How To Transition From a Manager to a Leader

Leader and manager are used synonymously, but in reality, they are two distinct roles. Managers deal with day-to-day operational tasks, while leaders focus on long-term vision and strategy. Similarly, leaders have followers, while managers work with subordinates. 

The level of authority and impact a leader has is much greater than that of a manager. That's why many people aspire to become leaders. 

Here's the good news: if you're in a managerial role, you can transition from a manager to a leader. All you need to develop is a strong will and some leadership skills, and you’re good to go!

If you’re a beginner, you might be wondering how to get started. Let's guide you through the transition from management to a leadership position.

Can Managers Become Leaders?

The short answer is yes. Managers can definitely transition to leaders, but that requires internal shifts, time, effort, and commitment. 

If you have what it takes to become a leader, transitioning will be easier.

A notable quality of leaders is that they bring about positive change rather than merely sticking to the norms. For anyone to step into a leadership role, they have to adopt this quality. The main chunk of this adoption is letting go of managerial habits. 

Another common concern managers have is whether it's possible for anyone to be a leader. We are often under the misconception that leaders are born with several traits, and that's all it takes. There's very minimal truth to that. 

Yes, people who have certain built-in traits are more likely to do well in leadership roles. But that doesn't mean that those traits can't be learned. 

Leadership combines innate qualities, learned skills, and continuous growth. Anyone who can develop these three things can become a leader. 

How to Transition from a Manager to a Leader?

Transitioning from management to leadership requires continuous effort and self-awareness. Being in a managerial position means that you have already come halfway. Now, you need to take a few additional strides. 

Here's what they entail.

Bid Farewell to Micromanaging 

There's no reason for a manager to keep a tight leash on their team. Micromanaging is not an effective leadership style and can lead to a toxic work environment. 

In fact, ineffective delegation and micromanaging result in stifled creativity, sub-par productivity, additional costs, and organisational inefficiency. 

Sometimes, micromanaging is the only way some managers know how to "lead." But if you want to join the ranks of organisational leaders, you need to let go of micromanaging. 

As a leader, you should trust your team's capabilities and give them the autonomy to make decisions and take ownership of their work. The key is to empower them. Give them enough space to innovate and develop new and more efficient ways of doing things. 

Of course, that doesn't mean leaving them to their own devices. Measuring KPIs and getting feedback from your team is crucial. However, it shouldn't seem like you're breathing down their necks. 

Take a Different Perspective 

When you're a manager, you sit amidst the team. You manage schedules, delegate tasks, and make sure everything runs smoothly. You're a part of the process. 

In the leadership role, you don't view the process from within. Instead, you look at it from a bird's eye view. You need to step back and see how each part of the process fits into the bigger picture. 

You should also take a different perspective on your team members. Instead of seeing them as subordinates, view them as equal contributors with unique strengths and ideas. It will help you see the potential in everyone and help them reach it. 

For instance, as a manager, the graphic designer in your marketing team might have simply been tasked with creating graphics for social media posts. That's what you thought was fit for them. 

Now, imagine yourself as a leader. The graphic designer is doing a splendid job. It's almost as if their skills are a waste for making Reel thumbnails and carousels. What can you do to empower and elevate them? 

Maybe your mentorship and sponsorship could help the graphic designer climb to a more creative and impactful role within the team. Who knows, they could be the next marketing manager? 

Learn to Communicate 

Managers often have a habit of merely talking and not listening. Remember, one-way communication is not effective communication. You may say your part, but are you listening to what your team has to say? 

Good communication skills are imperative for both managerial and leadership roles. However, in the latter, they become even more critical. 

First, leaders should know how to articulate themselves. Let's say you have a vision. Perfect! Do you have the right words to communicate it to everyone, too? 

If you plan to keep everyone on the same page, you have to break down the language so that non-technical and non-managerial team members can also understand. 

Second, leaders must be adept at active listening. There's a difference between listening and active listening. The former is what you do when your team member is talking, but the latter is more about understanding, clarifying, and asking further questions. 

