What makes a good leader

With the new leadership position and the change from employee to leader come expanded leadership responsibilities. You are not only responsible for your own activities, but have leadership responsibility for a team. This means making strategic decisions, shaping the daily work routine and developing your own leadership style. In doing so, it is essential to consider both the individual needs of the employees and the overall goals of the company. Self-reflection and adaptability become central elements in everyday life. We give you valuable tips on how to successfully make the transition from employee to manager and how to further develop your leadership style.

Effective communication and active listening

The transition from employee to manager requires a deeper level of communication. It is not enough to simply send messages. They need to be received and understood correctly in appraisal interviews, for example. Active listening and evaluating feedback are key here. A team leader who really listens not only recognises words, but also emotions. In a feedback-orientated working environment, such conversation skills are the key to leadership success.

Emotional intelligence

Emotional intelligence is essential for the transition from employee to manager. Above all, it is about understanding not only your own emotions, but also those of other personalities. A high level of emotional intelligence promotes interpersonal relationships, facilitates conflict management and strengthens trust within the team.

Vitamin B

A solid network is indispensable when making the career leap from employee to manager. It opens doors to valuable resources, facilitates the exchange of ideas and consolidates your own position in the professional environment. Regular meetings and exchanges of experience with industry experts and other managers are of central importance.

Assertiveness

In a management position, or after being appointed from employee to manager, it is essential to make clear decisions and implement them consistently. Assertiveness means remaining firm even in unpleasant situations and setting clear guidelines. It is important to maintain a balance between determination and empathy.

Delegation of tasks

As a line manager who has risen from employee to manager, it is essential to allocate tasks efficiently and not always take everything into your own hands. After all, you don't always have the time to take care of everything yourself. The art of delegation not only promotes productivity, but also allows employees to demonstrate their skills.

Taking on responsibility

Moving from employee to manager naturally also means taking on a greater burden of responsibility. It is not just about individual management tasks, but about the entire team and its concrete results. This requires courage, integrity and the ability to handle both successes and challenges appropriately. It is essential to make targeted decisions and to take responsibility for the actions and results of the team.

Motivating employees

Demonstrating motivating behaviour is a key element to excelling in a managerial position. Through recognition, clear objectives and regular feedback, team leaders can boost morale and achieve outstanding results. When transitioning from employee to manager, it is essential to find the balance between encouragement and support.

Empathy and care

Empathy and caring are essential qualities for a managerial position. They make it possible to recognise and respond to the emotions and needs of the team. A leader who shows empathy creates an appreciative environment. In combination with caring, this creates a trusting working atmosphere.

Determination

Determination is an indispensable attribute that involves setting clear visions and goals for the team and the company and consistently working towards them. A leader should not only focus on the big corporate goals, but also on the day-to-day tasks and challenges. It is important not to be discouraged by setbacks.

Commitment to the team

Commitment to the team is of central importance in the process from employee to manager. In the often challenging sandwich position between higher management and your own team members, it is important as a manager not only to give instructions, but also to actively provide support and resources. An employee with leadership responsibility should always be available, provide support when challenges arise and encourage the team in their endeavours.

Tasks as a team or project leader

The transition from employee to manager brings with it a host of new tasks and responsibilities. These range from strategic planning to day-to-day staff management. Here are some of the key leadership tasks:

• Strategic planning and goal setting: in a managerial position, it is your job to define the long-term goals of the company or your department and determine the necessary steps to achieve them.
• Managing people: This includes conducting staff appraisals as well as meetings, setting clear expectations and providing feedback and suggestions for continuous improvement.
• Decision-making: You will often be put in the position of making difficult decisions that can affect the whole organisation.
• Resource management: Resources (time, budget, staff) to achieve set goals.
• Training and development: You are equally responsible for your own development as well as the development of your team.

These tasks are only an excerpt from the wide range of responsibilities that a manager has to take on.

Potential problems & challenges for aspiring leaders

The transition from employee to leader is not always smooth. There are numerous challenges and issues that can arise along the way. Here are some of the most common difficulties you may face:

• Newly appointed leaders are not always met with immediate acceptance. There is a need to gain trust and respect through clear communication and consistent decision-making.
• Finding the right balance between collegial closeness and professional distance can be a balancing act.
• More responsibility often means more tasks; efficient time management becomes key.
• The new position can bring uncertainties; self-reflection and exchange with experienced managers help here.
• Quick results are often expected. Clear communication with management about realistic goals is essential.

It is important to seek support when needed, be it through training with appropriate seminar content, coaching or exchange with other supervisors to successfully face these challenges.

5 tips on how to make the transition from employee to manager a successful one.

The transition from employee to manager is an exciting but challenging time. Here are 5 practical tips that can help you successfully manage this transition:

1. Take time regularly to reflect on your leadership style and behaviour. What works well? Where is there potential for improvement?
2. Talk openly with your team about your expectations, but also listen actively to understand their needs and suggestions.
3. Always share with peers to learn from experience and support each other.
4. Learn to delegate tasks effectively. This not only takes the pressure off you, but also encourages ownership among your staff.
5. Encourage your team to give regular feedback. This helps you to continuously improve and shows appreciation.

The transition from employee to manager is a journey of personal and professional development. With the right strategies and an open mindset, you can successfully master this challenge.

Why internal promotion is often desired

The internal transition from employee to manager is a preferred method in many companies to fill management positions. This usually creates a win-win situation: the company benefits from the employee's experience and knowledge, while the employee gets the chance to advance his or her career.

Advantages for the company

The chosen internal manager is already familiar with the company culture, processes and employees, which makes the transition from employee to manager easier and reduces the familiarisation period. In addition, long-serving employees have often gained the trust of their colleagues and superiors; a fact that forms a solid basis for a successful management role. Companies also save costs and time that would otherwise be spent on recruiting external staff to take on a management position.

Conclusion: Mastering the journey from employee to leader

The journey from employee to leader is a challenging but rewarding one. It requires not only the necessary technical skills, but also a variety of interpersonal skills, from effective communication to emotional intelligence and assertiveness. However, with the right resources and a supportive corporate culture, this transition from employee to leader can be smooth and successful.