By: Patty Prosser
At The Center for Leadership Excellence, we find that many new leaders we work with struggle with letting go of their old manager responsibilities. They tell us that they find it difficult to keep from falling back to those familiar tasks they were good at! But, in order to continue on the successful leadership path, it’s critical that managers learn to pivot in order to make a bigger impact on their organizations. The roles and responsibilities of managers and leaders are different. Leaders who embrace this change in responsibilities need to focus on using their skills differently.
When managers transition into leadership roles, they need to “shift” their mindset, approach, and priorities. Becoming a leader requires more than just managing tasks and people – it’s about inspiring, influencing, and driving meaningful change.
The most important thing a manager needs to learn when transitioning into a leadership role is shifting from control to influence.
Why?
Managers rely on structure, processes, and authority to drive results. But if the role of a leader is to inspire, empower, and influence people to achieve a shared vision, they need to do things differently.
Here are some recommendations:
- Shift from Managing Tasks to Inspiring People
- Managers focus on processes, deadlines, and task execution.
- Leaders inspire and motivate teams, helping them see the bigger picture and purpose behind their work.
- Stop Micromanaging – Empower Instead
- Managers oversee every detail to ensure efficiency.
- Leaders trust their teams, delegate effectively, and create an environment where people take initiative.
- Move from Problem-Solving to Vision-Setting
- Managers fix issues as they arise.
- Leaders anticipate challenges and set a long-term vision that guides decision-making.
- Focus on Influence, Not Just Authority
- Managers rely on their formal position to get things done.
- Leaders earn respect, build credibility, and influence people through trust and inspiration.
- Develop Emotional Intelligence (EQ) Over Technical Expertise
- Managers often excel in technical skills.
- Leaders focus on self-awareness, empathy, and relationship-building to connect with their teams.
- Encourage Innovation Instead of Just Enforcing Rules
- Managers ensure policies and procedures are followed.
- Leaders encourage new ideas, embrace change, and create a culture of innovation.
- Prioritize People Development Over Performance Management
- Managers track KPIs and measure results.
- Leaders invest in mentorship, coaching, and career growth to develop future leaders.
- Make Tough Decisions Instead of Just Executing Plans
- Managers follow directives from higher-ups.
- Leaders make strategic decisions that impact the organization’s future, even when they are difficult or unpopular.
- Build a Legacy, Not Just Meet Goals
- Managers aim to meet short-term objectives.
- Leaders think about long-term impact and how they can leave a lasting positive mark on the organization and its people.
- Create a Culture, Not Just a Workflow
- Managers ensure work gets done efficiently.
- Leaders shape the workplace culture, ensuring employees feel valued, motivated, and aligned with the company’s vision.
Bottom Line
Leadership is about guiding, inspiring, and influencing – not just managing tasks. The sooner a new leader embraces this, the more effective they will be.
If you are interested in learning more or have other leadership development needs, please visit The Center for Leadership Excellence’s website at www.cleindy.com.
Patty Prosser is Co-Founder and Coaching Practice Leader at The Center for Leadership Excellence. For more information, contact Patty at 317-727-6464 or pprosser@cciindy.com