1. Talent

– Finding

– Attracting

– Retaining

– Getting the best from

– Creating advancement pathways for

– Matching to the right roles

– Building cohesion and trust among

– Inspiring and rallying

– Anticipating gaps in

– Filling a pipeline with

– Creating diversity among

– Planning succession for

– Leveraging

– Delegating to

– Ensuring smooth, accountable execution from

To name a few.

The other two issues?

  1. Growth
  2. Extricating yourself from the weeds — what one of my clients once called “the tyranny of the daily” — to execute where you matter the most while also reducing your workload.

Numbers 2 & 3 are dependent on number 1.

Whoever decided to refer to talent-related matters as “soft” skills, or anything other than “vital,” wasn’t running a business.


At my new Magnificent Leadership® Executive Dinners coming in 2020, we’ll be discussing these critical issues and their best solutions.

For more information and to apply: sarah@sarah-levitt.com

Stay tuned for more new offerings, including Magnificent Leadership® Ascension, for leaders at, or approaching, their apex.  For application information and to set up a mutually exploratory conversation: sarah@sarah-levitt.com

And for more on working with me directly to address your most important strategic issues: sarah@sarah-levitt.com   My next openings are in January.

Sarah Levitt is a trusted guide to the c-suite who works with CEOs, senior executives slated for promotion at leading organizations, and senior leadership teams.  She is the author of the book Magnificent Leadership, creator of The Making Magnificence Project®, and consults and speaks to a broad range of clients, including Harvard Kennedy School of Government, BASF Corporation, Ultimate Software, and American Bankers Association.  She is also a coach in the elite Executive MBA program at UNC’s Kenan-Flagler Business School.