Exercising Influence and Direction from a Mid-Level Leadership Position
summary
Claims that mid-level leaders can change outcomes without formal authority: use watsonx Assistant casework, weekly office hours and explicit tech arguments to get leadership buy‑in. Tools are concrete—active listening, structured feedback loops, mentoring (the developer profession certification program), phased delivery tradeoffs, and observability/metrics. Results include measurable shifts in adoption, a cited career progression to CEO after influencing peers, a personal technical Achievement Award, and fewer missed deadlines when timelines move to iterative releases.
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chapters (14)
- 0:00Mid-level leadership challenges
- 1:59Strategic vs tactical leadership
- 3:54Influence without authority
- 4:57Building trust and credibility
- 6:01Communicating vision
- 8:07Mentoring for growth
- 10:18Developing leaders
- 12:46Continuous learning
- 14:53Team motivations and goals
- 16:37Organizational politics
- 19:28Resistance to change
- 22:21Celebrating achievements
- 24:47Wearing multiple hats
- 26:36Q&A
