Make room to grow

Erika waited until the end of the day to bring it up. “Could I ask you something about my next step? I’ve been thinking about whether there might be a sideways move to GGD at some point. I’m not asking for a promise. I want to understand what I’d need to show.”

“That’s a good question,” Bruna said. “What do you think would make the move possible?” Erika hesitated. “I’d need to be ready, obviously. But the team still leans on me a lot—especially Bia. I’m not sure how I could move without leaving her stuck.”

Bruna didn’t turn it into a checklist. “Then let’s look at the work you’re already doing. When Bia brings you a draft, do you usually fix it yourself, or help her see what to improve?” Erika thought for a moment. “If we’re under pressure, I tend to take it back. It’s quicker.” “In the moment, maybe. But it doesn’t give her the chance to own the next one.”

Feedback that builds confidence

“Bia has real strengths,” Bruna continued. “She’s quick with new tools, she understands what feels current, and she has a strong eye for the audience. Give her a piece of work that stretches her, agree what decisions she can make, and stay available while she tries. Afterwards, talk through what worked and what she would change. Supporting her doesn’t mean leaving her alone.”

“So I should let her lead more of the campaign?” Erika asked. “Yes—and give feedback that is specific enough to use. ‘That was great’ feels kind, but it doesn’t tell her what to repeat. Tell her what worked, why it helped, and what the next step could be. Then ask what support she needs.”

Erika looked down at her notes. “If Bia becomes ready to take on her role more independently, the team could manage a transition, and I might have a stronger case for GGD.” “That could help,” Bruna said. “It isn’t a guarantee of a transfer. You still need to ask Dylan what the role requires and get clear feedback on your own gaps.”

A path, not a promise

Bruna asked Erika to request a development conversation with Dylan: what experience would count, what results the Dublin team needs, and what evidence would make her a credible candidate. They also agreed Erika would give Bia more ownership and schedule regular check-ins instead of stepping in at the last minute.

“You’ve got a little way to go yet,” Bruna said gently. “But now you know what to work on. You don’t have to prove you can do everything alone. Show that you can help someone else grow, ask for feedback, and act on it. That’s leadership too.” Erika smiled. Dublin was still a possibility, not a promise—but for the first time, she could see a practical way to move towards it.