As we grow in our careers, there is a fundamental transformation that needs to take place—a shift from being a doer to becoming an enabler. Make this shift, and you are ready to become a manager.
This shift is about more than just delegating tasks; it’s about redefining how we think, lead, and support others.
Carol Dweck’s concept of mindset plays a crucial role here: leaders with a growth mindset understand that people are not fixed in their abilities but can develop with the right guidance and support.
The Key Shifts: From Doing to Delegating, From Fixing to Feedback
A critical part of this evolution is recognizing two key shifts:
- From Doing to Delegating
- When you start out, your success is measured by how much you can accomplish on your own. But as you progress, the real impact comes from enabling others to execute effectively.
- Delegation is not just about handing off tasks; it’s about empowering your team to take ownership and grow.
- This requires trust, clear communication, and a willingness to let go of control.
- From Fixing to Feedback
- Instead of jumping in to solve every problem, great leaders focus on providing constructive feedback that helps others solve problems themselves.
- This shift fosters a culture of learning and self-sufficiency rather than dependence on leadership for solutions.
- It requires patience, emotional intelligence, and the ability to guide rather than dictate.
Self-Mastery and Emotional Intelligence
To navigate this transition successfully, leaders must cultivate self-mastery starting with emotional intelligence:
- Emotional Intelligence (EQ): Understanding and managing your emotions, as well as empathizing with others, is key to effective leadership. I’ve got a short article and video here. Keeping your impulses in check allows you to support and coach rather than react and micromanage.
- Decision-Making at a Higher Level: Moving into leadership means making strategic, not just tactical, decisions. You’re no longer solving problems for yourself but setting direction for an entire team. You’ve got to move to the Second Loop of learning.
Conclusion: The Path to Leadership Excellence
This shift isn’t always easy, but it’s necessary for long-term growth. By embracing delegation and feedback, refining emotional intelligence, and shifting from tactical to strategic decision-making, we can transition from being doers to enablers—unlocking both our own potential and that of those we lead.
Are you ready to make the shift?
