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From manager to leader: the key to successful change in the company

Many new leaders are former managers. But what exactly is the difference?

Managers usually wear the hat of the "problem solver" and see themselves as those superpowers in the company who can always come up with a solution, they boast and brag about it and are always on the lookout for new "problems".



But what happens when there are no problems to solve? What if things are just fine today as they are? In other words, there is no longer a need for problem solvers.


And is it even the task of a manager? Or is it not rather the task to guide and supervise the implementation of the solutions found? Is it not rather the responsibility of the employees and team members to find suitable solutions for the challenges that arise and, above all, to implement them responsibly, under the direction and with the support of the manager?


What does a leader do?

Your primary task as a manager is to ensure that all competences are present in the team, that staff members complement each other and, in particular, that they compensate for their own personal weaknesses. It is therefore not only about personal sympathies but about creating a promising mix of strengths and weaknesses in the team.


So is it just a maturing process from manager to leader or is it rather two job positions that require different skills and cannot be fulfilled together?


The answer to this is quite essential, as it makes a big difference in practice for filling the positions. The competencies and especially the approaches are fundamentally different - if one position continues to focus more on content, solution finding and "managing", the other emphasises autonomous teamwork with collaborative problem solving and implementation, and thus tends to lead people rather than engage in content. Both are essential, but just a different approach with the requirement of different skills.


Which leader does the company need?

For the company itself, it is important to have efficient leaders who know their own limits but also their own abilities, who are always curious and open to new things and who also get involved. It is essential to set goals, inspire employees and achieve sustainable success. In the end, these qualities are truly essential to manage or/and lead.


Based on this competence present in the company, a trusting cooperation can also take place, which is characterized by security, community, care and mutual empowerment to face the daily challenges with common sense.

This makes office politics obsolete, employees have more energy for their daily tasks and inspire and motivate each other through a good mood, more enjoyment of their work and the feeling of belonging to a good community.


Distrust does not really find a breeding ground here. On the contrary, the community ensures that unwelcome developments are nipped in the bud because it does not want to fit in. Because:


 

"Trust begins with telling the truth and ends with being told the truth." - Santosh Kalwar

 

When this energy prevails in the organisation, umpteen unhealthy habits are broken and dissolved, such as:

  • Managers attending all meetings because they don't trust their employees, ruled by fears of exclusion and betrayal

  • Absenteeism due to illness

  • High staff turnover

  • High stress levels

  • Unnecessary delays, tactical actions

  • Unnecessary conflicts, emotional outbursts, drama


Trust is the key to successful cooperation. This includes really seeing others, giving them space, letting them act, respecting their personality, abilities and opinions.


You may be asking yourself, this all sounds very logical, but how do I do it? How do I put it into practice? How do I create trust in the company, in the department, in the team, in connection with myself?




Coaching can support you here to experience yourself, to recognize your blockages and to overcome them in order to carry your gained self-confidence into your life and of course into your team.


 

Coaching can support you on your journey to becoming the best leader - internally in the company or privately on a personal level. A 6-week or 6-month individually oriented coaching concept leads you optimally to directly visible and tangible successes.


Contact me to start your journey into a fulfilled future

Nicole Dildei Coaching nd@nicole-dildei-coaching.com

+49 157 58 267 427




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