What Would Beyoncé Think? Coaching Mindset Shifts for Young Professionals and Emerging Leaders
Although I usually work with senior leaders and executive teams, UBS invited me to coach their Young Professionals Network earlier this month. It was a chance to bring some of the same leadership tools and conversations I use with very senior execs to earlier- and mid-career professionals – a group who often doesn't get access to this kind of development as early as they should.
UBS showed real foresight by making coaching available beyond the senior-most levels, offering a powerful way to help people grow and improve company culture, without requiring a massive budget. (👉 See their LinkedIn post for more.)
We explored questions like:
How do you define career success? (And how does that look different today than it did five years ago?)
What are your top five values, and how are they currently expressed in your work and overall career plan? (Check out Brené Brown's list of values here if you'd like some help.)
How do you choose what matters most, instead of just ascending to the “next rung” of the career ladder?
As we discussed this last idea, someone in the group offered a perfect example: “What would Beyoncé do?” The whole room lit up as the concept clicked into place.
Imagining how someone you admire – someone with a quality you wish you had, like confidence, courage, creativity, patience, or decisiveness – might handle your situation can help you break old patterns and lead with greater confidence and clarity.
Can you think of someone who does something the way you'd like to, or who is the way you'd like to be? Have you got them in your head now? Great. Now ask yourself, in a specific scenario that feels challenging:
How would they think about this situation?
What beliefs or perspective would help them move forward?
So in other words, it's not just “What would Beyoncé do?” It's also “What would Beyoncé think?” Often, it's not just about taking a different action; it's about adopting a new way of thinking that makes that action possible.
For example, Beyoncé might think:
“I deserve to be in this room.”
“My unique voice and perspective are valuable.”
“Setbacks are fuel for creativity, not proof that I'm failing.”
“Preparation gives me power and freedom on stage.”
Meanwhile, many of us might think the opposite:
“I should wait until I'm more experienced to speak up.”
“I don't want to sound foolish or overstep.”
“If I stumble, it proves I'm not ready or good enough.”
“I shouldn't try until I'm perfect.”
Often, it's not just about taking a new action; it's about shifting our thinking so that bold actions feel possible in the first place. Imagining how someone you admire would think in your situation can help you break old patterns and lead with greater confidence and clarity.
The conversations kept going even after our session wrapped up. After the workshop, one of the attendees brought her boss in to meet me. Although the session had ended, he dropped in, asked thoughtful questions, and asked for one of my workbooks to share with his team. It was clear the exercises had really energized his direct report, and he wanted to carry those conversations forward.
In lieu of running a full workshop, here are three powerful questions you can bring to your own team to spark meaningful reflection:
Whose judgment do you trust most in moments like this? What might they see here that we're missing?
Ten years from now, what's the decision you/we would be proud to have made today, even if it's the harder path?
Are we investing energy where we have real advantage, or where we feel obligated to keep up?
Thanks again to UBS for creating space for honest, strategic reflection. Whether you're at a crossroads or simply curious about what's next, these conversations help you realign with what matters most, for yourself and for your team.