You’re called into a meeting with senior leadership and learn there is a chance for you to take on a leadership role. Part of you is excited about the opportunity, but part of you is also very hesitant.
How do you know if you’re truly ready to be a leader?
Deciding whether to move from a position as an individual contributor to a leadership role is a big decision that requires thoughtful consideration.
Leadership is more than acquiring a new title, an office and a raise—it’s a responsibility to others and a mindset.
However, folks offered a promotion often think about things like improving their career prospects, earning more, having a more important role and getting that new title on a business card and company bio.
But what about managing people? How do you feel about guiding, coaching and inspiring employees who approach things differently than you do and who see the world differently than you do?
It’s quite common for our executive coaches to work with new leaders who are struggling, finding leadership lonely or frustrating—and missing the work they loved. While taking a leadership role seemed to be the logical next step, they discovered that they were exceptional at doing what they do but not great at leading others and motivating them.
Deciding whether now is the right time to climb the corporate ladder and take on a leadership role requires honest reflection and discernment.
What does undertaking a leadership role really mean?
The first things that may come to mind might include being an authority, taking charge and having higher status.
But true leadership is about service, connecting with others and being responsible for directing and supporting others to achieve organizational goals.
When you take on a leadership role, it usually means:
- having emotional intelligence and cultural intelligence.
- being prepared to have difficult conversations (at Padraig, we prefer to reframe these as essential conversations).
- managing competing priorities and aligning work with the organization’s purpose.
- achieving goals through motivating and supporting others rather than achieving them directly yourself.
- modelling the kind of behaviours you want on your team (Pro Tip: Organizations with a professional coaching culture win big!).
Unfortunately, there are some common misconceptions about leadership. For example:
“As a leader, I have to have all the answers.“
In actual fact, effective leaders build great teams, ask thoughtful questions and involve others in problem-solving.
“I’ll need to take control if I’m in a leadership role.“
True leadership is about influence, executive presence and trust—because being a leader is different than being a boss. Want to know a superpower for leaders? Being able to lead with empathy.
“It’s going to be easier being the leader instead of a team member. I’ll get to call the shots!“
While there’s some truth to leaders having more of a say in operations, most folks find that being a leader is a lot more complex than they expected. Between managing different personality styles, setting measurable goals for your team members, aligning team values with daily work and so much more, taking a leadership role is rarely easier.
When determining whether you’re ready for a leadership role, the critical question to ask yourself is: Am I ready to support others, not just manage tasks?
Signs you might be ready for a leadership role
Successful leaders come from varied backgrounds and every personality type. There are, however, certain vital qualities that effective leaders possess.
- They have earned respect from others.
Reflect: Do your peers or others come to you for support or advice? Do team members ask for your perspective? Are you asked to contribute to projects?
- They are self-aware.
Reflect: Do you know your strengths and challenges? Do you know your why?
- They are interested in learning more about themselves and others.
Reflect: Are you curious to know more about how your personality style works with other personality styles? Do you reflect on your reactions and assumptions? Are you able to use the right leadership style for different situations? Are you curious about what motivates others?
- They are effective communicators.
Reflect: Do you listen to understand or to respond? How do you avoid miscommunication and communicate with clarity?
- They are able to own their mistakes, accept criticism and listen to dissenting opinions without getting defensive or punitive.
Reflect: Do you have the courage to make mistakes and admit when you’re wrong? Are you able to learn while others watch you grow? How do you react to criticism or bad news? Do you find yourself engaged in conflict around ideas or around personalities? (Hint: There’s a big difference between healthy conflict around ideas and unhealthy conflict between people.)
- They want others to succeed and aren’t threatened by expertise and innovation.
Reflect: Are you able to celebrate someone else’s success? Do you give other folks credit for their ideas and contributions? How do you build up those around you? Would others say you are a good collaborator? Do you support the professional development of others on your team?
Signs you might want to hit pause on a leadership role
There are signs that you might not be ready to be a leader just yet—or that you will need some more preparation and support if you do take on a leadership role.
- You’re more interested in the perks than the people.
- You feel very motivated by status and being recognized as a boss.
- You don’t like conflict and try to avoid having uncomfortable conversations.
- You haven’t yet had much (or any) experience leading others elsewhere (volunteer roles, community groups, school, etcetera).
- You take feedback personally, even if it’s well intentioned.
- You struggle to manage stress and get frustrated easily.
- You have a track record for reacting badly in the moment when confronted by something unexpected.
- You feel overwhelmed, but this is a good opportunity to get ahead.
Timing is important. If you know deep down that you really don’t have the bandwidth to take on a new leadership role or that more professional development is necessary to prepare you for success, it’s okay to be honest. Saying not now—or yes, with these supports—takes courage and emotional intelligence (which are signs of an effective leader!).
The good news is you can develop leadership skills
All of us benefit from leadership development. Many folks get promoted into leadership roles and feel uncertain (some to the point of struggling with Imposter Syndrome).
You can build essential leadership skills through:
Coaching: One-to-one or group sessions with a certified leadership coach can help you work through blind spots, set goals and tackle challenges.
Peer learning: Joining a peer leadership group offers support through shared experiences and insights from others who are at similar stages professionally.
Leadership training programs: Ongoing professional development workshops can build your leadership skills. For example, at Padraig we offer self-paced leadership training on our leadership learning portal at MyLeadershipTools.com as well as bespoke leadership programs that can be tailored.
Assessment tools: At Padraig, we use assessment tools like the DiSC Profile or EQ-i (Emotional Intelligence Inventory) to offer insights into strengths and growth areas.
Mentoring: Finding a mentor can also be helpful. If you can’t find a mentor, or if you want some conversation starters, check out our five must-have conversations for new managers to succeed.
Ready to reflect more deeply?
Click the link in the orange box below to download our free Leadership Readiness Worksheet. It will help you explore whether you’re ready for a leadership role.
Remember that this worksheet is a tool, not a test. You will find it most useful when you answer honestly and authentically.
You can use it:
- On your own to think through your next steps.
- With a mentor to spark some meaningful conversations.
- With a coach to clarify your strengths, growth areas and challenges.
Coach’s Questions
Which leadership qualities do you see in yourself? What are some development areas for you? How do you feel about the possibility of a leadership role?
