From Doing to Leading: Navigating the Shift from Functional Expert to True Leader

From Doing to Leading: Navigating the Shift from Functional Expert to True Leader

You were great at your job. Maybe the best on the team. So they asked you to lead. And now… it feels different. The work hasn’t changed, but your role has. Instead of being measured by your output, you’re now measured by the success of others. And that shift—from doing to leading—is where many high performers get stuck. Because being great at a function doesn’t automatically make someone great at leading people who do that function.

Let’s talk about that.

 

Manager vs. Leader – What’s the Real Difference?

A lot of people use the terms interchangeably, but they’re not the same. Here’s a simple breakdown:

Managers and Leaders exhibit the same attributes differently

A great manager keeps the train on the tracks. A great leader figures out if we’re even on the right track—and helps others believe in where we’re going.

 

Where Do You Sit on the Leadership Spectrum?

If you’ve recently stepped into leadership, or you’ve been managing for years and want to level up—this quick self-assessment can help:

Rate yourself 1–5 (1 = rarely, 5 = always) on the following:

  1. I regularly think about how to grow the people on my team.
  2. I prioritize building trust over enforcing rules.
  3. I delegate authority, not just tasks.
  4. I inspire others with a vision, not just goals.
  5. I give feedback that develops, not just corrects.
  6. I lead conversations about why, not just how.
  7. I create space for others to contribute ideas and lead initiatives.

Scoring: 7–14: You’re likely managing more than leading—but that’s a starting point, not a stopping point. 15–24: You’re balancing both—leadership instincts are there, time to sharpen them. 25–35: You’re likely leading well. People probably look to you for belief, not just answers.

 

Why Leadership Matters More Than Ever

In today’s workplace, people don’t want to be managed—they want to be led.

Managers get compliance. Leaders get commitment.

And when you earn that commitment, it shows up in better performance, stronger retention, and a culture that people want to be part of. Leadership is the multiplier.

 

What If You’re a Manager Who Wants to Be a Better Leader?

Here’s the good news: leadership isn’t about title. It’s about behavior.

And it’s absolutely a skill you can build. Here’s where to start:

  1. Shift from Doer to Developer Stop solving problems for people. Start helping them solve problems on their own.
  2. Replace Control with Clarity You don’t need to have your hands in everything—you just need to define what success looks like.
  3. Get Curious About Your Team What motivates them? What frustrates them? What do they want next? Leaders ask.
  4. Practice Self-Awareness Leadership isn’t just about what you do—it’s about how people experience you. Reflection is a leadership tool.
  5. Build the Soft Skills That Aren’t Actually Soft Listening. Coaching. Giving feedback. Creating psychological safety. These are your new power tools.

 

Leadership Is a Choice, Not a Promotion

You don’t become a leader because someone gives you a team.

You become a leader when you choose to invest in people.

When you shift your mindset from owning the work to elevating others—that’s when real leadership begins.

So if you’ve been asked to lead, ask yourself this:

Are you managing? Or are you leading?