Mid to Senior on performance and communication
| Then (Before you got into leadership role) | Now (You are in the leader’s shoes now) |
| Your manager got you promoted. | In addition to your manager, your peer group and other stakeholders have a say in your growth and promotion. |
| Your work spoke for itself. | You communicate and celebrate team’s achievements. |
| Your manager managed you. | You manage your manager. “Managing your manager” refers to the proactive steps you take to build an effective working relationship with your manager, ensuring alignment of goals, adapting to his/her communication style, and working towards mutual success. |
| Your individual performance determined your success. | Your team’s performance, and that of company’s performance determines your success. |
| Goals were assigned to you. | You create goals and targets *in consultation with others. |
| You followed processes | You create/kill* processes. *Leaders kill processes that does not add value |
| You did more. | You do less. “Less” in the context of doing high leverage work rather than simply increasing the number of hours spent working. |
| You shared your ideas with small team. | You share your vision/pitches with larger groups. (for example, town hall meeting) |
| You shared impact and numbers. | You tell Stories (in addition to impact) |
| You aligned yourself to the culture of the organization. | You influence, if not define, the culture. |
| You use formal structures to communicate and collaborate. | In addition to formal structures, you also grow an informal network that helps you to get the pulse of the organization. |
| Your skills and accomplishments drew people towards you inspiring them to learn from you. | Your equanimity and humility naturally attract people, inspiring them to seek your mentorship |
| You wondered: “What do others think of me?” | You also ask: “What’s my opinion about this person?”* *Assessing talent is very critical for your success |
