Stepping Up BOSS! Don’t do this

Imagine stepping onto the field as the star player, executing every move with precision, only to be told it’s time to step up and coach. The game hasn’t changed—but your role has. Can you let go of control and trust the team, or will you find yourself hovering over every play, unable to relinquish the ball?

…You’re at your desk, focused on delivering results, when your manager, unable to step out of the game, constantly interrupts. “I just… can I… If I just do this for you it will be quicker…”, those words ring true ever? Their well-intentioned micromanagement drains your momentum, and in the end, they don’t just lose control—they lose you to another team.

Leadership isn’t about titles; it’s about influence, trust, and the ability to elevate those around. Your new job is to create greater leaders below you. Leaders that lead from every level, empowered, creating their own professional pride. Whether you’re managing a team, leading peers, or guiding those above you, the ability to lead from any level determines your impact. But transitioning from a high performer to a leader requires a shift in mindset—one that not everyone makes successfully.

I’ve worked with leading global organisations, world sporting events and executive leadership teams, navigating the nuances of leading up, down, and across. But one lesson remains universal: Trust isn’t given with a title—it’s earned through predictable outcomes.

Take the story of my old manager. They had the skills, the experience, and the confidence, but they lacked the ability to step back. Instead of coaching the team, they played every position, slowing us down. Their inability to transition cost them not just my commitment but the engagement of the entire team.

The best leaders aren’t always the top performers. I was at the Tour Down Under cycling event recently and Sir Mark Cavandish and Robbie McEwen some of the best sprinters the world has seen both echoed the same sentiment - success wasn’t about individual brilliance but collective trust. The highest-performing teams weren’t made up of the fastest or strongest; they were built on reliability, selflessness, and the ability to do what was right for the team.

So how do you transition from a doer to a leader?

Educational Insights:

1. Shift from Vertical to Horizontal Thinking
   – The best leaders don’t just focus on moving up; they think eight moves ahead, building networks and empowering others. Scaling is impossible alone—you need to develop those around you.

2. Master Influence Before You Walk in the Room
   – 82% of how people perceive you isn’t based on what you say but on your presence. Balance warmth (approachability, trust) with competence (execution, decisiveness).

3. Earn Trust Before Expecting It
   – Respect doesn’t come from a title. Whether leading volunteers, employees, or executives, people follow those they trust to deliver consistent results.

4. Manage Stress Like a Pro
   – Moving up means higher stakes and bigger targets. If you don’t control stress, it controls you. Build resilience through conscious exposure, perspective shifts, and strategic breathing.

Further to this, at a recent “leading leaders” workshop for a global enterprise I talk through the 2WM focus approach to help keep you from doing to lead. 1. WHY 2. WAYS OF WORKING 3. MOTIVATE 4. METRICS. Focus on these to build resilient, high performing “athletes'“ in your team.

The managers who can’t let go, the ones who hover, micromanage, and undermine trust—they don’t just lose control. They lose their best people. True leadership is about stepping out of the game, coaching others to win, and creating a team that thrives without your constant oversight.

If you’re serious about stepping into leadership, it’s time to move from star player to coach. Trust your team. Think ahead. Lead with warmth and competence. And most importantly—stop playing every position.

Your next move? Step up, empower those around you, and lead from any level.

I am available for speaking at your team summits and workshops to empower and build the most resilient, agile and high performing teams, leaders and culture.