Listening helps leaders in several ways. It informs them about the team's problems and concerns. Plus, it creates a culture of transparency and trust. 

Lead With Empathy

The ''You shall do XYZ because I said so'' approach might get things done, but it doesn't create a positive and motivating work environment. Empathy is the new ''hustle.'' 

There was a time when leaders and managers used to motivate employees by feeding them the ideology of the hustle culture. But millennials and GenZ are different; they prefer empathy. 

When you lead an organisation or a team, you must understand and acknowledge that your team members have personal lives and challenges. 

You can't expect them to be 100% every day. Instead of using that as an excuse to belittle or berate them, empathise with their situation and find a way to support them while maintaining work productivity.

Celebrate Inclusivity and Diversity

Inclusivity and diversity are not just buzzwords or checkboxes that leaders need to tick off. Celebrating inclusivity and diversity is a crucial element of leadership. The world is a global village, and it only makes sense to have people from different houses on your team. 

Many leaders make the mistake of having ''token'' diversity hires, but that doesn't cut it any more. It's quite painfully obvious when someone is hired solely to meet a diversity quota. 

The true power of inclusivity and diversity lies in creating a safe and supportive space where everyone's voice is heard and respected, regardless of gender, race, ethnicity, or sexual orientation. 

It's a simple formula: the more diverse your team is, the better it will work. Let's take two teams. One is an all-white male team from privileged backgrounds, while the other is a diverse team with members from different ethnicities, genders, and social backgrounds. 

Which team will have more comprehensive ideas, thoughts, perspectives, and solutions? The latter, of course. 

Such a team will also help you relate to different target audiences. It's good to have someone on the team who knows the cultural nuances and can help you navigate through them when needed. 

Don't Forget to Self-Reflect 

You're not a leader because you're now perfect. Rather, you're a leader because you're willing to take on the responsibility of guiding others toward success. 

With that comes self-reflection — a whole lot of it. 

Being a leader, you must take time to reflect on your actions and words. It's easy to get caught up in the daily tasks and forget to check in with yourself. Ask yourself what you can improve. Maybe you were a bit rash with a decision. Or you didn't pay full heed to someone's suggestion. 

Take notes on what you've learned from your experiences and use them to grow. Also, don't hesitate to get feedback from others. Sometimes, an outside perspective can help break through the self-bias. 

Take a Course 

Soft skills alone won't make you a good leader. You also have to incorporate hard ones. 

For that, it's best to enrol in a course. It would teach you the latest management techniques and case studies. For instance, you may feel your computer or project management skills are lacking. Take a relevant course to enhance them. 

What if you're not great at public speaking? Consider joining a Toastmasters club to work on that. Your options are endless.

FAQs

How Long Does It Take to Transition from a Manager to a Leader? 

There's no fixed timeframe for transitioning from a manager to a leader. It depends on your personal development journey and the opportunities that come your way. For some, it may take months, while others will have to grind for years. The goal is to keep learning until you feel confident in your leadership skills. 

What Are the Best Ways to Improve My Leadership Skills? 

The best way to improve your leadership skills is by actively seeking learning opportunities. These include seminars, workshops, online courses, expert advice, certifications, and self-reflection. 

Which Hard Skills Should I Develop to Advance from a Manager to a Leader? 

As a leader, some hard skills you must possess are strategic planning, financial management, project management, data analysis, risk management, conflict resolution, technical proficiency, industry-specific expertise, crisis management, and digital literacy. 

Conclusion

When it comes to soft skills, you have to develop them yourself. Whether you do it through reading self-help books or attending seminars, it's a constant process that doesn't have a fixed endpoint. 

However, a course like the Professional Academy Diploma in Leadership & Management could make all the difference in terms of your hard skills. It touches on most things you need to know as a leader, be it teamwork, getting the most out of your team, change management, employee development, or networking. 

The true sign of a leader is that they don't stop learning. So, scroll through UCD Professional Academy's selection of courses to see what best fits your needs. Invest in yourself, and the rewards will be endless.

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