The Identity Shift Every Leader Must Make

In so many of the organizations I work with, I see a common thread: brilliant, capable leaders who know how to get things done, who are trusted to deliver on complex, high-stakes work. They are project leaders, technical experts, strategic thinkers.

And then they step into roles that ask something different of them. Suddenly, it is not just about solving problems. It is about building trust. Navigating conflict. Supporting someone who is struggling. Coaching instead of fixing. Listening when you feel the pressure to move fast. Staying open when things feel personal.

None of this is easy. Even the best-intentioned leaders can feel unprepared for the relational side of leadership.

I have been there myself. I have defaulted to doing over connecting. I have focused on outcomes when someone on my team really needed presence. I have learned the hard way that leadership asks us to grow not just in skill, but in identity.

People leadership is not a nice-to-have. It is not something to master once the “real work” is done. It is the work. And yet, most organizations invest far more in developing technical skills than they do in supporting leaders to lead people well.

The shift from project leader to people leader is a profound one. It takes support, reflection, feedback, and practice. It takes space to learn without judgment. It takes models, mentors, and community. And most of all, it takes the willingness to keep showing up, even when it is hard. Especially when it is hard.

If you are supporting leaders through this shift, or making it yourself, Leadership Development and Coaching can help.

Let’s make space for leaders to become who their people need them to be.