These activities and this coaching guidance are designed for someone navigating internal change or quietly holding more than their title suggests
The Work They Don’t See — But You Still Do
An activity that makes your invisible labour visible, so you can lead from truth not assumption.
What we're doing:
Sometimes the formal role you've been given doesn't reflect the influence you actually carry. This activity helps you uncover the invisible work you do and the things that aren't on your job description, but that everyone quietly relies on.
When left unnamed, these efforts become taken for granted. But when named with clarity, they can become your case for recognition, recalibration, or growth.
How to do it:
Use the prompts below to examine your role from four angles. In each column, ask yourself:
(Click the arrows for more insight)
1
2
3
4
1
What I'm Formally Responsible For
These are your official duties, the parts that appear in your position description, KPIs, or LinkedIn profile.
2
What I'm Quietly Leading
These are the emotional, strategic, or cultural responsibilities you've absorbed: the glue work, the early interventions, the unspoken load that keeps people or systems steady.
3
What Would Break If I Stopped Doing This
Be honest: What would falter, slow down, or unravel if this invisible labour suddenly disappeared?
4
What This Reveals About My Leadership
What skill, strength, or professional capability does this pattern reveal?
What are some things that would be valuable in any future team or title?
Your Table (complete your version below):
Examples:
Your Quantifiable Leadership 'Revelations'
Cross-cultural mediation
Building relational bridges between teams
Talent development
Guiding emerging leaders without formal authority
Psychological safety
Creating environments where people speak honestly
Click the arrow above for examples.
Wrap-Up Coaching Question:
Which parts of your workplace contributions are already leadership even if no one has named them yet?
Informal Mentorship
Supporting others' growth without formal recognition
Building Connections
Creating bridges between teams or perspectives
Cultural Stewardship
Maintaining psychological safety in everyday interactions
Reflect on which of these quiet leadership qualities you already embody in your work.
Why this matters
This is just one of the tools used in our full 60 - 90-minute session as part of our series of 6 sessions on internal recalibration. In this session, we also build:
A grid that exposes where your work is being undervalued
A table that surfaces patterns across time and team contexts
A story-based reflection that clarifies what you are ready to step into next
These aren't worksheets. They're structured artefacts, graphs, timelines, and visual maps that surface specific capabilities you can use to advocate, decide, and grow.