How One Conversation Changed The Trajectory Of My Career
The Power of Seeing Potential
There was a time when I didn’t know where I wanted my career to go.
I came to this realization while recording an episode for Season 2 of The Impactful Conversations Effect with
and . We were swapping career stories and there was a moment in the conversation where we talked about conversations that changed our trajectories.When I was unsure of where my career was headed, I was still good at my job. Surprisingly, those two things can co-exist. I was a hard worker and focused on doing a good job. I cared about the quality of my work. I cared about “excelling to excellence”. (See below for a pic of my goals from 4th grade—turns out not much has changed).
At that point in my career, I wanted success but I didn’t know how to paint a long-term vision for my career. I had drive but lacked direction. If you’d asked me in 2014 where I saw myself going, my answer would’ve been fuzzy at best.
I was smart, talented, and had a knack for operations, and those qualities carried me into a management role.
But I didn’t see a bigger picture for myself.
Then, one conversation changed everything.
The Nine Words That Changed My Career
My manager called me into a room for a “growth conversation.” I had no idea what to expect. I never had a meeting like this before, so I thought it might be about my quarterly goals or something operational. Instead, she completely surprised me.
She sat me down.
She had a deck prepared.
Slide by slide, she walked me through my journey at the company so far. She reminded me of how I’d joined as an individual contributor (IC) and moved into my role as a manager. Then she laid out a future I hadn’t seen for myself:
She saw me skipping Senior Manager and becoming a Director.
She mapped out how my compensation would grow with those moves.
And then she dropped the nine words that changed my trajectory: “One day, I want you to take my job.”
My mind was racing.
Was I really cut out to be a Director?
Did she truly see me as a potential General Manager?
And what the heck does a General Manager even do?
But the biggest question?
What did she see in me that I didn’t yet see in myself?
That conversation didn’t just change my career. It reshaped how I viewed myself and my future. It was the first time I thought in any real way about what I could be. Not in the abstract, but tactically speaking. It was also the first time I understood the incredible power leaders have to influence and inspire the people around them.
Here’s what my conversation with my manager taught me:
Leadership isn’t just about hitting numbers, delivering projects, or managing people. It’s about unlocking potential—in yourself and in others.
When my manager put together that deck, she wasn’t just presenting a career roadmap. She was showing me that she believed in me.
She was extending her vision to help me build mine. She gave me a framework that I could execute on. She also put the ball in my court. And in doing so, she taught me what kind of leader I wanted to be:
The kind who helps others see their potential.
The kind who sets a high bar for excellence.
The kind who inspires people to reach for the stars while supporting them.
She had an impact on me.
As a former exec and now, and as a coach, I see everyday how much power we have to be that catalyst for someone else.
Hi - I’m Ashley, a NYC-based executive coach. I work with a small group of high performers each month. Ready to take your career to the next level? Schedule your consultation call.
Your 2025 Leadership Challenge
As you set your sights on having your best year ever in 2025, think about the impact you want to have—not just on your work, but on the people you lead.
Whether you’re managing a team of one or 100, take time to craft a vision:
A vision for yourself.
A vision for your team.
And a vision for each individual who contributes to your team’s success.
You don’t need a deck or fancy slides. (Though if that’s your style, go for it!)
But you do need clarity. Because your belief in someone else’s potential could be the spark that transforms their career—and their life. Like it did for me.
Let’s talk about tactics - if you want to lead with vision and clarity in 2025, here’s my recommendations.
How To Lead with Vision and Impact
Growth conversations are just one option amongst many different things you can do to ensure that you’re leading your team with an inspiring vision in 2025. As leaders, we have an opportunity to transform careers—and research shows that impactful leadership isn’t just about hitting targets; it’s about developing others.
Here are five actionable ways to model the kind of leadership my former manager demonstrated:
1. Be Specific About Your Vision
Get clear on where you’re going and find opportunities to involve your team in developing that vision appropriately. To be clear - I’m not a fan of making decisions by committee. I’ve seen few exceptions where this strategy works, but most often it’s a silent killer of productivity and progress.
