23 Aug Empowering New Leaders the WVA Way 

I’m thrilled to be co-facilitating LeaderShift with Liezel van Arkel this week, working with two cohorts of young people from one of South Africa’s largest banks. It’s always inspiring when organisations invest in their people’s growth and development. At WorldsView Academy, we firmly believe that leadership is a choice, not just a position—a concept popularised by leadership experts like Stephen R. Covey. I’m looking forward to seeing delegates, especially those who may not have previously seen themselves as leaders, rise to the occasion and choose to lead.

This philosophy of leadership as a choice opens possibilities for people to step up and make a difference, regardless of their formal title. It’s a mindset that’s especially crucial in today’s business environment, where leadership at all levels is key to driving innovation and success.

Navigating the Technical Expert’s Dilemma

Transitioning from being a technical expert to a leadership role can feel like stepping into a whole new world. Suddenly, you might find yourself excluded from the WhatsApp group where your team used to vent or share jokes. As a delegate once shared, “I used to be the go-to person for lunch plans and casual conversations, but now, as a manager, I’m not in those chats anymore.” This shift can be jarring, as you navigate the delicate balance between maintaining relationships and establishing your authority. Here are some practical steps to help navigate this shift effectively:

1. Broaden your focus: As a new leader, it’s essential to move beyond your previous technical tasks and start thinking about the organisation’s broader goals. For example, if you were previously focused on delivering high-quality code as a software engineer, you now need to understand how your team’s work contributes to the overall business strategy. This involves being more intentional about aligning your team’s efforts with the company’s mission, understanding key performance indicators, and ensuring that projects are not just completed on time but also serve the strategic direction of the organisation.
2. Develop people management skills: Technical expertise alone isn’t enough in leadership roles. Invest time in developing emotional intelligence and people management skills. For instance, if a team member is consistently underperforming, don’t just focus on their technical shortcomings. Instead, have a one-on-one conversation to understand any underlying issues, such as personal problems or a lack of clarity in their role. Often, showing genuine concern and asking, “Is there anything affecting your work that I should know about?” can uncover root causes and lead to more effective solutions. Remember, leadership involves supporting your team holistically, removing obstacles-not treating people like machines. Building trust and understanding within your team is crucial for long-term success.
3. Communicate clearly: Leaders must be able to communicate complex ideas in ways that all stakeholders can understand. Imagine you’re presenting a new software feature to the sales team; instead of focusing on the technical details, you’d explain how this feature will improve the customer experience or drive sales. Practicing clear and concise communication is crucial for ensuring alignment and gaining buy-in from various parts of the organisation.
4. Establish authority with empathy: If you’re leading former peers, you need to make it a point that you balance authority with empathy. For example, you could start by having one-on-one conversations with each team member to discuss their concerns and expectations. This helps maintain rapport while establishing your new role. Being transparent about your new responsibilities while showing that you value their input can ease the transition and foster a collaborative team environment.
5. Prepare for decision-making challenges: Leadership often involves making decisions with incomplete information. For instance, you might need to choose between two potential vendors without having all the data you’d like. Embrace this challenge by honing your decision-making skills and seeking input from diverse perspectives, even when the pressure is on. The ability to make informed decisions quickly is an important quality of effective leadership.

Empowering Leaders with LeaderShift

What sets LeaderShift apart is its focus on blending management theory with practical application. As Henry Mintzberg noted, “Management is a practice that must blend a good deal of craft (experience) with a certain amount of art (insight) and some science (analysis)” (Mintzberg, 2009). Our programme ensures that the knowledge and skills acquired are not just theoretical but are seamlessly integrated into delegates’ everyday leadership practices.

As discussed in last week’s blog, our programmes at WorldsView Academy are designed to ensure that learning is not just engaging but truly transformative. We create lasting impact, equipping delegates with the tools they need to lead effectively in their unique organisational contexts. As these cohorts embark on their LeaderShift journey, I hope they are as excited as I am about enhancing their leadership capabilities and contributing to their organisation’s success. I hope the notion of leadership being a choice will inspire the delegates to rise to the occasion.

The transition from technical expert to an effective leader is challenging but immensely rewarding. Programmes like LeaderShift play a crucial role in equipping new leaders with the tools they need to successfully lead teams and drive organisational success. As organisations continue to evolve in an increasingly complex business landscape, investing in leadership development is not just beneficial but essential for long-term success and sustainability.

Written by: Mbali Masinga