Getting out of the Weeds into Strategic Thinking
Barbra Carlisle • June 25, 2025
Tips of getting out of operational into strategic.
Introduction
In today’s fast-paced, always-on work culture, leaders often find themselves consumed by operational demands, exciting things like emails, meetings, staff check ins, and the mountain of prepping and paperwork. But to lead well we need to redefine what we mean by our day to day priorities, and we need to manage our time. As a leader you need to be a step ahead, thinking of the future, whether that comes naturally to you are not.
Strategic thinking is not a luxury; it’s a necessity.
Why Strategic Thinking Matters
Strategic thinking enables you to:
- Anticipate change and position you organisation for long-term success.
- Align teams around a shared vision.
- Innovate rather than merely optimise.
- Feel personally motivated and in control
- Recognise the value of delegation, which in turn supports the development of others
The National Audit Office (NAO) highlights that while operational delivery is essential, senior leaders must adopt a “whole-system” approach that aligns policy, funding, and governance with long-term outcomes. I agree wholeheartedly with them!
Beyond Time Management: Creating Strategic Space
This isn’t just about blocking out time in your calendar., calling it focus time and then using that time to allow another meeting before the week is out.
It’s about creating mental and organisational space for strategic reflection. Here’s how:
1. Delegate with Purpose
Empower your team to own operational responsibilities. This builds capability and frees you to focus on the bigger picture.
2. Design Strategic Rituals
Step back and ask: “What can I do as a leader that no one else can?” . Ask yourself "!what should I start doing, stop doing and continue to do". Weekly reflection sessions, quarterly off-sites, or even walking meetings can foster strategic clarity.
3. Build a Thinking Culture
Encourage your team to think strategically too. When everyone is aligned on long-term goals, operational decisions naturally support strategic intent. It then becomes the norm to have time blocked out for thinking - time where you are not disturbed.
4. Use Strategic Frameworks
Tools like SWOT, PESTLE, or scenario planning aren’t just for consultants. Use them regularly to challenge assumptions and explore new directions. Do it alone and with your team. This will create a culture of strategic thinking.
5. Get a Leadership Coach
I would say this as a Leadership Coach but honestly getting a coach could be the single most important thing you do to unlock your thinking. With a Coach you talk things through, business and personal, freeing up time outside coaching sessions and not being consumed with things on your mind that you have not been able to share with anyone. Lots of my clients say to me " You are the only person I can speak to about this, I haven't told anyone, not even my partner about how I feeling about my role and life"
And finally
Strategic thinking isn’t a task it’s a mindset. Leaders who prioritise it not only future-proof their organisations but also inspire those around them to think bigger and bolder.
Get in touch if you want to know more about developing a strategic thinking mindset
There is no getting away from it we need to be agile and lead through change - it is constant!
Newsflash - Leading is not Managing! Why the Distinction Matters For years, many professionals, myself included, assumed that leadership and management were one and the same. After all, both involve guiding people and achieving goals. But in today’s dynamic and complex business environment, understanding the difference between leadership and management is essential. At Glee Coaching, we help individuals and organisations harness the power of both disciplines to drive performance, engagement, and long-term success. What Is Leadership? Leadership is about vision, influence, and transformation. It’s the ability to inspire others, create a compelling future, and guide people toward shared goals even in the face of uncertainty. As John C. Maxwell famously said, “Leadership is influence, nothing more, nothing less.” Leaders focus on: Setting direction rather than controlling outcomes Inspiring trust rather than demanding compliance Fostering innovation rather than maintaining the status quo Research from Harvard Business Review highlights that the best leaders are those who can move beyond titles and focus on action engaging in behaviours that inspire, align, and mobilise others. These leaders are not just visionaries; they are catalysts for change. What Is Management? Management, on the other hand, is about structure, execution, and consistency. It ensures that systems run smoothly, resources are used efficiently, and objectives are met on time and within budget. Peter Drucker, the father of modern management, once said: “Management is doing things right; leadership is doing the right things.” Managers excel at: Planning and organising Monitoring performance Solving problems and mitigating risks Gallup showed that managers are the single biggest factor in employee engagement, accounting for up to 70% of the variance in team engagement levels. This means that effective management isn’t just operational it is foundational to team morale and productivity. Leadership vs. Management: A Strategic Balance Rather than viewing leadership and management as opposing forces, I tend to think of them as complementary disciplines. The most effective professionals know when to lead and when to manage. A helpful rule of thumb I use is that Leaders should be 80% strategic and 20% tactical while Managers should be 80% tactical and 20% strategic. This balance is echoed in a 15-year study by HBR contributor James R. Bailey, who found that the most successful executives blend both leadership and management behaviours adapting fluidly to the needs of their teams and organisations. Issues that my coaching clients bring tend to be around the perceived need of leaders to sit in the transactional tactical doer space. Why You Need Both in Today’s Workplace In a world of hybrid teams, rapid innovation, and constant change, organisations need people who can: Lead with purpose and authenticity Build high-performing, collaborative teams Manage complexity with confidence and agility Gallup’s global engagement data shows that when managers are disengaged, team performance suffers dramatically. Conversely, when leaders are purpose-driven and aligned with their values, they inspire greater commitment and resilience across the organisation. If you're curious about how coaching can support this development, explore our What Is Coaching page . How Glee Coaching Can Help At Glee Coaching, we offer tailored leadership and management development programmes that help you: Discover your authentic leadership style Strengthen your management toolkit Navigate the transition from manager to leader (or vice versa) Build confidence, clarity, and capability Whether you're stepping into your first leadership role or refining your executive presence, we are here to support your journey. Call to Action Ready to explore your leadership potential or refine your management style? 👉 Visit our programmes to discover programmes designed for impact or call Barbra
