Name: Anne Bloom

Title: CEO/Founder/Coach

Organisation: Your Aspire Coach

Anne Bloom is a renowned executive and leadership coach with over 30 years of expertise in empowering executives, business leaders, and teams to unlock their full potential and drive sustainable growth. With a wealth of experience across finance, technology, healthcare, and non-profit sectors, Anne provides comprehensive coaching and advisory services that equip today’s leaders with the tools, strategies, and support necessary to thrive in a rapidly evolving business landscape.

Anne's unique talent for influencing individuals and teams to embrace change as a catalyst for growth is a testament to her leadership skills. This ability, coupled with her efficiency in delivering results and ensuring compliance, has earned her widespread recognition as a trusted and forward-thinking strategic business advisor.

In addition to her coaching prowess, Anne is dedicated to integrating Environmental, Social, and Governance (ESG) principles into leadership strategies, helping organizations lead with sustainability and purpose.

Anne’s commitment to public service is a core part of her identity. This is reflected in her active involvement with several non-profit boards, where she has, on occasion, served as a government liaison. Her leadership extends beyond corporate success, encompassing community impact and ethical governance.

In her ongoing mission to empower, inspire, and drive change, Anne Bloom remains pivotal for leaders seeking to navigate and succeed in today's complex business environment.

Thank you to the 2,000 leaders who’ve generously done the 7 Questions on Leadership!

We’ve gone through the interviews and asked the best of the best to come back and answer 7 MORE Questions on Leadership.

I hope Anne's answers will encourage you in your leadership journey. Enjoy!

Cheers,

Jonno White

1. As a leader, how do you build trust with employees, customers and other stakeholders?

Trust takes time to build and very little time to tear down. Trust means that as a leader, you speak the truth, walk the walk, and talk the talk. You mean what you say and say what you mean. It is important to meet the needs of our employees, to listen to what they say and hear what they don't say. Communication is key. Gone are the days of a need-to-know basis. Employees need to know as they build their careers.

They need to know that their leader has their back and that they can count on them for support. Employees are looking to enhance their skills and expect that leaders will do the same. Gone are the days of do as I do and say. Now is the time to be a leader and lead employees to greatness. In 2025, one of the top trends is to grow through development not only for leaders but for employees.

2. What do 'VISION' and 'MISSION' mean to you? And what does it actually look like to use them in real-world business?

Vision to me means to know and articulate where the organization is heading. Mission is how you are going to get there. In today's world, employees need to understand the direction the organization is taking and how it intends to get there. Back to the idea of following their leader to be successful.

If an employee doesn't know the direction, then they may not stay because it doesn't meet their long-term or short-term goals. Every meeting should start with reviewing the vision and mission so that it is top of mind and lets the employee know why they are working in the organization.

3. How can a leader empower the people they're leading?

Here are some important ways to empower your employees:

Delegate tasks: Give employees important tasks to prove themselves and show them that they are trusted.

Provide autonomy: Give employees the freedom to make decisions within their areas of responsibility.

Communicate: Communicate the organization's vision and show that you value employees' ideas.

Provide resources: Give employees the resources they need to do their jobs.

Provide feedback: Give constructive feedback and create a loop of honest feedback.

Recognize employees: Recognize employees for their hard work and contributions.

Involve employees in decision-making: Involve employees in decision-making processes and give them a voice.

Provide professional development: Provide opportunities for employees to grow and improve.

Show how work contributes: Show employees how their work contributes to the organization's goals.

Set clear expectations: Set clear expectations for employees.

Be transparent: Be transparent and build trust with employees.

Be open to new ideas: Be open to new ideas and show employees that you value their input.

4. Who are some of the coaches or mentors in your life who have had a positive influence on your leadership? Can you please tell a meaningful story about one of them?

There have been so many coaches and mentors who have influenced me. The one that comes to mind is a VP at a retail organization. It was early on in my career, and I wanted to learn like a sponge. There was an incident where the organization had a summer social. We were waiting for one particular employee who never showed. As the social was on a boat, we needed to launch. We learned much later that day that the employee had passed away unexpectedly.

As the VP was on vacation Monday morning, it was up to me to break the news to the team and the organization. One of the most difficult things I ever had to do, and yet one of increased learning. It was a tough story to tell and a harder message to hear. In the end, employees were grateful for the way it was handled, the message told, and the support provided.

5. Leadership is often more about what you DON'T do. How do you maintain focus in your role?

I listen to hear and don't formulate a response until I understand what is being said, asked for, or required of me. I know my vision, mission, values, and goals, and I work every day towards making those a reality. I strive to be the best I can be, not only for my clients but also for family, friends, and colleagues.

I have always questioned what my legacy is, and each day I am reminded that my legacy is me and how I interact with others, how they remember me, and what they say about me. If I can leave this world a better place than when I entered it, I have left a great legacy. `

6. If you fail to plan, you plan to fail. Everyone plans differently. How do you plan for the week, month and years ahead in your role?

I plan by strategizing what the future holds for me. How many clients do I hope to get in a week, month, or year? What is the best coaching client for me? Why? How can I provide the best possible assistance to see a leader find their place in the organization, understand who they are, and how they make a difference both personally and professionally? I try not to let anyone or anything dissuade me from working towards my plan. It is mine to succeed with or fail. I prefer success.

7. What advice would you give to a young leader who is struggling to delegate effectively?

The advice I can give is to let others in the room help you be successful. If you don't see yourself succeeding, who will? If you think you are the smartest person in the room, you are in the wrong room. Richard Branson.

Don't let anyone else dissuade you from achieving your goals. They are yours, and so long as you work towards them, you will be successful. Delegate to others. Let them shine to let you shine. If one of your team members is successful, it looks good on you. Don't take the credit, give credit where due. Help others grow, learn, and shine.