Like any leader, Mitzi faced unique challenges, which is precisely why we developed a program that would address current challenges + support future goals.

• It was important that we refine Mitzi's leadership role at Arcade, so she could feel confident in what she brought to the table, and create a roadmap for developing operational systems that play to her strengths – not someone elses’.

• We also needed to develop Mitzi’s behavioural flexibility, boundary setting, and feedback skills, so Mitzi and her team could spend more time in their genius zones and less time wondering who’s responsible for what.

We met weekly to work through her program. Applying lessons to day-to-day challenges, so she could action as she learned.

• We looked at how Mitzi could shift her approach from team member to team member to get the results she needed and honed the values that would define arcade.

• We dissected day-to-day breakdowns and what she needed from team members to push Arcade forward and develop trust in them.

• We discussed feedback, how to deliver it formally and informally, and how to maintain a close relationship with team members she doesn’t deal with daily.

• We set boundaries together and walked through communicating them and how to deal with scenarios where they may be tested.

• And we looked at her onboarding and review processes, established standards for check-ins, and reviewed how to conduct an exit interview.

We wrapped with goal setting and the next 90 days clearly mapped out for Mitzi, to ensure she would continue the momentum we built together.

• To set Mitzi up for success, we worked through how to set goals that are digestible and that take into consideration the fast-paced environment of her growing company.

• We worked together to break down one immediate goal she had into clear, actionable steps she could follow over the next 90 days to ensure she achieved it.