Everyone Deserves a Great Manager: The 6 Critical Practices for Leading a Team

Imagine standing at the edge of a vast forest, the morning sun casting golden light through the trees. This is the beginning of your leadership journey, where the first and most critical step is to put on a new pair of glasses—ones that reveal a world beyond individual achievement and into the realm of collective success. Leadership starts with the mindset that you achieve results through and with others, not alone. Many new managers struggle because they cling to the habits and beliefs that made them successful as individual contributors, such as doing everything themselves or needing to have all the answers. But this approach, though familiar and comfortable, limits both their growth and the potential of their teams.

Consider the story of a leader who enthusiastically pushed her team to meet goals but ended up micromanaging every detail, inadvertently stifling creativity and motivation. Her team became dependent on her, and their confidence waned. This common pitfall illustrates the importance of shifting from 'I achieve results on my own' to 'I achieve results with and through others.' This shift requires deep self-awareness and a willingness to challenge long-held assumptions.

At the heart of this transformation lies the See-Do-Get cycle—a powerful concept revealing that our results (Get) stem from our actions (Do), which in turn are driven by our mindset (See). Many try to change results by altering behavior alone, but without changing how they see their role and their team, such changes are often fleeting. For example, a manager might try to wake up earlier or delegate tasks but revert to old patterns under stress because the underlying mindset remains unchanged.

Reflect on your own paradigms about your team members. Do you see those who challenge you as threats or as valuable contributors? Do you believe you must have all the answers, or can you embrace uncertainty and foster growth through collaboration? These questions are vital because our paradigms operate largely unconsciously, shaping our leadership style and effectiveness.

Transitioning from individual contributor to leader is like learning to ski on a new mountain. The skills that won you races on the gentle slopes may not serve you on the steep black diamonds. Similarly, leadership demands new skills, such as coaching, delegating, and building trust. It requires letting go of past validations and embracing a broader responsibility for the growth and success of others.

This journey is not without its challenges. You may feel as if you’re stepping into unfamiliar terrain, uncertain of your footing. But by intentionally assessing and shifting your mindset, you pave the way for sustainable leadership growth and a thriving team. Remember, your people are your results.

As you prepare to embark on this path, know that the next step involves deepening connections with your team through meaningful conversations. Holding regular 1-on-1 meetings is a powerful practice that transforms relationships and engagement. Let’s explore how these conversations become the lifeblood of effective leadership.