Veja como você pode fazer uma transição suave de uma função de colaborador individual para uma posição de liderança.

Transitioning from an individual contributor to a leadership position requires embracing continuous learning. Understand your new responsibilities, develop essential leadership skills, and seek mentorship. Stay curious and open-minded, and you’ll navigate the transition smoothly. Embrace the journey, inspire your team, and lead with confidence.

The transition to a leadership role is one of the most challenging and underestimated in a professional’s life. There are two aspects: 1. For decision Makers: > Identifying the right individual: The top performer isn't always the best leader; specific qualities are essential. 2. For new Leader: > Understand the nuances of the role. > Embrace the opportunity to innovate, rather than replicate. > Be accountable for the team's welfare; your decisions impact others. > Recognize that work-related tasks are just one facet of the role. > Be empathetic, understanding the perspectives of team members, customers, and stakeholders. > Distinguish between authority and influence; rely on influence in most situations. Lastly, > Learn, learn & learn

Transitioning from individual contributor to leader requires a mindset shift: servant leadership. Develop emotional intelligence - self-awareness, communication, empathy. Seek mentors and learn from great leaders. Be prepared to align the vision, remove roadblocks, make tough calls. Have patience, humility and keep growing. The rewards of positively impacting people are huge.

From my experience I can tell, transitioning from an individual contributor role to a leadership position requires a strategic approach with an X factor. Start by developing strong communication skills and building relationships with your team. Seek feedback and learn from mentors to understand leadership dynamics. Emphasize collaboration, delegate tasks effectively, and focus on empowering others. Embrace a growth mindset, stay adaptable, and consistently demonstrate accountability and integrity. This will help you earn trust and inspire your team to achieve collective goals. Along with this I feel luck also matters doing right thing at right time. All the best

What are you reading right now? If you don't have a favorite author on leadership, ask your manager or talent development specialist for a recommendation, or simply browse the shelves to find one that speaks to you. Simply by reading, you can start to find your way to the leadership philosophy that will speak to you and support your efforts to become a leader in the future.

Transitioning from an individual contributor to a leadership position involves leveraging your existing relationships and influence skills. Start by building trust with your team through open communication and demonstrating empathy. Use your experience to guide and mentor others, fostering a collaborative environment. Additionally, seek feedback and continuously develop your leadership skills to adapt and grow in your new role.

In my experience, one of the strengths that a person who starts as a leader needs is the ability to communicate effectively and this will be essential to establish relationships, get to know the team of collaborators from their skills, get to know colleagues and get to know the staff. It will be a new world of relationships where prudence and active listening will be your best ally.

As a leader, the team needs to trust you and you need to trust them and in order for that to happen, you need to first understand them as individuals (versus as team members doing a certain job). This can only happen when you are empathetic, approachable and help solve problems at the ground level for them. Keep a direct connection open with all members, ensure all voices are heard and that collaboration happens between talented people. In simple words, you are the glue that binds the stick!

Lead with connection! Know your team - strengths, weaknesses, dreams, work styles. Build trust: open door, support, celebrate wins. Strong bonds bring clear communication, teamwork, and ultimately, achievement.

Everyone on your team should know what the focus and priorities are. No one should come in to work and question if how they are going to spend their day has value. Having a vision and turning it into clear actionable steps is a gift. Do not obsess about being right in that vision, be humble enough to state when it was the wrong direction, but be quick to learn why it was incorrect, pivot, and refocus the group. It also goes without saying that you should position yourself to hear outcomes and ideas from your team.

A clear and compelling vision is the cornerstone of effective leadership. 1 Alignment with organizational goals 2 Focus on impact 3 Clear, concise and easy to understand vision 4 Transparency and open communication are a must 5 Connecting individual roles to the bigger picture. 6 Regular communication and celebration, make it a habit.

As a leader, it is important to set the vision, the annual operating plans and business goals at the start of the year or the quarter. Ensure all team members understand their purpose and alignment to the bigger picture, they are participants in the goal setting and target setting process and that everyone mutually understands and agrees to the OKRs. There should be appreciation for process and a fine balance with execution.

Vision: Your team's compass. Set goals aligned with the big picture. Motivate with a clear direction, showing how each role contributes. Together, you reach the peak.

The hallmark of a good leader is their articulation skills and empathetic communication. A litmus test of this is how vocal the team is on the issues and concerns and not afraid to speak up in meetings and huddles. A radio silent team is at risk of attrition and motivation. As a leader, you must be willing to acknowledge that the buck stops with you and that you are not supposed to be perfect - you are supposed to lead people more knowledgeable than you and have the humility to accept the constant need to evolve on the modern workplace.

