5 Ways to Transition From a Manager to a Leader

You would love to transition from manager to leader. However, your current approach simply isn’t getting you the results you had hoped for. Why not rethink your strategy? If you want to successfully make the shift from manager to leader, begin by using these proven strategies as your guide.

How open is your open door policy?

The number one key to becoming a successful leader? Asking for and understanding feedback well enough to put it into action. By creating a welcoming open door policy, you are ensuring your team feels comfortable enough to provide you with honest feedback. Constantly asking for feedback keeps you plugged in. Instead of yes and no questions, dig deeper by asking for feedback based on three relatively simple questions: What is working? What simply isn’t? What is the best way to move forward? From those three questions, game changing strategies can be built. If you didn’t see being open to feedback as step one on day one of your managerial role, today is the day to change that. Take the time to meet with your team. Acknowledge your interest in their point of view. Then use the valuable feedback you receive to reorganize any processes that need to be improved.

Create unity through branded apparel.

If you are finding dissention through your team, find ways to unify them. Create an afternoon or a full day of team bonding activities and have everyone wear custom uniform t-shirts for work or custom uniform work sweatshirts if it’s a colder time of year. Have regular team events or happy hours to spend time bonding with your team. It will help them see you as one of the group and will create more opportunities for conversation and trust.

When was the last time you completed a self-evaluation?

Enhancing your personal growth requires a bit of reflection on your behalf. It may be easy for you to evaluate the strengths and weaknesses of your coworkers, but how good are you at understanding what you do best and where you need to make improvements? If self-evaluations aren’t your favorite pastime, you’re not alone. Completing an accurate evaluation of yourself is a true talent. Most people are far too critical or pat themselves on the back a tad too much. Remember, the information in this self-eval is for you and you alone. So, be honest with yourself. A basic self-evaluation should start by listing your strengths, then your weaknesses. To draft a truly beneficial self-evaluation, take the time to dive a little deeper. Reflect upon your temperament, the personality traits you display while at work, your emotions, and what motivates you on a daily basis. Once you understand yourself, you will have a better idea of how you can make improvements.

Could positive reinforcement be the missing link?

Never underestimate the power of positivity. By recognizing the good work that has been accomplished, you automatically inspire those around you to work even harder to do even better. Consider employee recognition gifts for hard work and as a sign of appreciation. As a leader, you can raise the moral of your team by focusing less on what team members are doing wrong and more on what they're doing right. That’s not to say you should ignore missteps. Those do need to be addressed. You will still need to solve problems as they arise, but don’t allow yourself to dwell on them. Instead shift your focus and the focus of the group in a more positive direction by rewarding and praising your team every time they do a good job. By implementing positive reinforcement methods into the culture of your workplace you are essentially conditioning the members of your team to do their very best at all times.

Are you a micromanager?

There is a fine line between managing and micromanaging. From time to time you may need to pause to remind yourself having the power of a manager doesn’t mean taking power away from those you manage. Clearly, you can’t do it all. That’s why you have a team of people working with you. Great leaders understand how to delegate responsibility instead of attempting to micromanage every step of every project. Grant decision making power to several members of your team. Take the time to teach team members what you know. Sharing the knowledge you have gained is the easiest way to feel more confident in everyone’s ability to complete projects together.