The Book
A business book for leadership moment that don't have obvious answers
Pivot or Push Through™ is written for professionals operating beyond early-career advice where performance is no longer the primary constraint, and progression is shaped by less visible dynamics. It introduces a structured way to interpret leadership inflection points and to distinguish between situations that require persistence and those that require change
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Format: Digital (PDF & ePub) | Print available on request
Who the Book Is For
Who the book is written for.
This is a book for senior professionals — typically with a decade or more of leadership experience — who recognise that the career advice that worked at earlier stages is no longer calibrated to the situations they now face.
If any of the following describe your current moment, the book is written for you:
- Your performance is not the issue, but progression has slowed.
- You are considering a move but the signals are unclear.
- You are mid-pivot and questioning whether the move is right.
- You are leading or advising others through these moments and need better language for the conversation.
What the book gives you.
The framework in full
The complete two-axis diagnostic model, the four quadrants, and the CARE–ALIGN–ASK conversation architecture — explained in depth and supported by real case patterns
Recognition
Anonymised executive scenarios that mirror the situations most senior professionals encounter at some point. The recognition itself is often the first useful step.
Language
The vocabulary to describe what is happening in a senior career moment to yourself, to your sponsor, to your board, or to whoever needs to understand it.
EXCERPT
Listen to this excerpt from the book
There is a point in many senior careers where the external indicators remain positive, but the internal experience shifts. Performance is steady. Feedback is strong. Nothing appears to be wrong. And yet the sense of direction begins to weaken.
This moment is often misinterpreted. It is framed as impatience, or a temporary loss of motivation, or a signal to simply wait. In reality, it is frequently the first indication that the structure of the role and the trajectory of the individual are beginning to diverge.
Chapter One introduces the core diagnostic tension: the difference between a career that is stalling and a career that is misaligned. Most senior executives have experienced both. Few have had language for either. Enter your email address and we will send it immediately, no sequence, no newsletter unless you request it.
The Author - Nyasha P. Mapolisa
Nyasha P. Mapolisa spent years watching talented, credible executives make the wrong career move, not because they lacked capability, but because they lacked a structured way to understand what was actually happening.
Her doctoral research at Warwick Business School, combined with her practice at Bateleur Coaching & Consulting, brought her into contact with a recurring pattern: high performers who had outgrown their roles, organisations that had lost them quietly, and succession pipelines stalled by conversations nobody knew how to have.
The Core Framework
One Framework. Two Critical Conversations
CARE–ALIGN–ASK is the analytical engine of the masterclass, applied directly to the career conversations most executives have been putting off.
C — Care
Before the substance, the conditions. CARE is about creating the rapport, the shared context, and the psychological safety required for a senior career conversation to be honest rather than performative. Without it, the conversation never reaches the substance and most do not.
A — Align
Map where your trajectory and the organisation’s direction are in genuine alignment — and where the gap is widening. Alignment is not agreement; it is strategic fit assessed honestly.
A — Ask
Learn how to ask the right questions, of sponsors, of systems, and of yourself — with executive-grade precision. The quality of your ask determines the quality of the answer you get.
The Second Framework
Once You've Decided to Pivot: LOCATE–BRIDGE–DECLARE
CARE–ALIGN–ASK helps you navigate the conversation inside your current role. LOCATE–BRIDGE–DECLARE is what comes next once the diagnosis is Pivot — the structured path from deciding to change course to making the change real.
L - Locate
A capabilities audit, not a job search. Before you move, identify precisely what you offer, in what context it is valued, and where the gap lies between your current role and your next one.
B - Bridge
The work that happens between diagnosis and departure. Close the specific gaps the LOCATE stage surfaced, and build the relationships and credibility a resignation alone cannot manufacture.
D - Declare
The pivot made real. Once LOCATE and BRIDGE are complete, DECLARE is the decisive, well-prepared move, not a reaction, but the deliberate conclusion of a structured process.