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Leadership is no longer just about overseeing tasks or achieving short-term goals, but about leaving a lasting mark on an organization. Despite recognizing the need for change, only 3% of leaders believe their organizations are fully leveraging the value of their people, according to Deloitte’s 2024 Global Human Capital Trends Report .
Great leaders go beyond managing processes to shaping people, culture and the future. The transition from manager to mentor defines an influential executive focused on fostering growth, sparking innovation, and creating an environment that continues to have an impact long after they leave office.
Reaching the pinnacle of leadership is not automatic, it is intentional. The following strategies will help you make the leap and leave your own legacy.
Related article: If you want people to follow you, stop being the boss — 8 steps to truly effective leadership
stages of leadership evolution
As professionals advance, the focus of leadership changes. What begins as a desire to manage well becomes a mission to inspire and lead.
Manager: Leadership by Execution
In the early stages of leadership, managers are judged on their ability to get things done. The focus is on ensuring that tasks are completed on time and with high quality. Success is measured by results, often by solving problems and being recognized for your abilities.
Many leaders get stuck here, believing that effective management is enough. But the truth is that focusing solely on tasks has its limits. Many people find fulfillment here, but to grow you need to evolve from a task manager to an inspirational leader.
Leader: Inspire and Collaborate
When you step up to a more senior role, your focus shifts from managing tasks to inspiring people. You need to encourage and foster collaboration not just within your own team, but across different departments to create a shared vision that unites your team. Harry Kramer, former CEO of Baxter International and current clinical professor of leadership at Northwestern University’s Kellogg School of Management, puts it best: The only way I know how to influence people is that you have to be able to relate to them. ”
At this stage, people begin to trust your judgment and follow your instructions because you demonstrate how their work is connected to a larger purpose. It is here that leadership shifts from a focus on individual contribution to collective success.
Executive leadership: visionary strategy and innovation
Once you reach the C-suite level, leadership demands more than immediate results. Executives guide companies through long-term strategy, taking into account all departments and key external stakeholders to make decisions that shape the future. At this stage, leadership moves to create systems and structures that foster innovation and ensure sustainable growth.
Making this leap requires rethinking practices such as viewing talent as a cost rather than an asset. Deloitte reports that only 33% of leaders cite lack of understanding as a barrier, but most leaders identify internal constraints such as limited resources and unaligned leadership as the biggest impediment to progress. I’m doing it. Overcoming these challenges requires a variety of skills at the executive level, including the ability to lead by influence, strategic thinking, emotional intelligence (EQ), and a growth mindset.
Executives: Legacy and Mentorship
The ultimate goal at the executive level is to leave a legacy that goes beyond day-to-day operations. Leaders at this level understand that true success lies not only in business results, but in how they impact and shape their organizations and communities for years to come.
Mr. Kramer emphasized self-reflection and values-based leadership, with a focus on long-term growth and trust. As CEO, his decision to remove defective products despite a $185 million loss demonstrated his commitment to integrity and his enduring example. After his retirement in 2004, his leadership principles laid the foundation that continues to guide Baxter’s culture, despite some post-transition challenges.
By consistently embodying our values and mentoring future leaders, Kramer has ensured that his influence at Baxter continues beyond his tenure. His legacy is a perfect example of how admired leaders don’t just manage, they lead. They teach, inspire and create a culture that lasts.
Related: How to build a company legacy you can be proud of
4 tactics to help you evolve from manager to mentor
First of all, be patient with yourself. It doesn’t happen overnight. To successfully transition from being an efficiency-focused manager to a high-achieving mentor, here are four simple tactics you can implement in your daily leadership to accelerate your leadership evolution.
1. Ask how you’re doing, not just what you’re doing
As a manager, it’s easy to get overwhelmed with daily tasks and deliverables. But respected leaders know that people are more than performance indicators. Instead of just focusing on what your team is doing, ask how your team is doing. Genuine check-ins foster trust and show that you care about the person, not just the job.
For example, when I started going beyond deadlines and tasks and regularly asking questions about my team’s well-being and job satisfaction, morale immediately improved. People felt supported and were more engaged in their work. The small act of asking how someone is doing and how a leader can support them can have a big impact on team dynamics.
2. Tell stories that inspire and connect with your mission
Inspirational leaders are storytellers. By sharing stories that connect to your organization’s mission and larger purpose, the “why,” a concept popularized by Simon Sinek, you can create a narrative that helps your team see the big picture. Connecting their daily work to the impact they create gives them a sense of pride and a sense of what is important and why.
Most organizations that consistently outperform their competitors focus on the value they provide to their customers and communities. Their leaders ask, “How many people did we ‘help’ today?” vs. “How many did you sell today?” and highlight what’s important by sharing a story that explains the impact of their work. These stories connect daily tasks to a larger mission, make work more meaningful, and align efforts with long-term goals.
3. Become a connector
Great leaders understand that growth often happens through relationships. Your role as a mentor and connector includes helping team members find the right people and resources to grow. Understand everyone’s “superpowers” and build connections that complement their strengths in positive and encouraging ways.
In my experience, introducing others to people who can provide new insight and guidance often fosters important professional development. Connecting teams with individuals who can expand their horizons fosters a culture of learning and collaboration.
4. Reserve judgment, listen, and offer insight.
One of the most important characteristics of a mentor is the ability to listen without making hasty judgments. When team members come to you with ideas or challenges, listen carefully. Provide feedback, but ask questions that encourage reflection and dialogue.
I once worked with a leader who didn’t give answers right away. Instead, they listened intently and asked, “What do you think we should do?” This simple question turned a one-way conversation into a collaborative problem-solving session that made the other person feel valued and respected. Allowing people to explain their rationale, guided by thoughtful questions, increases ownership of their actions and outcomes. This is a technique I’ve adopted to build stronger relationships and develop more thoughtful leaders.
Related: 22 Qualities to Be a Great Leader
The path from manager to mentor is a process of continuous growth. The goal is not to abandon operational efficiency, but to increase efficiency by balancing people and purpose with performance and profits. Leaders must inspire, lead, and have a lasting impact. The most respected leaders understand that their impact is measured not just by profits, but by the people and culture they leave behind.
True leadership means allowing others to accomplish their mission without you. The time to start that evolution is now.