Embracing Evolution: How To Grow and Develop Over Time As a Manager

Have you ever noticed that all great leaders develop over time?

They all go through five stages throughout their careers as they grow into where they are today! I like to refer to these stages as the uncertainty, exploration, transformation, mastery, and legacy stages.

But, how do they move through each one of them, and how could you too?

They use guiding questions to navigate through each stage.

Here's how:

The Uncertainty Stage

This stage represents the initial discomfort you face as a new manager stepping out of your comfort zone, but you recognize that there is room for you to grow and improve in your new role.

When I first started managing a team back in 2018 I had no idea what I was doing, but my goal was to build a new and effective team from scratch.

So I began to ask myself these 5 different questions:

• What is expected of me in my new role?
• What are my current strengths and weaknesses?
• What resources and support can I access to help me?
• How can I build trust and rapport with my team members?
• How can I balance my needs, what my team needs and those of the organization as a whole?

While this stage can be overwhelming at first, keep in mind that you’re just starting off. Make an inventory of what you’re good at, what resources are available to you, and how you could use them to build out your team and align them with the organization's overall goals.

The Exploration Stage

During this phase, you begin to develop an understanding of your limitations and actively seek new experiences, knowledge, and feedback to broaden your understanding of leadership and expand your skill set.

You’ve become more comfortable in your role and excited about how to go further with your team. This is when you should start to think:

• What new skills or knowledge do I need to develop as a leader?
• How can I seek out and learn from mentors or role models in my network?
• How can I develop a better understanding of my team's needs and motivations?
• What feedback can I seek and have I received so far from my own team members? And how can I use it to improve?

This an exciting phase for you as you begin to discover your potential and expand your skill set. Keep asking questions, seeking out new experiences, and learning from those around you.

The Transformation Stage

By now you’re internalizing new learnings and experiences, resulting in a shift in mindset and the development of new behaviors that drive improved team performance and organizational outcomes.

Here you have a powerful opportunity to embrace change and further unlock your potential as a leader. By staying open-minded and adaptable, you can unlock your full potential and achieve remarkable results.

A few questions that will help you maneuver this phase:

1. What processes do we need to implement?
2. How can I delegate tasks to empower my team?
3. What metrics can we use to track progress toward our goals?
4. How can I build stronger relationships with my team members and stakeholders?
5. How can I create a culture of continuous learning and improvement in my team and organization?

By asking targeted questions and focusing on developing new processes, metrics, and relationships, managers can drive team performance and create a culture of continuous learning and improvement.

The Mastery Stage

As you continue to grow and develop, you start to become proficient in your newfound skills and abilities, effectively applying them in various situations and leading with confidence. You’ve become a true leader. So what next?

This is where you start focusing on the not-so-obvious things you and your team need. You need to cultivate Emotional Intelligence (EI); the ability to recognize and manage your own emotions and to understand and influence the emotions of others.

Approach this stage by asking these questions:

1. How can you prioritize self-care to encourage your team to do the same?
2. What are your triggers for certain emotions, and how can you manage them?
3. What team rituals can we incorporate to build a sense of community and mutual care?
4. How can we as a team communicate in a way that promotes understanding and empathy?
5. How can we create a safe environment for team members to ask for help and support when needed?

This is the point where you go from being a good manager to a great leader. Leadership is human. So, it's important to recognize that leadership is not just about skills and abilities, but also about understanding and empathizing with the people you lead.

Remember, as a leader, your success is not just measured by the bottom line, but also by the well-being and growth of your team.

The Legacy Stage

In this stage, you recognize that growth and development are ongoing processes, and you commit to continuous learning and self-improvement.

Your focus should shift from personal growth to leaving a lasting impact on your organization or industry. You should aim to build a strong team of future leaders and create a legacy that will endure beyond their tenure as a leader.

So how do you guide yourself at this stage? Well, you ask:

1. How can I identify and develop future leaders within my team?
2. How can I leverage my experience and expertise to mentor and guide them?
3. What is the most important impact that I want to leave on my team and organization?
4. How can I build and leverage my professional network to make a greater industry impact?

And that’s it.

I hope you find articles like this helpful, and that they will play a big part in how you lead your teams today.

Have a wonderful Monday.