Network of executive champions
Executive Champions: The Secret Network You NEED to Know
Slowing Down to Lead A Conversation with the Executive Champions W Workshop Faculty by Presencing Institute
Title: Slowing Down to Lead A Conversation with the Executive Champions W Workshop Faculty
Channel: Presencing Institute
Alright, buckle up buttercups, because we're diving headfirst into something most companies whisper about in hushed tones: Executive Champions: The Secret Network You NEED to Know. Forget the glossy brochures and corporate jargon, this is the real deal, the backstage pass to how things actually get done. And trust me, it’s not all sunshine and rainbows.
Think of Executive Champions (ECs) as the pit crew for your corporate racecar. They're the high-powered individuals, usually senior leaders, who champion specific initiatives. They're not just cheerleaders; they're the bulldozers, pulling strings, clearing roadblocks, and generally kicking ass to ensure your project becomes a success. Sounds fantastic, right? Well, hold on to your hats, because it's way more complex than that.
The Alluring Promise: What's So Great About Executive Champions (ECs) Anyway?
Let’s be honest, when an EC steps into the arena, things tend to move. I've seen it firsthand. Projects that languished for years, stuck in bureaucratic quicksand, suddenly get a shot of adrenaline. Why? Because the EC has clout. They have direct access to the C-suite, they know how to navigate the political landscape, and they understand the company's strategic priorities. This means faster approvals, faster budget allocation, and fewer unnecessary meetings filled with endless PowerPoint presentations.
Think of it like this: You're trying to get a new software package approved. Without an EC? You’re just another cog in the machine, battling for resources alongside a thousand other initiatives. But with an EC on your side? Suddenly you’re VIP. They'll champion your cause, fight for your budget, and ensure your voice gets heard. It’s a game-changer. I heard a story (anonymized, of course) about a company that, with their EC's backing, managed to implement a critical cybersecurity upgrade in under a month – something that, without that support, would likely have taken a year or more.
We're not just talking about speed either. ECs can also provide valuable guidance. They can leverage their experience and networks to identify potential risks, suggest alternative strategies, and connect you with the right people. They're essentially a built-in advisory board, which, let's face it, is pretty darn valuable. I had one EC, bless his heart, who not only helped us secure funding for a new product launch but also connected us with a key distribution partner. I'm not sure we would have done it without him.
The Flip Side: When the Dream Turns Sour – The Hidden Downsides of ECs
Okay, so it sounds perfect, right? Faster, better, more successful? Nope. Not always. Because the truth is, the EC model can be a minefield. And those shiny benefits can quickly turn into a corporate train wreck if things go wrong.
One major issue is lack of accountability. While ECs are great at cheerleading and removing obstacles, they're not always hands-on. They might be involved in the initial stages, but then they delegate, and sometimes lose sight of the details of the project. That lack of day-to-day involvement can lead to a disconnect between the EC and the actual project team. Sometimes, an EC is just in it for the glory of the win (the perceived win, that is). They might take credit for successes, but deflect blame when things go south, which, trust me, sucks. We’re all human, right?
Then there’s the issue of power dynamics. An EC can become a self-fulfilling prophecy. If an EC has a pet project, it's almost guaranteed to receive a huge amount of resources, regardless of whether it's the best or most impactful use of those resources. I witnessed (yikes!) a situation where an EC championed a project that was, frankly, terrible. It gobbled up budget, wasted resources, and ultimately, failed miserably. But because of the EC's influence, no one dared to speak up and say: "Hey, this is a disaster!" Fear is a terrible, terrible thing.
Another huge issue, is 'blinders' they can be, in all that championing. An EC can get so focused on their initiative that they become blind to other crucial areas of the company. This can lead to silos, where different departments compete for resources and attention, rather than collaborating. I once worked on a project where the EC refused to consider any solutions that didn’t come from his preferred vendor, even when we had data showing superior performance from someone else. It was frustrating as hell, but you couldn't argue with him, because you know… power dynamics.
