Great leaders don’t just react. They influence, adapt, and deliver.
That’s exactly what I taught a group of Microsoft’s top leaders in a 2-hour workshop this past week.
The session was focused on how to lead through change, communicate clearly, empower teams, and give feedback that actually drives performance, while keeping up with the speed of AI.
I wanted to share the 10 leadership frameworks I coached them on so you can lead at the next level too.
Let’s dive in.
10 leadership frameworks you need
1/ Define your leadership ethos
If you can’t define how you lead, your team can’t follow you.
A strong leadership ethos creates consistency in decision-making, builds trust, and drives your team toward a common goal, even in volatile or uncertain circumstances.
It anchors you in complex moments, enabling confident and decisive action.
Example: “I aim to create a future for our team where every member feels trusted, empowered, and connected to our shared goals, especially in times of change. This matters because I know our best work happens when we feel safe and seen.”
Why it works: A clear ethos consistently gives your team the needed direction and confidence to maximize commitment and follow-through.
2/ Communicate vision simply and often
Complexity kills clarity. Your vision should be clear enough for anyone to repeat.
It also serves as your aspirational view of what the future could look like under your guidance. It’s not about where you are now, but about where you want to lead your team next.
Pro tip: Vet your vision with stakeholders outside of your immediate team. If they understand it well, run with it. If it creates confusion, simplify it further and then test again.
Example: “Our goal is to make this product the top choice for our customers by focusing on emotional connection, not just features.”
Why it works: Clear, repeated messaging aligns your teams and builds momentum.
3/ Shift from manager to leader
Managers give instructions. Leaders ask questions and inspire solutions.
This requires an up-level in what you prioritize with your teams so that it empowers, enables and motivates them to bring out their best everyday.
Why it works: It creates ownership, initiative, and better problem-solving.
Here's a snapshot of the shifts needed from manager to leader and how you can action it in your work.
4/ Empower without micromanaging
Give your team the “what,” not the “how.”
Provide the resources, not just instructions.
Focus on progress, not perfection.
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Encourage a culture of learning and emphasize iterative improvement over getting everything right the first time. This will enable your teams to feel autonomous in their work and be more willing to experiment.
Example: “Our goal is to increase client retention by 15% this quarter. I’d love for you to propose 2–3 strategies to get us there and we’ll align together.”
Why it works: It creates accountability without control.
5/ Use the EFM feedback technique
Feedback shouldn’t be vague or delayed.
Having the courage to lead hard conversations isn't always easy but necessary.
Use my EFM feedback technique to remove defensiveness from the other side and facilitate collaboration. It stands for Empathize, Focus In and Move Forward.
Example: “I can appreciate how much effort you put into this. At the same time, the final deliverable didn’t fully hit the mark. For example, I noticed that this part of the project didn't include the depth of data we had initially discussed and it would have made the business case much stronger. Moving forward, I’d like to suggest adding a midpoint check-in to review the data together. Can I count on your support with this?”
Why it works: This framework keeps feedback specific, constructive, and solution-oriented.
This is exactly how our client leveraged it in dealing with a delicate situation with her team member. She's already noticed significant improvements in their behavior as a result of the feedback.
6/ Lead through pressure with calm clarity
When things get tough, your tone sets the tone.
Don't be shy in being vulnerable with your team and letting them know you're in this together.
You never want to come off as though you're above the work. Instead, show you understand their reality and the pressures they're facing, and how you're going to support them in that.
Example: “I know the last-minute changes are frustrating. Let’s re-prioritize together so we can still hit the most critical goals this week. You have my support to adjust workload if necessary so we can focus on the most pressing needs right now.”
Why it works: It shows steadiness, support, and action in one message.
7/ Balance coaching vs. stepping in
Not every situation calls for guidance. Some require decisive leadership.
Ask yourself:
​Is this high stakes or high urgency? → Step in.
Is this a development opportunity? → Coach.
Example when coaching: “What do you think needs to happen next, and how would you go about it?”
Why it works: Knowing when to switch modes is what sets high-level leaders apart.
8/ Build trust through transparency
High-trust teams perform better. Period.
This is particularly important during times of change or uncertainty. You may not have all the answers but letting your team know that you will keep them well informed as things progress is key.
Example: “We’re navigating some unknowns, and while I don’t have all the answers yet, I’ll be transparent with what I do know. Let’s figure this out together.”
Why it works: Vulnerability builds credibility, not weakness. Lean into it.
9/ Stay flexible without losing direction
Being agile means staying anchored in your vision while adjusting the execution plans.
The goal remains clear but the path to get there can evolve.
Pro tip: Involve your team in the decision-making process so they feel heard and can impact the needed changes. If they're more vested at this stage, they will be more committed even if the implementation shifts.
Example: “Our ultimate goal stays the same, but based on what’s shifted, I propose we pivot this part of the plan. Are there any blockers we should address before moving forward?”
Why it works: You show you’re adaptable without appearing reactive, while encouraging this in your team.
10/ Influence without authority
Influencing stakeholders outside of your immediate team often means speaking their language.
This is especially important in highly matrixed companies. Different departments care about their own KPIs. So, align your requests with what benefits them to get their buy-in.
Think: "What's in it for them?" or "How can I make this beneficial for both sides?"
Example: Instead of “We need this data asap”, say “If we have this data by Friday, we can deliver insights that will support your team in your next release. Does that work well for you?”
Why it works: Tie your ask to their KPIs, not just yours.
You've got this!
P.S. If you'd like to bring me into your company for workshops and trainings, reply back to this email.
P.P.S. In case you missed it, check out my recent workshop to land better roles and grow faster👇
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​This week’s mission: If you want to lead like a top exec, it starts with clarity, trust, and influence. Here are 3 actions you can take to lead at the next level:
- Write your leadership ethos. In 1–2 sentences, clarify how you want to be known as a leader and the future you’re working toward.
- Share your vision with your team. Use simple, inspiring language that connects to what matters to them. Repeat it in your next meeting to build alignment.
- Empower instead of direct. Instead of giving the “how,” assign the “what” and let your team propose solutions.
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