Here's how you can successfully transition from managing to leading a team.

Transitioning from managing to leading a team is about shifting your focus from tasks to people and inspiration. You need to keep key things in mind for a successful transition: 1.Mindset Shift by developing a Leadership Mindset: Move from a "command and control" mentality to one that empowers and inspires your team. Also Embrace a growth mindset, believing your team can develop and improve. Focus on Vision: While managers handle day-to-day operations, leaders set a clear vision for the future and get the team excited about achieving it. 2.Building Relationships by Investing in Your Team: Get to know your team members' strengths, weaknesses, and aspirations. Open Communication: Leaders prioritize open and transparent communication.

This is my story, I've become manager from team member: I had a vision and everything started: Identify the obvious organizational barriers to a successful transition; Identify the blind spots that can block a successful transition; Set realistic expectations Manage change using a top-down approach. :)

Elevate your perspective to think strategically, engage your people meaningfully and create long term value. Leverage your experience of successfully completing projects and think about how you can set the direction for where your team is going. I've found high performing managers can make the transition to leadership, and then strategic leadership more broadly, by reflecting on what the organisation should be doing to achieve its vision. It's taking the step from "can we complete this project" to "what should we be doing in the future". You'll have strong connections with your team members, so involve them in setting the new direction and communicate your strategic perspectives to build motivation and drive a performance transformation.

En passant d'un r?le de manager à un r?le de directeur la perspective change. On passe de la tactique à la stratégie. Aussi il convient de montrer un leadership plus visionnaire. Il s'agit de traduire la vision en objectif et de communiquer dessus de manière inspirante et impactante. Toute l'équipe du leader doit se sentir partie prenante. La vision doit être transmise généreusement, répétée et servir de socle à une histoire écrite et vivifiée ensemble.

Teach your beliefs, values, and philosophy when it comes to setting a vision. This creates a guiding framework that unifies your team. It builds a shared sense of purpose and this purpose not only fuels motivation, but also helps everyone understand the 'Why' behind their actions. A vision creates a deeper sense of purpose and commitment to the team and organization's success.

Foster Relationships Build Trust: Be transparent, consistent, and reliable. Show integrity in your actions and decisions. Show Empathy: Understand and address the needs, concerns, and aspirations of your team members.

Trust is earned, not given. ? Transparency builds trust. ? Communication builds trust. You build trust with others by investing time, effort, and honesty into your relationships. Start with caring and relationships. People want to know that you care about them, that you trust them, and that they can trust you. That happens when you invest time with each other and build bonds. You build trust with others by investing time, effort, and honesty into your relationships. ? Communicate openly and actively ? Be a person of character ? Be consistent and authentic

Empower Your Team Delegate Effectively: Trust your team with responsibilities. Delegate tasks that challenge and develop their skills. Encourage Autonomy: Allow team members to make decisions and take ownership of their work. Provide guidance but avoid micromanaging.

En passant du r?le de manager au r?le de directeur il faut s'appuyer sur le management intermédiaire et leurs équipes pour embrasser l'opérationnel. La délégation est alors primordiale dans cette transition.

Communicate Effectively Be Clear and Consistent: Ensure your communication is clear, concise, and consistent. Regularly update your team on goals, progress, and changes. Listen Actively: Practice active listening to understand your team’s perspectives and foster open communication.

Practice a shift in mindset and approach. Focus on inspiring and empowering your team rather than just directing tasks. Develop a clear vision and communicate it effectively, helping team members understand their role in achieving larger goals. Encourage autonomy and decision-making at all levels, fostering a culture of trust and accountability. Invest time in developing your team's skills, becoming a mentor rather than just a boss. Listen actively to your team's ideas and concerns, then action those insights. Lead by example, demonstrating the values and work ethic you expect. Embrace strategic thinking, focusing on long-term success rather than just daily operations. True leadership is about influence, not authority.

Como sempre dizem, para incentivar você precisa ser exemplo, mas isso vai muito além, pois um líder de verdade precisa conhecer tipos de perfil, limita??es, potencial e métodos tangíveis de indu??o ao resultado.

Lead by Example Model the Behavior You Expect: Demonstrate the values, work ethic, and behaviors you want to see in your team. Stay Positive and Resilient: Maintain a positive attitude, especially during challenges, and show resilience in overcoming obstacles.

When you lead by example, your actions align with your words and you build trust through your consistent behavior. You set the standard and people follow that example. Leadership is demonstrated, not just heard. ? It means doing the right thing. ? It means demonstrating your values. ? It means demonstrating the right behaviors. Great leaders know that they have to set, embody, and live the standard because that is what people will follow.

If you're a new leader, you may feel the dreaded IMPOSTER SYNDROME. You're not alone. Research by KPMG shows: 70% of successful people said they felt like imposters at some point in their lives. 75% of executive women claim that they’ve struggled with the imposter phenomenon. Don't let imposter syndrome squash your dreams. Imposter Syndrome = Human.

If you are transitioning from an individual contributor to a leadership role it's time to start thinking like a leader. Approach this new journey with your learner hat on and remain curious. First, it's time to learn about your team and gather feedback about what they need most from you as a leader. Actively listen and learn as much as you can about who they are but also take the time to get to know their strengths and goals. Second, as a leader they will be looking to you for the vision and team goals. These need to be top of mind and connected to their personal goals. Communicate clearly and often so everyone is on the same page. Third, regular one on one meetings to consistently gather feedback & check in on goals will develop trust.

Transitioning from managing to leading a team involves shifting from focusing on tasks and processes to inspiring, guiding, and developing your team members. Understand the Difference Managing: Emphasizes organizing, planning, and ensuring tasks are completed efficiently. Leading: Focuses on inspiring, motivating, and empowering team members to achieve their best and align with the organization’s vision.

While we have spoken about managing and leading. One of the key aspects of both is that we require a strong plan to manage and to lead. Many times we under plan or overplan, but a wise and seasoned leader has a plan that will ensure success and leaders that do not plan have more difficulty in perfecting what they have in their heads. Plans are meants to be revised and shared, to be able to receive feedback and be perfected. As one matures in life in leadership, you have to be able to have a plan that is even implemented and become disposable and transcend time. There have been cultures that plan for a thousand years while others plan in 5 years. Those that plan for future generations and remain and withstand the test of time.