Congratulations! You just got promoted to a leadership position - nice work! Maybe you're managing your former peers now, or perhaps you're leading a new team entirely. Either way, you're probably feeling a mix of excitement and "oh crap, now what?"
I've been there. When I first started managing people, I thought my technical skills would be enough. Spoiler alert: they weren't. As Dusty Tockstein, Senior Consultant at Peter Barron Stark Companies, notes, "Technical expertise might get you the promotion, but it's your ability to inspire and guide others that will make you successful in leadership."
The Leadership Learning Curve
The transition from individual contributor to leader is one of the biggest career jumps you'll make. You're moving from being the person who does the work to the person who helps others do their best work. As Tockstein, who specializes in corporate culture development, points out, "The skills that made you great at your job aren't necessarily the same ones that will make you great at leading others in that job."
Here are some thoughts about making this transition successfully:
1 - Embrace Your New Role
"The most common pitfall for new leaders," observes Tockstein, who works with clients to improve their corporate culture, "is failing to shift from doing to leading. Your job isn't to be the best technician anymore - it's to build the best team."
This shift is about more than just delegating tasks. It's about fundamentally changing how you view your contribution to the organization. Your success is no longer measured by your personal output, but by your team's growth and achievements. Here's what that looks like in practice:
Redefine Your Value
Focus on removing obstacles for your team rather than solving problems yourself
Spend time developing your team members' skills instead of showcasing your own
Look for opportunities to give your team visibility and credit
Build systems and processes that help everyone succeed
Change Your Daily Habits
Schedule regular one-on-ones with team members
Block time for strategic planning and team development
Create space in your calendar for unexpected issues and mentoring
Step back from the technical details unless specifically needed
Measure Different Metrics
Track team productivity and satisfaction
Monitor project completion rates and quality metrics
Focus on team development and growth
Look at long-term improvements rather than just daily output
2 - Listen Before You Lead
"New leaders often feel pressure to prove themselves by making immediate changes," Tockstein notes. "Instead, take time to understand your team's perspectives, challenges, and strengths. It’s a fine balance between honoring the past and building a new future."
Your first few months in leadership are a golden opportunity to learn. Here's how to make the most of this time:
Conduct a Listening Tour
Meet individually with each team member
Ask about their challenges and aspirations
Learn what's working well and what isn't
Understand their perspective on team dynamics
Gather Meaningful Data
Review current processes and workflows
Analyze team performance metrics
Identify bottlenecks and pain points
Understand the history behind existing practices
Build Your Leadership Framework
Document your observations and insights
Identify patterns and common themes
Create a prioritized list of potential improvements
Develop a plan as a team so you have buy in from staff
3 - Build Trust Through Transparency
"Trust is the currency of leadership," Tockstein emphasizes. "Be honest about what you know and what you don't. Your team will respect your authenticity more than any attempt to appear perfect."
Building trust isn't a one-time event - it's a continuous process that requires consistent action and clear communication:
Practice Radical Transparency
Share information openly about company goals and challenges
Be clear about your decision-making process
Admit when you don't have answers
Keep your team informed about changes that affect them
Create Psychological Safety
Encourage open discussion and debate
Welcome different perspectives and ideas
Respond positively to questions and concerns
Support your team members when they take calculated risks
Build Reliable Systems
Establish clear expectations and goals
Create consistent feedback loops
Follow through on commitments
Maintain regular communication channels
Here's what that looks like in real life: I regularly have to tell my team that I messed up (I really try not to mess up, but like... life, you know?) - whether it's not communicating something I should have, communicating ineffectively, missing a deadline, or simply forgetting something important. But you know what? They know I'm human too. By being open about my mistakes and owning them, it creates an environment where they feel safe doing the same. When someone knows their leader will say "I dropped the ball on this one," they're much more likely to speak up when they need help or make a mistake themselves. We figure things out together because we're a team, 100%. That's not just “corporate jargon” - it's how we actually work.
Supporting Your Success
At Anneomaly Digital, we work with a lot of newly promoted leaders in marketing and operations roles. We see firsthand how challenging it can be to balance the tactical and strategic aspects of leadership. Here's how we help:
Creating automated workflows so you can focus on strategy
Setting up reporting systems that give you clear visibility
Establishing processes that scale your team's effectiveness
Building training materials that support team development
The Real Secret to Leadership Success
You know what's funny? The same skills that help you be a great marketing leader also make you better at managing a team. It's all about:
Understanding your audience (your team)
Communicating clearly
Measuring what matters
Adjusting based on results
As Tockstein notes, "Great leaders are like great marketers - they know how to inspire action, build relationships, and drive results through others."
Moving Forward With Confidence
Leadership isn't about being perfect - it's about being purposeful. Take what made you successful in your previous role, add new leadership skills, and create your own authentic leadership style.
Ready to talk about how to make your leadership transition smoother? Let's discuss how we can help you build systems that support your success. After all, as Tockstein says, "The best leaders know when to ask for help - and how to use it to make their entire team stronger."
Working with leadership development expert Dusty Tockstein, Senior Consultant at Peter Barron Stark Companies, has helped shape our understanding of effective leadership transitions. Her work in corporate culture development continues to influence how organizations approach leadership growth. Want to learn more about leadership development? Check out their resources at https://peterstark.com/