There are hundreds of books on management, and even more articles, tips, advice, and research studies from places like Gallup and Harvard and Google. And any new manager would be wise to dig into it, soaking up all the learning you can as you step out on this new precipice of leadership.
First of all, let me say congratulations on the new expanded role. The moment the shift happens from being a "star performer" to becoming a "coach" is an important one.
It is general practice at companies all over the country to move our “A” players up – to promote them – otherwise, how do we keep them challenged and engaged? Doing this is a best practice because it also creates a leadership pipeline. The vast majority of people will be promoted to manager for being good at their jobs. However, their jobs will change overnight, yet most receive little to no training in this new job... but of course they are expected to produce the same great results they did as a star player.
The thing is-- they aren't a player anymore. Now they are a coach.
To realize how difficult this is, look at professional sports teams. It is very rare that star performers make good coaches. The best coaches have played the game, but usually come to coaching having struggled more than the giants of the sport. This struggle gives them empathy and understanding for players that need support, guidance, and sometimes motivation. For example, Steve Kerr was a good player when he played for the Chicago Bulls, but he was no Michael Jordon or Scottie Pippin. Yet, Steve Kerr is now a great coach of the Golden State Warriors. This quote of his sums up the difference: "It's different as a coach because you feel responsible for a lot of people. Even though you don't take a shot, you don't get a rebound, you feel like you just want people to succeed, and you want to help them any way you can."
So, how do you beat the odds and move from player to coach successfully? Here are a few tips to think about as you get started:
As you think about these tips, remember that "Manager" is a title, but great leadership is both an art and a craft. Like art, leadership can move people emotionally; it validates them and resonates with them on a deeper level. And, like a craft, leadership can be learned, structured, and replicated, and it gets better with practice and experience.
In your new role as coach, look at how to take innate talents and emotional intelligence and match them to learning around ways to manage processes, and support people’s growth. In doing so you will create a winning combination and immense value for everyone.