Expert Tips to Transition from Individual Contributor to Leadership Role
Picture this scenario: You’ve been killing it in your role for a while. You’ve mastered your skills, you’re delivering consistent results, your boss loves you… and then you find yourself asking the question “what’s next?” Many people reach a career crossroads where they start to wonder: should I keep honing my expertise in my current role, or step up into a leadership position where I can mentor and guide others? For many, this is one of the most important decisions of a career. As such, it comes with a lot of stress. But the good news is that there is no wrong answer and you can always change your mind later. Whether you continue as an individual contributor (IC) or go for a leadership role, both can be super fulfilling and lead to a successful career. It’s all about finding what works for YOU. In this article, we will explore what it takes to go down the path to leadership, provide some pointers on how to tell if leadership is for you, and then go on to provide some tactical steps to transition from individual contributor to leadership role. Let’s get into it!
How to Determine if Leadership is Your Path
Before you dive head first into crafting your grand plan to get into leadership, you should first take a second to reflect. Ask yourself a few things:
- Do I get excited and energized when I help others succeed?
- Am I okay with having more meetings and fewer solo projects?
- Do I enjoy creating plans and coaching others to execute them versus executing them myself?
If these questions get a strong “yes!” from you, then you might be onto something. If they don’t, it’s perfectly fine. Leadership isn’t a one-size-fits-all role and there is always an opportunity to explore these questions later on if the timing is just not right.
Key Traits for People Leadership
Empathy
Let’s be real—managing people is way more about people than about the actual ‘managing.’ The best leaders are those that are empathetic; they genuinely care about their team’s well-being and want to see them thrive, sometimes even before they want to see themselves succeed. If you’re the type that regularly checks in on people, enjoys helping people navigate conflicts, and aims to make everyone feel heard, you’re already well on your way here.
Communication Skills
At the heart of effective management is the ability to clearly distill and convey information, whether through spoken or written communication. Managers often need to give feedback to their reports, share company updates with cross functional teams, and inspire their team to overachieve. And remember, it’s about talking and listening, and adapting how you communicate depending on the person and the situation.
Patience and Flexibility
Let’s face it. People are complicated, and work isn’t always predictable. The best leaders are those that can handle these types of challenges with grace and adaptability, whether that’s a change in plans or a team member needing extra support or words of encouragement. Good leaders aren’t rattled when the plan…doesn’t go according to plan.
A Genuine Desire to See Others Succeed
This one is really important. Do you love helping people grow and achieve their potential? If so, great! As a manager, this will need to become your entire personality. You’ll need to step back from being in the spotlight yourself and focus on putting your team front and center.
If this sounds like you, then it might be time to take the plunge. Next we get into how to transition from individual contributor to manager, one step at a time.
Tactical Steps to Transition from IC to People Manager
Now that you’ve decided to take the plunge, it’s time to review the tactical steps that are actually going to get you there. These are things that you can do right now to start showing your manager and broader leadership team that you’re ready to take on this added responsibility.
Start Taking Initiative with Team Projects
The best way to demonstrate that you can be a leader is through actual action. Even if you aren’t officially leading a team yet, you can show up as a natural leader in your current role by volunteering to lead projects, organizing team efforts, and making sure everyone is aligned on goals.
Example: Let’s say your team is tackling a big project. Volunteer to coordinate team check-ins, set mini-deadlines, and work to keep the momentum going. Lean in and help your teammates who are struggling and take initiative to celebrate the wins along the way. You’re basically showing everyone you can rally the team, even without the title.
Become a Mentor
A great way to demonstrate your leadership potential is by starting in a lower-stakes setting, such as mentoring others. And this doesn’t have to be a super formal thing; just offer to help people, especially new or junior teammates. It’s about practicing that coaching mindset and showing your leaders around you that you have the innate skills to do it.
Example: Let’s say a new hire joins your team. Raise your hand to take them under your wing, help them learn the ropes, and check in with them regularly to see how they’re doing. If they have questions or hit roadblocks, be the person they can come to for help. You’re essentially showing that you have the patience and skills to develop others, even if you aren’t officially being paid to do it yet.
