Many of us have seen it happen—subject matter experts, celebrated for their technical brilliance, are promoted into leadership roles. It’s a natural progression, right? After all, who better to lead a team than someone who knows the ins and outs of the work? But here’s the catch, technical mastery doesn’t automatically translate into leadership effectiveness.
When I stepped into my first leadership role, I quickly realized that the skills that had made me successful as an individual contributor weren’t enough to lead a team. I was used to having all the answers, solving problems on my own, and being the go-to expert. But leadership demanded something entirely different. It wasn’t about knowing more or doing more, it was about enabling others to perform at their best.
One of the biggest lessons I’ve learned, and now emphasize as a leadership mentor, is that leadership isn’t about having all the answers. It’s about creating the right environment for your team to thrive. It’s about asking the right questions, fostering collaboration, and empowering others to take ownership. This shift in mindset doesn’t come naturally to most experts, and it certainly didn’t for me.
I’ll never forget the candid feedback I received from my team early in my leadership journey. They helped me see that I was still operating as an individual contributor, not as a leader. That feedback was a turning point. It pushed me to step back, reflect, and start focusing on how I could support my team’s growth rather than just my own. That’s when my true leadership journey began.
Today, as a leadership mentor, I work with professionals navigating this same transition. Whether you’re a technical expert stepping into a leadership role or an experienced leader looking to refine your approach, the key is to embrace the shift from doing to enabling. It’s not always easy, but it’s incredibly rewarding.
If you’re struggling with this transition, know that you’re not alone. Leadership is a skill, and like any skill, it can be learned and refined. The first step is recognizing that your role has changed, and that’s okay. The second step is committing to the journey.
Leadership isn’t about being the best in the room. It’s about making the room the best it can be.
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