For a significant part of my career, I thrived as an Individual Contributor. I had the opportunity to lead projects, make technical decisions, and managed project teams, but I eventually realized that managing a project is vastly different from leading people.
Growing up, I was fortunate to be surrounded by exceptional leaders. Speaking with them didn’’’t just inform me; it inspired me. I aspired to be transformational, someone who motivates people to achieve both personal and organizational heights rather than a transactional manager who simply tracks tasks and manages output.
However, when I finally stepped into a formal leadership role, my initial emotion wasn’t triumph, it was fear. I found myself asking, “What if I fail?”
The stakes had changed. My decisions were no longer limited to the scope of a single project; they now impacted people’s careers and shaped the strategic roadmap of the organization. But I was lucky. My manager showed immense faith in me, proving a vital lesson: True leaders enable others to grow. She mentored me, prepared me for the challenges, and helped me navigate the transition.
For first-time managers who feel that same hesitation I felt, I want to share the strategies that helped me find my footing. Here is what worked for me.
1. Master the Art of Connection
As a leader, you are the anchor for your team. One of your most critical skills is the ability to forge genuine connections. It is of utmost importance that you remain accessible, not just physically, but emotionally.
- Listen to understand, not to reply: Establish regular one-on-one sessions. Use this time to listen more than you speak.
- Preparation breeds confidence: Always enter meetings prepared. When you respect the forum, your team respects you.
“Leadership is not about being in charge. It is about taking care of those in your charge.” - Simon Sinek
2. Build a High-Performing Culture
Building a great team starts with recognizing potential. When you have the opportunity to hire, look for highly motivated individuals who bring energy to the table. But hiring is just the start; your real job is investment.
- Create more leaders: Your primary objective isn’t to create followers, but to groom the next generation of leaders.
- Visibility matters: Involve your team in cross-departmental activities. Actively work on building their credibility and showcase their wins in large settings. When they shine, you shine.
3. Offer a Roadmap, Not Just a Dream
Passion is important, but ambiguity is the enemy of execution. Do not walk into a meeting and simply promise that you will “build a great tool.” That is a dream, not a plan.
Instead, anchor your team in reality:
- Share the organization’s vision and current priorities.
- Layout a clear roadmap for the next three years.
- Connect the dots: Show every team member exactly how their contribution makes a difference. When people understand “Why” they are doing something, the “How” becomes much easier. Transparency breeds trust.
4. Prioritize Holistic Growth
While meeting organizational goals is non-negotiable, a leader must value personal goals equally. If your team members are stagnant, your organization will be too.
Focus on their holistic growth, this includes upskilling, monetary progression, and psychological well-being. Advocate for their work-life balance. When a team member feels that their personal ambitions are aligned with company objectives, their loyalty and output skyrocket.
5. Acknowledgement, Support, and Trust
Recognition is a powerful fuel. Make it a habit to acknowledge and appreciate your team in large forums. “Praise in public, correct in private.”
Equally important is how you handle the workload. There will be times when the work is mundane or difficult. You cannot always remove the burden, but you can ensure they don’t carry it alone.
- Lend a hand: Be available when they are stuck.
- Focus on outcomes: Tell them what needs to be done, but give them the autonomy to decide how to do it.
This autonomy is the foundation of trust. Trust is the currency of leadership, spend it wisely and build it daily.
The Journey Continues
Leadership is a journey, not a destination. I am still learning, evolving, and making mistakes. Perhaps next year, I will have a new set of lessons on what worked and what didn’t. Until then, keep leading with empathy and purpose.
Thanks for reading.
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If you have any comments, feedback, or requests, please feel free to connect with me on LinkedIn. And if you liked this post, don’t forget to share it with your network!