Build Relationships Across Teams
This is an important step that most people gunning for people leadership forget to do. Managers work with all sorts of people and departments, so getting used to collaborating with other teams and building your personal brand with them is a key part of the process. By taking initiative to establish these connections, you will show those around you that you’re a team player who can think outside the confines of your immediate team.
Example: If you’re working with the marketing department on a project, take the time to connect with them individually and deliberately to understand their specific goals. Keep the lines of communication open and make sure everyone’s on the same page. This proves you’re great at cross-functional collaboration, which is a huge part of leadership. It also helps you start building a network of supporters who can advocate for your future promotion, which will be hugely helpful later on.
Proactively Seek Out Leadership Training
Be proactive and ask your manager if there are any leadership development opportunities, like training sessions or workshops, that you can participate in. At ReysUp, we believe in deliberate career planning and being vocal about what you want. If you don’t let your manager know that you’re aiming for a leadership role, you miss out on countless opportunities for them to help you build the skills you’ll need to succeed.
Example: During your next one-on-one with your manager, let them know you’re interested in developing some leadership skills. Ask if there’s a management training program or any resources they recommend. By showing initiative, you’re making it clear that you’re ready to take the next step.
Start Thinking (and Showing That You are Thinking) Strategically
ICs are often focused on executing, and it’s usually up to the managers to think about the big picture and actually make the plan. Seek out opportunities to break the mold. Look for ways to bring a strategic angle to your work, like participating in setting goals for the team or finding ways to improve processes. You don’t have to own it end to end, but you can volunteer to be a part of the process.
Example: If you notice your team’s process for handling client requests could be more efficient, suggest a new approach that would save time or increase quality. Showing you can think about improvements from a team-wide perspective is a great way to show that you’re ready to step up and lead.
Practice Giving and Receiving Feedback
Getting comfortable with feedback is key, and that means both giving it and receiving it. Feedback is the backbone of growth, both for you and your future team. You need to become an expert at delivering it to improve those around you and receiving it to improve yourself as well!
Example: After finishing a project, ask a coworker or even a manager for feedback on your approach and any areas for improvement. At the same time, practice giving others supportive feedback that’s constructive, not critical. Getting this down will make things easier when you’re officially a manager.
If you want more tips on how to give effective feedback, make sure to check out our dedicated article on it here.
Showcase Your Achievements
Once you start taking on these leadership tasks, make sure you document them. As important as it is for you to do them, it’s equally as important that your manager sees you making the effort. After all, they are going to be the one in the room defending your promotion case.
Example: After wrapping up a project where you took the lead, put together a quick summary of the actions you took, what you achieved, any challenges you overcame, and how the team benefited from the work. In your next review, mention your leadership contributions and ask for feedback. You’re essentially building the case for your promotion.
If you want more tips on how to document this impact, check out our article on the STAR method here. In this article we talk about how you can apply this method in an interview, but you can leverage the same framework for this situation as well.
Keep the Leadership Momentum Going
As you work on these tactical steps, make sure you keep a growth mindset and stay open to feedback. Transitioning to a leadership role isn’t something that happens overnight. You might stumble, face new challenges, and learn more about yourself along the way. The good news is that every little bit of progress counts, so it’s best to start earlier than later! Just remember:
- Embrace Learning: Every experience, good or bad, can teach you something about leadership and yourself.
- Stay Adaptable: Leadership will throw curveballs your way. Staying flexible will make a huge difference.
- Seek Out Resources: Podcasts, books, and online courses on leadership are your friends and can teach you a lot.
Wrapping Up
Moving from IC to manager is all about shifting your mindset from ‘How can I succeed?’ to ‘How can I help my team succeed?’ It takes empathy, resilience, and a deep willingness to learn. By taking these steps and steadily building your skills, you’ll be well on your way to leading a team and driving broader impact within your organization. And remember, leadership is a journey, not a destination. Enjoy the process, celebrate the wins, and learn from the failures. You’ve got this. Good luck!
