Expanding Influence: Supporting Leaders to Strengthen Communication and Enterprise Impact
Even the most accomplished leaders can encounter moments where technical expertise alone is no longer enough. As leaders take on broader enterprise responsibilities, success increasingly depends on how they communicate, influence, and build relationships across functions. At The Leadership Development Group (TLD Group), we support leaders in making these critical shifts. Recently, TLD Group coach Fredia Woolf partnered with a Boston-based scientific leader working across a global organization to strengthen his ability to lead beyond his area of expertise.
While highly experienced and respected for his scientific knowledge, the leader faced challenges in managing up and influencing peers across functions. His approach, while effective in technical settings, was unintentionally creating friction in broader organizational interactions, limiting his ability to fully contribute at the enterprise level.
Strengthening Communication and Enterprise Presence
The leader set out to achieve two key outcomes. First, to elevate his communication at an enterprise level, particularly in how he engaged with senior leaders and cross-functional partners. Second, to shift how others experienced him, becoming someone colleagues actively sought out for input and collaboration rather than avoided.
This required not just refining communication skills, but also developing greater awareness of how his style and behaviors were impacting others across the organization.
A Coaching Approach Focused on Awareness, Regulation, and Influence
Fredia’s approach centered on building insight and translating that awareness into practical behavioral change.
The engagement began with a 360 feedback process, which surfaced how the leader’s communication style was being perceived and where it was unintentionally alienating colleagues. These insights informed an Individual Development Action Plan (IDAP) focused on three core areas.
First, developing greater self-awareness and self-regulation, particularly pausing and being more intentional before speaking. Second, modifying his delivery style by balancing advocacy with inquiry and becoming more attuned to the impact of his body language. Third, strengthening broader business awareness by demonstrating support for enterprise priorities and seeking outcomes that benefited the organization as a whole, not just his own division.
Through ongoing coaching conversations, the leader practiced applying these shifts in real-time interactions, building new habits that aligned more effectively with enterprise leadership expectations.
Reducing Conflict and Increasing Influence
As the engagement progressed, the leader demonstrated meaningful improvements across several key indicators.
Interpersonal conflict decreased, reflecting a more thoughtful and measured communication approach. He became more actively included in senior leadership team discussions and decision-making, signaling increased trust and credibility among peers. At the same time, he developed greater personal ease in navigating disagreement, engaging in more productive dialogue without becoming disagreeable.
These shifts enabled the leader to operate more effectively at the enterprise level, strengthening both his individual impact and his ability to contribute to broader organizational priorities.
Reflections on the Coaching Experience
In reflecting on the engagement, the leader shared:
“I want to extend my heartfelt thanks for your intelligence, understanding, and constructive advice. Your insights have been incredibly valuable and have already made a positive impact. It has been a pleasure engaging in our conversations, and to say our sessions exceeded my expectations would be an understatement.”
For Fredia, this work is deeply meaningful. She values the opportunity to partner with leaders who are navigating complex challenges in their efforts to advance better outcomes for patients, and finds fulfillment in supporting both their growth and the impact they have on others.
Looking Ahead
Fredia is particularly interested in exploring how artificial intelligence will shape the future of coaching and leadership development. As organizations continue to evolve, she is excited to support leaders and teams who are committed to innovation while maintaining a strong focus on improving outcomes for patients.
At TLD Group, we support leaders in strengthening their influence, expanding their impact, and leading more effectively across the enterprise.
Interested in helping your leaders elevate their communication and influence? Connect with TLD Group to learn more.