Denitresse Ferrell

We talk about strategic thinking. But what about strategic fluency? In today’s environment, it’s not enough to have occasional strategic insight. You need to be able to think, speak, and act strategically—consistently, across contexts. We call that strategic fluency. It’s the difference between: - reacting tactically vs. shaping the system - understanding change vs. driving change - spotting patterns vs. influencing outcomes Just like language fluency, it’s not binary. You’re not “strategic or not.” You move along a continuum: Level 0: Task Execution – I do what I am told Level 1: Tactical Awareness – I understand my tasks Level 2: Strategic Insight – I see the bigger picture Level 3: Strategic Fluency – I think and act strategically across contexts Level 4: Strategic Impact – I shape outcomes and drive aligned action Here’s the problem: strategic expectations are rising, but most professionals haven’t been taught the skills to match. That’s what the Big 5 of Strategy Competency Framework provides: A practical structure for building strategic fluency—step by step. And that’s why we are starting the Big 5 of Strategy Coaching Certification less than one week from now, on Wednesday September 3. So, there's just a few more days to join. Register now at big5ofstrategy.com. #CareerGrowth #LeadershipDevelopment #Big5OfStrategy #CoachingCertification #FutureSkills #StrategicThinking

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Succession planning is not just about identifying future leaders—it is about preparing them. Without intentional development, high-potential leaders may struggle when stepping into more complex, senior roles. Leadership coaching accelerates readiness by focusing on the behavioural, emotional, and strategic capabilities required at senior levels. Through coaching, future leaders develop self-awareness, executive presence, and the ability to navigate ambiguity—skills essential for leadership in the Middle East’s dynamic business environment. Many organisations focus succession efforts on technical competence and past performance. Coaching shifts the focus toward future capability: how leaders think, influence, and lead others. This is particularly important in family businesses, government-linked entities, and fast-growing organisations common across the region. Coaching also supports smoother leadership transitions. Emerging leaders gain confidence, clarity, and resilience before stepping into new roles, reducing risk and disruption. When coaching is embedded into succession planning, organisations strengthen internal talent pipelines, reduce reliance on external hires, and ensure leadership continuity aligned with organisational culture and values. Succession planning supported by coaching is not reactive—it is a strategic investment in leadership sustainability.

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Are you (or someone you know) facing an ICF PCC credential performance evaluation? My team and I have been assessing ICF performance evaluations since 2012, guiding leaders and coaches toward ACC, PCC, and MCC certification. So we've seen all the biggest mistakes, and worked to find simple ways to help. One of the biggest hurdles is the big leap from ACC to PCC. After more than a decade of listening to recorded coaching sessions, I’ve seen 4 simple shifts that make a real difference in passing PCC and set you up for MCC. If you or someone you know is preparing for PCC evaluations, these quick tips can help deepen your coaching sessions, which is exactly what ICF markers look for. When I worked toward my MCC, I remember how tough it was. Many coaches today feel the same overwhelm. It’s not you, the path really is challenging but also a worthy pursuit. That’s why I’m here: to make the process clearer and more supportive, so you can grow into the kind of coach you want to be. 👏

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"You realize over time that you can only go as far in a company as your relationships will take you." Pierre Breber, my colleague at The ExCo Group, shared his key #leadership lessons in this latest edition of "ExCo Insights." https://lnkd.in/gETENehu

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Not many ICF Coaching Schools promote an ICF Coach Culture. A normal ICF coaching school is an educational institution that provides training, resources, and mentorship to individuals aspiring to become professional coaches, whether they become ICF Coaches is not their focus. Period. However, a coaching school that embodies a strong ICF Coach Culture goes beyond traditional training by creating an environment that actively promotes and supports the pursuit of ICF credentials. Such schools are fully aligned with ICF's core competencies and ethical guidelines, ensuring that their training equips students with the skills and knowledge needed to meet ICF certification. A well-defined roadmap outlines the journey toward obtaining ICF credentials—be it ACC, PCC, or MCC. This includes clear milestones, assessments, and faculty support to guide students through each stage of their certification journey. These schools foster a culture of collaboration and encouragement, where students feel supported by instructors and peers alike. This environment instills confidence and motivation, driving students to stay focused on their goal of achieving their ICF credentials. Malaysian Coaches Corporate Coach Academy (CCA)

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