We frequently encounter leaders who have recently transitioned from expert technical roles to leadership positions, often with little or no preparation. While the promotion is gratifying, many quickly realise they are not fully equipped for the shift. This lack of preparation not only impacts the individual but also affects the wider team and department.
There are two main reasons why this is bad for business:
- The organisation loses a top performer in their technical role, who may now struggle in leadership, taking months to adjust or potentially leaving the company.
- The department suffers because the new leader is not set up for success, which can lead to disengagement and confusion.
This survival guide is designed to help you navigate this transition, providing practical tips and strategies to move from expert technician to effective leader, while building on the skills you already possess.
Part 1: Embracing Your New Role as a Leader
- Understand the Shift from Technician to Leader
As a technician, your role was about “doing the work.” As a leader, your focus shifts to “enabling others to do the work.” Your primary responsibility is now your team’s performance, development, and engagement. Success is no longer about what you achieve personally, but what your team achieves collectively.
Reflection: Think about what support and guidance you needed when you were in a technical role. Now, your job is to provide that for your team.
- Leverage Your Technical Expertise Wisely
Your technical knowledge is an asset, but it’s important to use it strategically. It helps build credibility with your team, but your role is to mentor and guide, not to do the work yourself. Avoid micromanaging or stepping in to “fix” everything—this undermines your team’s confidence.
Reflection: Consider the times when your manager helped you solve problems versus when they stepped in to take over. Strive to be the leader who empowers, not the one who controls.
- Adopt a Leadership Mindset
Leadership is about people, not just processes. Shift your focus from your own tasks to understanding your team members—their strengths, weaknesses, and motivations. Developing emotional intelligence (self-awareness, empathy, and active listening) is key to creating a positive work environment.
Reflection: Reflect on moments when you felt valued and supported by a leader. What behaviours made you feel that way, and how can you apply them with your team?
Part 2: Building Trust and Credibility Quickly
- Start by Listening
One of the fastest ways to build trust is to listen. Conduct one-on-one meetings with each team member to understand their roles, challenges, and career goals. Listen more than you speak, and care about their answers. Take the time to learn about your team members on a personal level to build rapport.
Reflection: Think about a time when a leader took the time to listen to you. How did it make you feel, and how can you replicate that with your team?
- Communicate Transparently and Often
Set clear expectations from the start—communicate your vision, goals, and how you plan to support the team. Be honest about what you know and what you’re still learning. Transparency builds credibility and trust.
Reflection: Remember times when you were kept informed versus when you were left in the dark. Use that experience to shape how you communicate with your team.
- Establish Early Wins
Look for small opportunities to make meaningful improvements. This demonstrates your commitment to the team’s success and builds momentum. Recognising team achievements, big or small, helps boost morale and set a positive tone for the future.
Reflection: Reflect on times when a leader celebrated team wins and how it affected morale. Make it a priority to celebrate success.
Part 3: Managing and Motivating Your Team
- Delegate Effectively
Delegation is key to leadership. Assign tasks based on each team member’s strengths and trust them to deliver. Avoid the temptation to micromanage—your role is to guide, not to control.
Reflection: Consider how empowering it was when your leader trusted you with responsibilities. Give your team the same level of trust to foster growth and accountability.
- Foster a Positive Team Culture
Create opportunities for collaboration and open communication. A strong team culture is built on trust, and it grows when people feel that their contributions are valued. Provide regular, constructive feedback and encourage an open two-way dialogue.
Reflection: When have you felt part of a supportive team culture, and how did your leader contribute to that? Model similar behaviour to strengthen your team.
- Motivate Through Recognition and Development
Recognition is one of the most powerful motivators. Acknowledge both individual and team achievements publicly and privately. Additionally, invest in the development of your team members by offering training and mentorship opportunities.
Reflection: Think about how you felt when your work was recognised by a leader. Now make it a priority to do the same for your team members.
Part 4: Developing Yourself as a Leader
- Seek Continuous Learning Opportunities
Leadership is a journey, not a destination. Seek out mentors who can guide you and offer wisdom. Engage in leadership training, read books, and attend workshops to continually build your skills.
Reflection: Reflect on your own development. Just as you became an expert technician, now focus on becoming an expert leader.
- Practice Self-Reflection
Regularly reflect on your actions and decisions. Ask yourself what went well and what could be improved. Seeking feedback from your team and peers is also essential in refining your leadership approach.
Reflection: Set aside time each week to review your leadership actions. Think about their impact on your team and how you can improve.
- Manage Your Time and Energy
Prioritise tasks that have the greatest impact on team and organisational goals. Use tools like the Eisenhower Matrix to manage time effectively. Also, remember that leadership is demanding—prioritise self-care to ensure you’re at your best.
Reflection: Think about how you manage your time. Focus on high-impact tasks and delegate where possible.
Quick Reference Tips for New Leaders
- Find a Mentor: Seek someone you trust to guide you through your leadership journey.
- Communicate Clearly and Frequently: Keep your team informed and aligned.
- Build Relationships: Invest time in building trust with your team.
- Lead by Example: Model the behaviour you expect from your team.
- Delegate and Empower: Trust your team to take ownership of their work.
- Stay Humble and Open to Learning: Always acknowledge what you don’t know.
- Ask Questions: There’s no such thing as a dumb question—be curious and open.
Wrapping Up
Transitioning from a technical expert to a leader is challenging, but with the right mindset, you can succeed. Leadership isn’t about having all the answers; it’s about creating an environment where your team can thrive. Use your technical expertise as a foundation, but focus on developing the soft skills necessary to motivate, engage, and lead your team to success. Leadership is a journey, and with time, practice, and self-reflection, you’ll grow into the role and thrive.
If you find yourself in a leadership position for which you feel unprepared, Project7 has experts and training programmes that can help. Contact us for a chat to see how we can support your leadership development journey.
