How Dr. Abiola Salami’s coaching transformed Ngozi: From a struggling executive to a visionary leader

She had always been a peak performer. Rising through the ranks at lightning speed, she had earned her place in the C-suite based on financial acumen and operational discipline. But what she failed to realize was that the skills that made her a world-class CFO were not the same ones needed to thrive as a CEO.

Ngozi ran the company like a spreadsheet—data-driven, transactional, and focused on cost-cutting rather than culture-building. She believed leadership was about financial efficiency, not people. As a result, she lost the trust and respect of her former peers, who now saw her as disconnected and uninspiring.

The crisis came to a head when a key executive resigned, citing “a toxic work culture and lack of strategic direction.” The board grew uneasy. Investors started asking questions. Her mentor knew that unless she evolved into a true leader, she might not last in the role.

That’s when she was referred to me for executive coaching. Over the course of our sessions, I helped Ngozi shed her narrow accountant mindset and embrace the expansive, people-driven approach of a CEO. The transformation was nothing short of remarkable. Within a year, the company rebounded—revenue surged, employee engagement soared, and operations became more efficient.

In this article, I share the 10 powerful strategies that turned Ngozi from a struggling executive into a respected and visionary leader. If you’re a high-potential female CEO or Entrepreneur, these insights can elevate your leadership and transform your organization.

1. Understanding the Shift from CFO to CEO
Ngozi had spent years mastering financial strategy and risk management. However, stepping into the CEO role required an entirely different skill set—one that revolved around people, vision, and influence. She struggled to let go of her financial micromanagement tendencies, often getting lost in numbers rather than big-picture strategy. This narrow focus alienated her leadership team and created operational silos.

What I Did With Ngozi
Transitioning from a numbers-driven CFO to a people-centric CEO required a mindset shift. We first conducted a Leadership Gap Analysis to identify the skills she needed to develop. Next, we shifted her focus from operational details to strategic vision and long-term growth. Finally, we introduced her to the CEO Mindset Shift Framework, emphasizing culture, innovation, and influence over financial control.

Ngozi’s Result
She became more confident in delegating financial responsibilities and focusing on high-level leadership. Her executive team noticed the shift, and respect for her began to grow. The company started moving from stagnation to strategic expansion.

Ngozi had spent years in the finance department where success was measured in numbers, accuracy, and risk management. But leading a company required a different approach—one based on vision, influence, and people management.

2. Building Executive Presence and Influence
Ngozi’s former peers in the C-suite struggled to see her as their leader. She often presented her ideas in a rigid, data-heavy manner, which failed to command authority and inspire confidence. Lacking executive presence, she found herself dismissed or overruled in key discussions. She needed to refine her leadership gravitas to establish credibility.

What I Did With Ngozi
Developing executive presence involved a combination of communication, confidence, and influence. We worked on her body language, tone, and communication style to exude confidence and not arrogance. Then, we implemented high-stakes leadership simulations to prepare her for board meetings and critical conversations. Lastly, we taught her the Gravitas Triangle —a combination of expertise, composure, and empathy.

Ngozi’s Result
Her peers began to respect her as a decisive and inspiring leader. She became more persuasive in executive discussions, and decision-making improved across the organization. Board members and stakeholders started viewing her as a visionary CEO rather than a rigid accountant.

3. Transforming Relationships with the C-Suite
Ngozi had once been an equal to her fellow executives. Now, as CEO, she had to lead them without alienating them. Her direct and transactional style created tension, making it difficult to gain their trust and alignment. Without strong C-suite relationships, her leadership authority remained weak.

What I Did With Ngozi
Repairing relationships required intentional effort. We introduced Strategic Empathy Mapping to help her understand and anticipate the needs of her executives. Then, we conducted relationship recalibration sessions, setting new expectations while maintaining professional camaraderie. Finally, we taught her the Collaborative Influence Model to drive alignment and commitment from her team.

Ngozi’s Result
Trust was rebuilt, and the C-suite became more unified. Senior executives became her allies instead of her critics. Decision-making became more streamlined, leading to better organisational cohesion.

4. Mastering the Art of People-Centric Leadership
Ngozi initially viewed employees as costs rather than assets. This mindset led to disengagement, with employees feeling undervalued and unmotivated. The lack of emotional intelligence in her leadership style resulted in high attrition rates and low morale. She needed to shift from transactional leadership to a people-first approach.

What I Did With Ngozi
Fostering a people-first leadership approach was key. We developed a People-First Leadership Plan that included employee engagement strategies. Then, we taught her emotional intelligence techniques to connect with employees authentically. Lastly, we encouraged regular town halls and feedback sessions to create an open culture.

Ngozi’s Result
Employee morale increased, and attrition rates dropped significantly. Productivity surged as employees felt valued and motivated. The company’s internal culture shifted from rigid and transactional to inclusive and growth-oriented.

Visit www.tppafrica.com for the full article.

Are you ready to take your leadership to the next level? Contact us today on +2347026668008 or [email protected]