Steps For Moving From Employee To Manager

For the second time in a week, I've spoken with a recently hired, early career Data Analyst who suddenly was asked to take over management of a team.  Here's what I advised... 🔸 Clarify roles, priorities, and expectations Unexpected changes are often stressful, both for you and your team. Have an open discussion with your new supervisor re: the main things they want you and the team to accomplish in the short and medium terms, and how they will evaluate yours and the team's performance, and share that w/ the team. 🔸 Your team's development and success is now your primary focus You were probably just getting used to having your own slate of analyses. Now those projects, even the most important ones, become secondary priorities to leading your team. But don't try to do two full-time jobs - that is a surefire path to burnout and unhappiness. In the conversation with your supervisor, discuss how you can offload or delay some of the work that was on your plate to make sufficient time to manage your team. 🔸 Talk honestly with your team about your lack of experience Be open that you weren't expecting to be in this role, and have a lot to learn. However, stress that you are fully committed to the job, and will work together with them to ensure they have access to the knowledge and resources they need to do their jobs well. 🔸 Open door, but come prepared If your team needs a fair amount of technical direction, indicate your willingness to always have those conversations, but that anyone bringing a technical problem to you have tried three things first to solve it. Learning how to solve problems on your own is a great skill, and sometimes too open a door can inhibit that learning. 🔸 Stress the importance of sharing information and model that behavior People get most stressed when they feel they don't know what's going on. Establish clear communications, and update your team regularly re: what you know. Also, there's tremendous value in peer coaching and learning. Establish opportunities and structures for the team to share information and learn from each other. 🔸 Pay attention to managing up Set up a regular check-in with your manager to ask/answer any questions, inform them of the progress of the team, alert them to any issues/problems on the horizon, etc. 🔸 Get some outside coaching You will probably have some issues that would benefit from discussing with an external coach. Some forward-thinking organizations have this support structure in place for new managers. If yours doesn't, consider investing in it yourself. 🔸 Accept that you and your team will make mistakes Probably a lot of them. However, if you put the interests of your team first, always be honest and transparent with them (and expect that in return), and take responsibility when make a mistake, people will give you a lot of leeway, and will work hard to support you. Be sure to take time to celebrate your team's successes along the way. Good luck! #career  

Are You Stalling Your Own Career Growth? You’re ready for the next big step—whether it’s a promotion or a new opportunity elsewhere—but something is holding you back. It’s not a lack of ambition, qualifications, or capability. It’s the concern that there’s no one to backfill your role. This is especially challenging if you want to move up within the same company. You’ve become indispensable, and that can feel more like an obstacle than an advantage. Leadership sees your value right where you are. If you’re feeling stuck because your current role depends too much on you, consider these three strategies: 1. Develop Your Successor Now Proactively mentor and upskill a team member who could take on key aspects of your role. This not only helps you, but it also demonstrates strategic foresight and leadership—qualities that make you an even stronger candidate for advancement. 2. Redefine ‘Value’ in Your Organization Being indispensable in your current position can limit mobility. Shift the perception of your value from doing the work to elevating the organization. Communicate how you can drive impact at a higher level and how a well-planned transition benefits the company long-term. 3. Make the Case for a Structured Transition Rather than waiting for leadership to solve the backfill issue, present a clear transition plan. Show how your move can be managed effectively—whether through interim solutions, process documentation, or a phased transition. Executives want solutions, not roadblocks. One of my clients expressed wanting to stay at her current organization, but she felt trapped—she was ready for the next level, but leadership hesitated to move her because there was no clear successor. We worked together to identify a high-potential team member she could mentor while documenting key processes to ensure a smooth transition. Concurrently we worked on a way she could pitch herself into a newly created role around her skillset that would serve a need for the organization. (In my Career Velocity program we call that "Write & Pitch Your Job Description." It worked!) By proactively presenting a succession plan, she shifted leadership’s perception of her from indispensable in her role to indispensable to the company’s future. Within months, she secured the promotion, confident her team was set up for success. Staying stuck isn’t an option for high performers. The best leaders don’t just fill roles—they build pathways for future success. If you want to move up, start paving the way today. #CareerVelocity #QualifiedIsntEnough #jobs

#CareerAdvice that propelled me into a manager role! 🚀 1️⃣ Lead Before the Title: Leadership isn’t confined to a title. In top-notch teams, senior ICs often set the pace. Being perceived as a leader makes the transition to management seamless, if desired. #Google is a prime example! 2️⃣ Know Your 'Why': I know several managers who are shifting back into IC roles. The emotional toll of handling team/personal issues, especially in this hybrid/remote world is difficult. Before diving into management, ensure it aligns with your passion for empowering others, not just the title or pay. 3️⃣ Be the Change: My career trajectory changed when I stopped venting and started acting to improve my team’s situation. Initiative, solution-oriented mindset, and willingness to implement changes not only demonstrate project management skills but also foster cross-functional partnerships. 4️⃣ Showcase Your Impact: Hard work alone doesn’t guarantee success. Sharing your “impact stories” and building a reputation in your field are key to career advancement. Great opportunity to show you know how to leverage data as well. 5️⃣ Bring in Knowledge from outside your org: When you are heads down at a company, it's easy to exist in an echo-chamber. By leveraging experts and peers outside of your company, you can gain a macro view of the industry which is key as a leader. If you’re contemplating a shift to management, reflect on these points. It’s not just about the position but about making a difference! 💪 #Leadership #Management #Empowerment #recruiting #techhiring Feel free to share your thoughts or any additional tips that helped you in your journey! 💬✨ Tomorrow I'll flip things around and share how to identify future managers on your team!