Transformation is not about learning new skills; it is about becoming someone new. This is the essence of vertical development—an approach to leadership growth that shifts how individuals see and interact with the world. Rather than focusing on external competencies, vertical development works on deepening self-awareness, expanding one’s capacity to navigate complexity, and unlocking more effective ways of leading.
One of the most powerful illustrations of this transformative process comes from a past client, Tom. Tom’s journey is a testament to how self-awareness and mindset shifts can redefine leadership effectiveness and personal fulfillment.
Tom’s Journey: From Hyper-Vigilance to Purpose-Driven Leadership
Tom’s early career was forged in high-intensity environments. As a military professional and later an emergency medical technician (EMT), his survival depended on constant vigilance and an acute ability to anticipate and neutralize threats. His experiences ingrained in him a deep problem-prevention mindset, where his primary focus was ensuring that nothing went wrong.
When Tom transitioned to the corporate world, he quickly climbed the ranks to become a vice president at a technology company. However, his leadership style—rooted in his past experiences—created significant roadblocks. Tom was not leading to innovate or inspire; he was leading to prevent failure. His nervous system, conditioned to detect threats, interpreted organizational uncertainty as danger. This led him to be overly involved in operations, hesitant to delegate, and resistant to risk-taking. His fixation on avoiding problems inadvertently stifled his team’s ability to thrive.
The Coaching Process: Uncovering and Rewiring Limiting Mindsets
I was introduced to Tom because I was hired to help him and his colleagues vertically develop as leaders. The program was largely a coaching program where I met with these leaders one-on-one.
In other words, Tom didn’t necessarily sign up for this program, but he was required to participate. If given the choice, my guess is that he would have opted out.
So, when I started coaching Tom, he was a little reluctant to engage, and I quickly realized that he was unaware of how his past experiences were shaping his present leadership struggles.
Thus, I knew that our work together would need to focus on unveiling these subconscious patterns and shifting his leadership approach.
So, I walked him through my 5-step coaching process:
- Laying the Foundation – We started with an overview of the principles of vertical development and mindsets, helping Tom understand that effective leadership isn’t just about doing more—it’s about evolving who he is as a leader.
- Deepening Self-Awareness – Through 360-degree feedback, Tom gained crucial insights into how his leadership style was perceived. This feedback served as a mirror, revealing how his problem-prevention mindset was limiting his effectiveness and how his team felt micromanaged and disempowered.
- The Vertical Development Exercise – This introspective process uncovered the mental blocks and self-protective mindsets holding Tom back. He realized that his deep-seated fear of failure wasn’t just about the business—it was about self-preservation. His nervous system had been trained to equate mistakes with life-or-death consequences, and this belief system was driving his behaviors.
- Creating a Personal Vertical Development Plan – With newfound awareness, we crafted a tailored plan to help Tom rise above his mental blocks and upgrade his mindset. The goal was to shift him from being problem-avoidant to being purpose-driven, from a self-protector to a value creator.
- Coaching and Accountability – Over time, I worked alongside Tom, providing guidance and accountability as he implemented his development plan, ensuring his growth was sustainable and impactful.
The Breakthrough: Tom’s Wins
Through the vertical development coaching process, Tom experienced profound growth:
- Deepened Self-Awareness – Tom gained clarity about the internal narratives shaping his leadership, opening the door for transformation.
- Shifted from Problem-Avoidance to Purpose-Driven Leadership – He began making decisions based on strategic impact rather than fear of failure, enabling him to inspire and empower his team.
- Elevated from Self-Protector to Value Creator – No longer driven by the need to control outcomes, Tom started leading with vision, fostering an environment of trust, collaboration, and innovation.
The Power of Vertical Development Coaching
Tom’s story underscores a powerful truth: technical skills and experience alone do not make an effective leader. Leadership is deeply intertwined with who we are—our mindsets, emotional regulation, and ability to navigate complexity. For leaders like Tom, unlocking their true potential requires a shift from external problem-solving to internal transformation.
If you are ready to explore how vertical development can elevate your leadership—or the leadership of those you support—I invite you to connect with me. True transformation begins within, and the journey to becoming a more effective, purpose-driven leader starts today.