And let's not forget the potential for burnout. ECs often spread themselves thin, juggling multiple priorities and initiatives. This can lead to exhaustion, and potentially, poor decision-making. I've seen ECs who were brilliant, hard-working, but also completely overwhelmed, leading to a decline in their effectiveness. They're human, too, remember.
The Nuances: Navigating the Labyrinth of Executive Champions
So, what's the verdict? Are Executive Champions a necessary evil, a blessing, or both? The answer, as with most things in life, is it depends.
Here's the trick: Identify and cultivate the right ECs. You need someone who's genuinely invested, someone who understands the project's goals, and someone who's willing to roll up their sleeves (even if it's just figuratively). Look for someone who's not afraid to be challenged, who's willing to listen to feedback, and who prioritizes the overall success of the company, not just their own ego.
It's also crucial to have clear expectations and accountability structures. Define the EC's role upfront, outline the responsibilities, and establish metrics for success. It’s a two-way street. The EC needs to have a stake in the game, and the project team needs to have the authority to hold them accountable.
Real talk: You need to be smart about them. Do your homework. Understand the EC’s track record. Talk to people who have worked with them before. Find out if they are helpful, or if they dominate everything . Trust me, this is not just a case of "if you scratch my back, I'll scratch yours". It's a complex, evolving dance. You have to learn the steps.
Looking Ahead: The Future of Executive Champions – and How to Make Them Work
So, where do we go from here? I believe Executive Champions, properly utilized, will remain critical in navigating the complexity of modern business. But their role needs to evolve.
We need to move beyond the traditional "one champion, one project" model and encourage more collaborative approaches. Perhaps a committee of ECs, or a rotation system, ensuring a wider range of perspectives and reducing the risk of individual biases.
We need greater transparency. Companies need to be more open about the role of ECs, sharing information about their projects, their successes, and their failures. This helps foster a culture of accountability and learning.
Finally, we need to invest in the development of future ECs. Train them on leadership, project management, and how to navigate the political landscape (trust me, they’ll need it). Teach them how to build consensus, how to manage conflict, and how to prioritize the greater good.
The Takeaway: Executive Champions are a powerful force, but they're not a silver bullet. Understanding their potential, their pitfalls, and how to manage them effectively is critical to navigating the secret network, and ultimately, succeeding in today's business world. Now go forth, and conquer! (But do it responsibly, okay?)
Unlock Global Executive Power: Leadership Secrets RevealedThe Importance of Champions Securing Board Roles through Referrals and Networks by Kylie Hammond Corporate Headhunter & Career Mentor
Title: The Importance of Champions Securing Board Roles through Referrals and Networks
Channel: Kylie Hammond Corporate Headhunter & Career Mentor
Alright, buckle up buttercups, because we're diving headfirst into the wonderfully complex world of Network of executive champions! Think of this like a super-powered, behind-the-scenes club. We're not just talking about the usual corporate mumbo-jumbo, either. We're talking about the real deal - the powerhouses, the quiet influencers, the folks who actually get things done. This isn't just about having a fancy title; it's about crafting a powerful ecosystem for success.
What Actually is a Network of Executive Champions (And Why Should You Care?)
So, what is this magical network, anyway? Well, it’s a carefully curated group of influential people – think senior leaders, key decision-makers, and yes, champions – who are strategically connected to advocate for specific initiatives, projects, or even entire departments. They're the secret sauce, the ones who can grease the wheels, cut through red tape, and make things happen. They're the ones that, you know, actually care!
Why should you care? Because having access to a well-functioning network of executive champions can be the difference between your project being a roaring success and… well, landing in the vast, dusty graveyard of forgotten initiatives. We're talking about faster approvals, increased resources, and a far greater chance of getting your brilliant ideas heard above the noise. And let's be honest, it's a lot less stressful when someone in a corner office is actively rooting for you.
