like to get ahead of the planning cycle and know that leadership development, performance growth, and navigating change will be top priorities for your org - now is the perfect time to book a strategy session. *** I’ve got 3 strategy sessions available for September *** Comment or DM me STRATEGY and I’ll send you a link to my calendar