Moving from Team Member to Team Leader? Here’s How to Make It Smooth

Transitioning from being one of the team to leading that same team can feel like a wild ride—one day you’re laughing over coffee with colleagues, and the next you’re sitting in a conference room, leading performance reviews. For many, this shift can feel awkward or even overwhelming. Take Rebecca, for example. She had been a respected peer in her department, always ready with a supportive word and a creative idea. Then, unexpectedly, she was promoted to manager. Suddenly, the casual camaraderie she once enjoyed was mixed with the weight of responsibility, and she found herself wondering how to set boundaries without alienating her friends.

Rebecca quickly realized that the key to navigating this transition was to shift her mindset. She began by acknowledging that her role had changed—it wasn’t about losing the personal connections she’d built, but about expanding them to include a leadership responsibility. Rather than clinging to the old ways of doing things, she focused on guiding her team to success by setting clear expectations while remaining approachable. Rebecca learned that balance was essential; she needed to establish her authority without sacrificing the friendly rapport that had made her popular among her peers.

One of the most transformative practices for Rebecca was learning to lead with empathy. Having once been in her team’s shoes, she understood the challenges and pressures her colleagues faced. Instead of dictating orders, she started asking questions like, “How can I support you with this challenge?” and “What resources would help you perform at your best?” These conversations not only provided her team with valuable support but also built trust and encouraged open communication.

Rebecca also introduced regular one-on-one check-ins, where she created a safe space for honest feedback. This allowed her to identify areas for improvement without coming off as overly critical. By focusing on growth and mutual respect, she gradually redefined the relationship with her team. They began to see her not as someone who was there to police their work, but as a mentor who was invested in their personal and professional development.

The transition from peer to manager isn’t about asserting power—it’s about guiding and uplifting others. It requires a willingness to embrace change, set clear boundaries, and consistently show empathy. When leaders make these shifts, they create a culture of collaboration and trust that benefits everyone.

If you’re stepping into a leadership role or looking to refine your approach, Hyman Consulting is here to help. We offer tailored workshops and coaching sessions designed to support new managers in making a smooth transition while cultivating an environment of growth and respect. Contact us at info@hymanconsulting.com or visit www.hymanconsulting.com to learn more about how we can support you in your leadership journey.