In a recent video, author Diana Kander shared a clever strategy she uses for her birthday. Rather than getting bogged down by the number of years passing, she places a decimal point between the digits. Turning 45 becomes Version 4.5.
It’s a subtle but critical shift in perspective. Just as a software developer upgrades a critical piece of tech, Diana views her year as an upgrade from the version that came before.
This framing allows her to focus on the positive: what does Version 4.Y bring that was absent in 4.X? It forces a focus on the improvements made over the last twelve months and prompts a strategic look at how the next version will be even better. It breaks the “what has been lost” cycle and reframes life as “what is being grown and enhanced.”
Reflecting on Your OS Upgrade
Coincidentally, Apple recently shifted to naming their operating systems in line with the year of release. It’s a logic we can ‘borrow’ for our own continuous improvement journey. By naming our current professional iteration ‘OS [Current Year]’, we acknowledge that our leadership is not a static product, but a version in constant development.
Let’s take a look at the current version at play in your organisation.
It’s worth asking: How is this version meeting the needs of your staff, clients, and stakeholders?
Think back to the “patch notes” of last year. What new strengths and features did you work to develop?
These might be:
- New strategic initiatives or communication protocols.
- Intentional shifts in workplace culture or “vibe.”
- New talent or refined roles.
- More efficient systems that reduced friction for your team.
What about your own leadership shifts?
We can apply this same “versioning” to our professional growth.
What are you bringing to your team today that wasn’t there this time last year?
This approach offers a powerful alternative to aimless New Year’s resolutions. Instead, we can define clear strategic outcomes that will be in place 12 months from now.
To do this effectively, we must look at the feedback from our “users” (our staff, students, clients, boards, etc.). Where are the bugs in our current leadership style? What features are being requested? What will others experience that proves an “upgrade” has actually occurred?
For our own growth, we should be specific:
- What skills are being strengthened? (e.g., “Confident conflict resolution.”)
- What new features are we adding? (e.g., “Practiced coaching mindset.”)
- What legacy code are we deleting? (e.g., “Low delegated responsibilities.”)
Continuous improvement shouldn’t feel like a slog; it should feel like we are handing over a better, more capable version of our organisation (and ourselves) with each passing year.
I have developed a visual tool below to help you map out your OS Upgrade. I’d love to hear which “features” you are most excited to launch this year!