Stepping Up as an Executive: Building Structure and Strategy from the Ground Up
- Kristi Duvall
- Feb 16
- 4 min read
Taking on Leadership in an Ad-Hoc Organization
When I stepped into an executive leadership role, I inherited an organization that lacked structured, scalable processes. While previous leadership had made strides in improving reporting and data collection, there was still a significant opportunity to establish a more strategic approach to growth.
I had no clear direction and to add another layer of complexity, I was now leading a team that included former peers. The situation required immediate leadership, strategic decision-making, and resilience to push forward in an environment where change was inevitable but not necessarily welcomed.
Creating Structure to Scale: Where to Start?
1. Setting Priorities: Scaling for Growth
Having been in a frontline role for nearly a decade before moving into leadership, I knew that while there was an expectation to grow, the culture had been heavily focused on expanding within existing structures rather than innovating for scalability. I saw an opportunity to shift this mindset and drive long-term success through structured strategic planning and organizational alignment.
2. Choosing Between People, Process, and Technology
While all three were important, I believed process was the foundation. Without a standardized approach, we would continue to operate in silos and move in different directions. I decided to implement a formal framework that would create alignment and consistency across the organization.
Although employees had attended training sessions in the past, these methodologies had never been used consistently across management—meaning they didn’t stick. This time, I took a different approach. I started by sending a few high-performing team members to a training program, and they returned energized and excited. Seeing their enthusiasm, we decided to bring the training in-house for a three-day immersive workshop that would set a new standard for the entire team.
Overcoming Resistance and Leading Change
1. Initial Reactions: Embracing Structure
The good news? Many team members loved the framework of the new methodology. It introduced a structured way to engage stakeholders, made them part of the problem-solving process, and ultimately led to stronger relationships and improved outcomes.
2. Resistance and How We Addressed It
Not everyone embraced the change immediately. Some team members hesitated to adopt the structured methodology, questioning whether it was necessary. Others were reluctant to engage in collaborative exercises, fearing judgment from their peers. My response? “Why not practice internally rather than struggle in high-stakes situations?”
At the executive level, some questioned the investment, focusing on cost rather than long-term return on investment. To gain buy-in, I created a ROI-driven plan demonstrating how even a small improvement in efficiency and effectiveness would more than justify the time and cost. Additionally, I emphasized that if we wanted to scale, we needed a shared language and structured process across the organization.
The Hardest Part: Making It Stick
The biggest challenge wasn’t implementing the training—it was integrating it into our daily operations. If we didn’t adopt the methodology as part of our everyday interactions, we’d lose momentum, and the investment would become just another corporate initiative that faded away.
After the training, I quickly noticed that adoption among managers varied. Some readily reinforced the methodology, while others let it lapse. To counteract this, I implemented:
✅ A structured monthly and annual training schedule—embedding methodology discussions into team meetings.
✅ Monthly company-wide video meetings—to reinforce standardized interactions and maintain alignment.
Key Leadership Lessons & Advice for New Executives
1. Consistency is Key
I quickly learned that in leadership, you can’t say something once and expect it to stick. People need to hear the message multiple times in different ways before true adoption happens. I also made a critical pivot—instead of forcing change top-down, I engaged team members in finding ways to keep the methodology front and center.
2. Navigating Resistance from Experienced Leaders
One of the biggest hurdles was helping experienced team members embrace the new approach. Some had been using their own successful methods for decades and saw no reason to change. A top-down directive wouldn’t work here—I had to use influence instead.
By empowering engaged leaders to bring others along, I was able to shift the dynamics and gradually gain broader adoption. This experience also highlighted an internal challenge: I was still tentative in my leadership, trying to establish credibility in my new role. In hindsight, I wouldn’t have been so patient—I would have pushed harder and faster for results.
Advice for New Executives
Hire an Executive Coach.
One of the best decisions I made was working with an executive coach. The right coach asks the tough questions and helps you challenge your own assumptions—critical when stepping into a leadership role with no clear direction.
Learn What Has (and Hasn’t) Worked.
Take the time to study past successes and failures within the organization. Some lessons will inform your strategy, while others will help you avoid repeating mistakes.
Prepare for Difficult Personnel Decisions.
If you’re stepping into an executive role, you may have to restructure roles or make tough personnel decisions to build a sustainable team. Be ready for this—it’s part of long-term success.
Mindset Shift: Growth & Experimentation
A growth and experimental mindset is crucial. Not every change will land perfectly, but leaders who test, adapt, and iterate create the most lasting impact.
Biggest Mistake to Avoid
🚫 Don’t let resistance slow you down. As the leader, you are responsible for driving progress—even when it’s uncomfortable.
Resilience in Leading Change
Stepping up as an executive is a test of resilience, adaptability, and strategic vision. Leadership is about navigating resistance, making tough calls, and continuously driving change—even when faced with uncertainty.
If you’re stepping into a leadership role and need to build structure from scratch, stay focused, stay resilient, and trust your ability to lead.
Comments