What I’m talking about is finding the right opportunities to give your teams an opportunity to shape goals. Research from Gallup shows that only 30% of employees strongly agree that their managers involve them in setting goals at work. Yet when employees understand their role in achieving a bigger vision, employee engagement increases by up to 73%.
Action Step:
Before your next 1:1, spend 15-20 minutes outlining what’s possible for your team member over the next year. Use concrete language. For example:
"I see you leading [specific project or team]."
"You have the ability to excel in [skill or competency], which could lead to [next role or responsibility]."
Specificity not only inspires confidence but also shows that you’re invested in their long-term success.
2. Pair High Expectations with High Support
People are really great at doubting themselves, myself included. You don’t have to add fuel to that fire. The Pygmalion Effect—a phenomenon I’m fascinated by and have made one of the backbones of my coaching philosophy—proves that people perform better when you believe in their ability to succeed.
Belief alone isn’t enough; you need to couple it with tangible support. The belief that someone can turnaround a deliverable that takes 20 hours in 1 hour doesn’t make it feasible—don’t be that leader lol.
Action Step:
During conversations with your team, don’t just share your vision and stretch goals for them; offer tools or opportunities that will help them get there. For example:
Suggest a professional development course.
Pair them with a mentor or a team member that is strong in an area that they are developing in.
Advocate for their involvement in a high-visibility project.
Studies from the Harvard Business Review emphasize that leaders who balance high expectations with high support are the most effective in fostering career growth.
3. Make Feedback a Gift, Not a Surprise
One of the reasons my manager’s conversation was so impactful was because it didn’t necessarily come out of the blue. While the type of conversation that we were having was novel to me, I knew that she was pleased with my work and that I was doing a good job.
Research shows that consistent feedback increases employee performance by up to 39% (SHRM).
Action Step:
Commit to ongoing feedback loops:
Start each 1:1 with a “bright spot”, “glows and grows”, “roses and thorns”, “strengths and weaknesses” - whatever you prefer. The objective is to highlight something they’re doing exceptionally well and an area that they need to improve.
Close by revisiting their broader career goals and aligning them with your team’s priorities.
This approach ensures that when you have a big conversation about growth, it feels like a natural progression, not a left turn.
4. Lead with Curiosity, Not Assumptions
If you take nothing away from this post —remember the acronym WAIT. It stands for “Why am I talking?” and, well, it also signals that you should “wait” before speaking. Genius, right?
My point here is that one of the most under-appreciated leadership skills is listening. According to a study published in the Journal of Business Communication, leaders who adopt a coaching mindset—one rooted in curiosity—are 70% more effective at fostering employee motivation and performance. My former manager coached the hell out of me and I don’t know that she even knew that she was doing it. She listened, she observed, she understood my core skills, she knew what the business needed, and she had a hunch that nurturing my growth and development was a worthwhile investment. Then, she told me.
Action Step:
Try asking your team members open-ended questions:
“What excites you most about your current role?”
“What do you see as the next step in your career?”
“What’s one area where you’d love more support or growth opportunities?”
By letting them guide some of these conversations, you’re laying the groundwork for aligning your vision with their aspirations.
5. Document and Follow Up
An inspiring conversation is just the beginning. Research from the University of Scranton found that people are 42% more likely to achieve their goals if they write them down. I can’t tell you how many times I referred back to that slide deck. It was an artifact, clear evidence of what I could achieve. It guided me as I ascended the ranks. I don’t think it would been as effective if she didn’t share it with me.
Action Step:
At the end of career oriented conversations with your team, document:
The key takeaways.
Any actions you’ll take as their leader (e.g., nominating them for a project).
Specific steps they’ll take to grow toward the vision you outlined.
Follow up in future meetings to show accountability. This not only keeps them on track but reinforces your commitment to their development.
So, What’s Next?
Leadership is about creating ripple effects. When you help someone see their potential, you’re doing more than guiding their career; you’re transforming how they view themselves.
Loved this story? Imagine what we could do together—let’s chat.