Building Your Empire: How to Find (and Woo) These Power Players
Okay, so where do you find these elusive executive champions? It's not always about stalking the C-suite at the water cooler (though, hey, if it works…).
1. Identify the Key Players: This means doing your homework. Who holds the purse strings? Who controls the resources? Who's vocal about innovation? Who seems, y'know, generally like a decent human being? (Trust me, that one's important.) Look beyond titles; sometimes the most influential people are the quiet ones who have a way with people. They might be in operations, HR, or even… IT! (Okay, maybe not always IT… just kidding, IT folks! Mostly.)
2. Make a Connection (the Right Way): Forget the generic LinkedIn connection requests. You need to build real relationships. Attend company events (yes, even the boring ones), volunteer for cross-functional projects, and genuinely show an interest in their work. Remember, these champions are busy. Show respect for their time and make it worth that time.
3. Speak Their Language: Don't bombard them with jargon-filled presentations. Translate your ideas into their terms – how does your project impact the bottom line? Does it increase efficiency? Does it improve employee morale? (Hint: those are almost always good selling points…) This isn’t just about knowing the buzzwords; it’s about understanding their priorities and demonstrating how your idea aligns with them. You know, playing the game… but playing it well.
4. Follow Through & Deliver: Here’s the kicker. Once you have their support, you better deliver the goods! Nothing kills a champion’s enthusiasm faster than a project that flops. Meet deadlines, communicate regularly, and show them that their faith in you was well-placed. This isn't just about succeeding on the immediate project but building a lasting reputation as someone who can be trusted. A reputation is a powerful thing.
The Delicate Dance: Navigating the Network of Executive Champions
Maintaining a network of executive champions and being a part of one is an ongoing process, not a one-off fling. It requires finesse and a healthy dose of self-awareness.
1. Reciprocity is Key: Don’t just take; give back. Offer to mentor junior employees, share insights from your department, or simply be a sounding board for their ideas. Building a truly reciprocal relationship is what creates longevity… and that sustained support you'll need.
2. Honesty & Transparency are Non-Negotiable: Don’t ever try to hide problems or gloss over issues. Champions want to be informed, even if the news isn't great. Own your mistakes, and offer solutions. It’s about showing you're trustworthy so they feel comfortable standing alongside you when the going gets tough.
3. Respect Boundaries: Remember, these are busy individuals. Don't monopolize their time or overstep their roles. Be mindful of their schedules and communicate with them in a way the reflects your respect for their time.
4. Be a Champion Yourself: The best way to understand a network of executive champions is to become one. Identify the initiatives you believe in, and advocate for them within your circles. (Also, it's just good karma, right?)
The Hypothetical Hustle: A Real-World Example
Let's say you're spearheading a new customer experience initiative. You identify the VP of Sales, the Head of Marketing, and the CIO as potential champions. You start by…well, actually using the product. Then, you have a fantastic idea, a well-crafted presentation, and a compelling case for their support.
Next, you set up meetings with each of them, tailoring your approach to their priorities. You explain how the initiative will improve sales conversions (for the VP of Sales), enhance brand perception (for the Head of Marketing), and leverage existing technology infrastructure (for the CIO).
Then—here's where it gets interesting— the CIO, initially hesitant because of budget constraints, sees the vision and *starts * championing your project. He advocates for you in the executive meetings, securing extra funding and resources. Boom! Suddenly, your initiative is prioritized, and you're well on your way to success. See? Networking wins.
Avoiding the Black Hole: Common Pitfalls
No fairy tale is complete without some menacing, dark forces, right? Here are some things that could easily drag down even the most brilliant, well-meaning network:
- Not understanding the political landscape: Before you reach out to a champion, understand the existing power dynamics and competing priorities. Not knowing the lay of the land is a recipe for disaster.
