Drive by Friday

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Drive by Friday –

Navigating One of the Toughest Career Shifts

One of the most exciting — and challenging — moments in any professional journey is the promotion from colleague to leader. While it’s a sign of trust and recognition, it can also feel like walking a tightrope between the familiar and the unknown.

Suddenly, you're no longer "one of the team" — you're guiding it. And without the right support, many new leaders find themselves unsure, overwhelmed, or disconnected.

Why Is This Transition So Tough?

1. Relationships Change
That after-work chat or inside joke may now come with hesitation. As a leader, you must find a new balance between connection and authority.

2. Authority Isn’t Automatic
Leadership isn’t just about a title. Earning trust and influence — especially from former peers — takes time, consistency, and courage.

3. Unprepared, Not Unwilling
Most new leaders are promoted for their technical skills, not their leadership readiness. Without tools, training, or mentorship, the role can feel like a sink-or-swim scenario.

4. Emotional Pressure
The desire to “still be liked” often conflicts with the need to set expectations, hold people accountable, and make difficult decisions.

What Helps Leaders Thrive

1. Early and Ongoing Leadership Development
Training shouldn't start after a promotion. Equip future leaders with soft skills — like emotional intelligence, communication, and coaching — before they step up.

2. Acknowledge the Shift
Encourage new leaders to address the change with their teams. Transparency builds trust and makes the adjustment smoother for everyone.

3. Provide Mentorship
Connect new leaders with seasoned mentors who can share advice, listen, and normalise the growing pains.

4. Focus on Identity, Not Just Tasks
Leadership is not a to-do list — it's a mindset. Help new leaders reframe their role from “doer” to “enabler” and “strategist.”

Final Thought

Becoming a leader isn’t just a new job — it’s a transformation. The colleague who once shared the workload now shapes the culture, direction, and performance of a team.

That transition deserves more than congratulations. It deserves support, structure, and serious investment.

Let’s stop assuming leadership is intuitive — and start preparing our future leaders with intention.

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