Listen and understand. Ask questions. Do not make assumptions about what you think they mean. Everyone is coming at things from a different context. That means others communicate differently than the way you communicate, and understanding things goes the same way. The most powerful question you can ask is, "What else?" - Which is similar to "can you tell me more?", "I don't think I understand, but I want to. Can you phrase it another way?" As a leader, others are encouraged when they know what they say has value to you. The best way to show that, is to seek and show that you understand them.

Lead by talking & listening! Speak clearly, listen actively, give helpful feedback. Keep your team informed. Open dialogue is key: let ideas flow freely. Great leaders hear as well as speak.

One of the biggest mistakes for people making this transition is that they feel they can just keep doing what they were doing plus oversee a team. They will try to hold onto too many tasks because it’s what they are comfortable doing, meanwhile they aren’t putting enough focus on supporting their team and strategically guiding the roadmap. Take a step back from the work, empower others, and ask how you can best support them.

The shift in focus from Individual Contributor to Leadership can be a cold water shock. As an IC, so much of your value came from what can you individually get done, where as in leadership, its often what can you enable your team to do? Avoid the temptation to control the output of others by hopping into the workload at the contribution level of your team. Instead, look with them and offer your expertise. Guide them, direct them, and encourage them. But doing it for them hurts you both, diminishes trust, and ultimately is unsustainable. Also, in the spirit of encouragement, don't hold back in lifting them up. Authentically recognize specific work they do that helps push the company forward. People want to feel their value.

In my experience, becoming a leader is about starting to get involved and thinking differently. A leader leads, motivates and empowers his work team by creating an environment that generates trust. You must become more collaborative and offer support to the team.

Individual contributors add value with their own talents; leaders empower OTHERS to add value. Where can you see talent in a colleague or an opportunity for a fellow team member to shine? Helping others to succeed is a step toward becoming a successful leader.

The simplest yet most effective empowerment for people is being heard - actively. The role of the leader should be enablement, recognition and vision and goal setting. As soon as this is in place, the best thing would be to get out of their way and let them do what they do best - execute!

What do you WANT to do? Where do you see yourself? If you were the leader of this operation, what would YOU do? Ask yourself questions like these, in which you put yourself in the position of a leader, if only in your imagination. Being able to collect your thoughts as if you were leading from a higher position is the path to actually achieving that position in real life.

Transitioning from an expert into a leadership role is not to be taken from granted. Neither from an employee nor from an employer point of view. In fact it's way too common that these transitions are made and offered in a somewhat non thought through manner. Leadership starts with wanting it. Wanting your team to be the experts you guide and support. This means leaving your own expertise knowledge in the back of the class and consistently and relentlessly seeking the opinions and expertise of your team. Your expertise may indeed be beneficially used to understand your team's and individual's challenges, it's amazing leadership support to build empathy. But it stays there, thriving organisations have leaders who enable their teams.

The reality is that transitioning into a leadership role is not likely to be entirely smooth. It is a process of learning and evolution that will inevitably involve uncertainty and making mistakes along the way. But that is what it is all about - having the courage to try, fail, learn, grow then repeat. So don't focus on trying to make your transition into leadership 'smooth'. Focus on making it as much of a positive growth experience as you can. Be open to different perspectives, engage with and listen to your team, ask for advice from a broad range of trusted colleagues and mentors, be willing to make mistakes and then own and learn from them, regularly reflect so you can grow and evolve and leave your ego at the door.

In my experience I have seen many people who go from being collaborators to leaders because of the "Halo" effect and unfortunately either it takes them more time to adapt and learn or they fail in their role. Let us remember that the halo effect is when all the attributes of a person are rated well because their last result was good or when all the factors are rated equally (high or low) for all the factors because they are good at one. I have seen this a lot in teams of technicians who give the role of leader to the best technician and they lose the leader and they lose the technician.

Your first 90 days are critical, and they should be focused on establishing authority and setting your team up for success. Spend the first 30 days learning. This includes understanding expectations from your manager and stakeholders. Getting to know your team and assessing current state of progress in projects. Spend the next 30 days analyzing this information, setting up team goals and set your action plan for learning needs and to overcome challenges and leverage opportunities. Align this plan with your manager, key stakeholders and set metrics of success for measure. In the last 30 days of this 3 months, communicate this plan to your team, stakeholders and start execution of this plan. Set up a system that helps you lead this plan.

There's a common misconception that leaders must have all the answers or aren't ineffective. This misconception can hold you back from becoming the leader you want to be. Don't allow yourself to hold back from questions - ask them often! You won't be judged for not knowing everything and you can be better prepared to come up with solutions for issues.