Leigh, a capable mid-level manager in tech, came to coaching feeling stuck and increasingly frustrated. She was in a confidence crisis.
Her boss wasn’t giving her new responsibilities. She was bored, under-challenged, and under-recognised and in need of improved leadership communications strategies.
However er peer, hired at the same time, had already moved ahead—thanks to a different manager who delegated and supported on-the-job learning.
So Leigh felt the comparison sharply.
Even worse, her boss took credit for a major financial issue Leigh had spotted and escalated.
That betrayal—seeing it in writing, as he claimed credit for himself—was the final straw. The stealing of ideas is something is all too common for many of my clients.
Coaching Through a Confidence Crisis
When Leigh and I spoke, I could see she wasn’t just angry—she was also demoralised.
She questioned her instincts, her pace, and her value.
As her coach, my role was to steady the emotional turbulence and offer strategic clarity.
Together, we:
🔹 Identified exactly where she’d outgrown her current role
🔹 Mapped the skills she wanted to develop, and where her boss was blocking her
🔹 Practiced how to start a confident, non-confrontational conversation with her manager
🔹 Reframed how she viewed her own learning pace—recognising that teaching herself was a strength
🔹 Created an exit strategy that would let her grow elsewhere if needed
That meant Leigh needed more than a plan—she needed perspective. I reminded her: her growth wasn’t a threat.
It was a necessity. And withholding development wasn’t her fault.
Leadership Communication Strategies That Helped Leigh Shift
So instead of waiting to be delegated to, Leigh took these coaching insights forward:
🗣️ Leigh asked: “What parts of your role could I support with, if I had more training?”
🤝 She reassured her boos: “If something feels complex, I’ll check in right away.”
📈 Leigh focused on: delivering work with speed and precision—key metrics her boss valued.
🌐 She began networking within the company, seeking mentors who believed in upskilling.
These leadership communication strategies gave Leigh her power back—without needing permission first.
Coaching Outcome: Clarity and Momentum
Clearly, the road ahead isn’t instant. But Leigh saw it clearly for the first time.
She now knows how to either re-engage her boss or reposition herself with another leader who values growth.
That’s the clarity executive coaching can provide—especially for women navigating complex workplaces.
Additional Helpful Resources for You
📰 3 Ways ‘Micromanagers’ Slowly Destroy your Spirit– Forbes
🧠 Why Micromanagement is So Harmful – Psychology Today
If you’re in Leigh’s position—frustrated, overlooked, and unsure how to move forward—let’s talk.
📩 Reach out for a free 45-minute coaching conversation at
Let’s work together to create the clarity and momentum you need.