- Over-reliance on a single champion: Don't put all your eggs in one basket. If your primary champion leaves the company, things can get tricky. Diversify your network. Keep growing the potential champions. Don't overrate the importance of any person. It's not about the individual; it's about the network.
- Poor communication: This is a cardinal sin. Keep your champions informed, even if there's no news.
The Bigger Picture: Cultivating a Champion-Rich Culture
Ultimately, the power of a network of executive champions extends beyond individual projects. It's about fostering a culture of collaboration, innovation, and support. When executives are genuinely invested in the success of various initiatives, the entire organization benefits. Think of it as an internal ecosystem, where ideas flourish.
Why Bother? What's the Payoff?
So, why bother building and leveraging this network? The rewards are huge:
- Increased project success rates: You'll get ideas approved, resources allocated, and your ideas will be heard.
- Faster decision-making: Less red tape, more forward momentum.
- Enhanced professional growth: Expanding your network opens doors to new opportunities and skills.
- A more positive work environment: Knowing you have champions on your side makes work less stressful and more enjoyable, honestly.
The Takeaway: Embrace the Messiness
Look, building a powerful network of Executive champions is a marathon, not a sprint. It’s about building authentic relationships, adapting, learning, and embracing a bit of the messy reality of human interaction. It means being genuine, being proactive, and—yes—sometimes, swallowing your pride and asking for help.
But trust me, the payoff—the support, the influence, the feeling of knowing you can actually make a difference—is absolutely worth it. So go forth, connect, champion, and build your own empire!
Unlock Your Dream Job: Ambitious Career Goals, Achieved FAST!Unlocking Boardroom Success How Champions Propel Your Career by Kylie Hammond Corporate Headhunter & Career Mentor
Title: Unlocking Boardroom Success How Champions Propel Your Career
Channel: Kylie Hammond Corporate Headhunter & Career Mentor
Executive Champions: The Secret Network You *NEED* to Know (Or Maybe NOT - My Brain's Still Processing!)
What *exactly* is an Executive Champion? Like, is it a superhero? Because I could use one of those right now.
Okay, so, no, not a superhero in the cape-and-kryptonite sense. (Though, honestly, sometimes I *wish* I had that kind of power to get things done!) Think of them as... well, influential people within a company who actually *care* about a project or initiative. They're the ones with the clout to break through the bureaucratic mess, the budget to actually fund things, and the ear of the CEO. They're the *get-it-done* squad. And believe me, finding one is like stumbling upon a hidden stash of really amazing coffee on a Monday morning. Pure bliss.
My first experience? Utter chaos. I was tasked with launching a new internal communication platform, and it felt like herding cats. Everyone had their own ideas, the IT department was on Mars, and my project plan was dissolving faster than ice cream on a summer day. We were failing, and I was losing sleep. One day, utterly defeated, I accidentally bumped into Mr. Henderson, VP of Marketing, in the elevator. He asked how the project was coming. I just blurted out everything...my frustrations, my fears, my desperate need for a miracle. He listened. Actually *listened*. And the next thing I knew, he was my champion. Suddenly, doors opened, resources appeared, IT *miraculously* figured things out. It was... insane.
Okay, so they're important. But *why* do they bother? Aren't they, you know, super busy important people?
This is the million-dollar question, isn’t it? Why would someone with a calendar packed tighter than a sardine can devote their valuable time to *your* project? Well, it boils down to a few things.
First, sometimes it’s ego. They want to be associated with something successful. They want to look good. And, let’s be honest, that's human.
Second, they might genuinely care about the project's outcome. Maybe it aligns with their personal goals, like wanting to boost innovation or enhance employee morale.
Third, and this is the sneaky one, they might see the project as a stepping stone for *themselves*. A successful project can get them noticed, too. Which, again, human.
And then there's the times you just get lucky. Like, *really* lucky. I once saw a champion champion something simply because they liked the person running the project. Pure, unadulterated, human connection. It’s like winning the lottery, but for office politics. (And trust me, I've spent *years* dreaming about winning the lottery... this is a close second for excitement.)
