From doer to leader: Watch out for these leadership transition traps
You got promoted to become a manager.
But do you think what got you here — your grit, technical skills, and individual achievements — are enough to keep you where you are right now? Of course not.
Because this transition, from star performer to effective leader, isn’t just a subtle but a seismic transition. Where once your sole dedication, skills, and results were getting you recognition, applause, and appreciation, your success parameter differs now.
You are responsible for other people’s success and failure, too. And it demands something entirely different from you.
But many managers often make the mistake of carrying forward their early habits that once served them well, but now act as liabilities that can quietly derail their leadership journey.
Here are some common mistakes new managers unknowingly make, and how you can avoid them to come across as an impactful leader from day one.
Trap 1: Micromanaging instead of empowering
You have been a doer for a long time. And you’re used to being the one who fixes, drives, and delivers.
That mindset makes it dangerously easy for you to be extra cautious of your team’s efforts. And this urge to stay in control pushes you to hover over your team’s shoulders.
And that is where you go wrong. Holding them back, instead of becoming the enabler they actually need.
The instinct to micromanage usually comes from a good place:
- Fear of losing control
- Wanting everything to be perfect
- Not fully trusting your team (yet)
- Believing that only you know how to make it better
- Because probably, this is all you know about leadership
How to avoid it
- Shift your focus from doing everything yourself to delegating.
- Learn to trust others with their work.
- Focus on empowering others rather than controlling the outcome.
Also read: A Simple Guide On How To Delegate Work Effectively
Trap 2: Talking more than you listen
When you find yourself doing all the talking, it’s usually not arrogance — it’s anxiety in disguise. It’s often because you’ve worked under leaders who dominated the room, or, sometimes, just your inner urge to prove yourself by being decisive, assertive, and in control.
But the truth is, great leaders don’t need to be the loudest or most dominant voices. Because if you’re always talking and stop hearing what your team is trying to tell you, you are missing out on insight, innovation, and connection.
You stop learning. You miss ideas. You miss trust.
How to avoid it
- Hold regular 1:1s (not just for updates, but for real conversation)
- Encourage two-way feedback
- Create a psychologically safe environment
Trap 3: Managing tasks, not people
Many new leaders default to managing at a granular level, sticking too closely to dashboards, deadlines, and deliverables. That’s what they know. They don’t know how to manage potential, not just progress.
And that is where they go wrong. Because there are always more tasks that need your attention. And if you keep on managing every micro detail, then you are missing out on leading with vision.
Your job is no longer to get work done; it’s to grow the people who do the work to build a high-performing team.
How to avoid it
- Spot strengths and develop them.
- Coach, don’t just correct.
- Set goals that grow your people, not just move projects forward.
Trap 4: Clinging to what got you here
As an individual contributor, your work spoke for you. But the dynamics change when you take the leadership role.
Where once execution was your key currency, strategy, vision, and emotional intelligence become your real edge in the leadership toolkit.
Leadership isn’t about doing more and burning yourself out, but facilitating the conditions and empowering others to get more work done.
How to avoid it
- Let go of being the solo performer
- Shift from doing to enabling
- Move from reactive to proactive
Trap 5: Assuming authority equals respect
Many new managers, when they take over, assume everyone will follow, listen, and most importantly, respect them from day one. But this is the most flawed perception of leadership.
You can’t demand respect just because you now have a title. You have to grow through relationships and credibility to earn influence.
It is crucial not to forget that “People quit bosses, not jobs.” So, be the reason they stay.
How to avoid it
- Show up consistently, even when no one’s watching
- Own your mistakes (vulnerability builds trust)
- Give credit, take responsibility
Closing thoughts
Leadership isn’t merely a title, but a huge responsibility.
While the job title didn’t change overnight, expectations from you sure did. Where you were once sitting along with your teammates and contributing individually, now you are expected to lead them.
Sure, it will come with awkwardness and even a fair amount of self-doubt, but it is totally normal.
When transitioning to the role, you have to drop old habits of doing everything yourself and shift your mindset from individual contributor to team leader. But at the same time, you need to hold on to your authentic values and strengths while carrying forward your commitment to excellence, work ethic, and integrity.
The earlier you get this, the farther you’ll go.
Originally published on Linkedin.com
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