How do you *find* an Executive Champion? Do you just, like, shout "I NEED A CHAMPION!" in the break room? Because that sounds... awkward.
Definitely avoid the break room shout. Unless you enjoy being the office weirdo. (No judgment, if that's your style, but it's generally not conducive to champion acquisition.)
The key is to *network*... but not in that slimy, schmoozy kind of way. Start by identifying potential champions. Who seems genuinely interested in the project's success? Who has the power to influence the people you *need* to influence? Who is, crucially, approachable? (Because let's be real, some executives are terrifying.)
Do your research. Look at past projects. Who was involved? Who was the driving force? Use LinkedIn! (Yes, I know, LinkedIn is… its own beast of slightly-staged professional posing… but it can be helpful.) Look at internal company newsletters... see who are being spotlighted.
Then, subtly, strategically, try to get your project in front of them. Send a quick email, ask for an informal chat, and make sure your project is presented clearly and concisely. And, for the love of all that is holy, have your ducks in a row. Have a solid plan, realistic goals, and *proof* of why this deserves their attention.
I once spent weeks trying to get a champion's attention. I prepped, I practiced my pitch, I stalked them (okay, maybe not *stalked*... but I *knew* their preferred coffee order and where they parked). Finally, I cornered them (metaphorically, of course) at a company-wide town hall and, in a moment of sheer panic, stumbled through my pitch. And... it worked! Turns out, they were already vaguely interested. My frantic preparation just sealed the deal. It was a win. But... it was also exhausting.
Once you *have* a champion, what do you *do* with them? Do you just... bask in their glory?
Okay, basking is *tempting*, but no. That's a one-way ticket to losing your champion. You've got to treat them like a... well, like a *partner*, not a magical genie.
Keep them informed, but don't inundate them with emails. Give them the high-level updates, not every single tiny detail. Show them the progress. Make them look good. (Remember that ego thing? It works both ways.)
Be prepared to take their feedback and act on it. They're probably smart people. However, don't let your champion start micromanaging, as it defeats the whole purpose. You still need to have ownership of your project. Remember your initial aim, always.
And most importantly, *be grateful*. Thank them. Publicly acknowledge their contributions (when appropriate). A handwritten thank-you note goes a long way. Seriously. It's amazing how far a little genuine appreciation can go.
I remember the first time I was able to show a Champion the result of their support: the platform was live, and people were *actually* using it. It went beyond what we had aimed for in the first place. It almost felt like I could fly.
However, I am human, which means I also have learned, that, in time, your champion may move on. It is disappointing at first. Very. They will change jobs, get promoted, or retire... and, suddenly, you will feel that lack of support - again. But, really, that's life. Appreciate the support and always move on.
What if I mess up? What if I disappoint my Exec Champion? Is that career suicide?
Let's be real: everyone messes up. It's practically a job requirement in the corporate world. The key isn't *avoiding* mistakes, it's how you handle them.
First, *own* it. Admit the mistake. Don't try to hide it or blame someone else. (Seriously, that never works.)
Second, apologize (sincerely!).
Third, and this is the most important part: *explain what you're doing to fix it*. Show them you're learning, and that you have a plan to prevent it from happening again. A proactive response often builds a bigger level of trust (if that's, at all, possible).
Unlocking Boardroom Success Find Your Champions Today by Kylie Hammond Corporate Headhunter & Career Mentor
Title: Unlocking Boardroom Success Find Your Champions Today
Channel: Kylie Hammond Corporate Headhunter & Career Mentor
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How and Why to Get a C-Suite Champion for Your Executive Career by Tom Cox
Title: How and Why to Get a C-Suite Champion for Your Executive Career
Channel: Tom Cox
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Title: Creating a Change Champion Network
Channel: Phil Buckley
