Here's how you can transition from a manager to a leader in a startup.

a. As a Leader you shall have to learn about the company's vision, align with it, contribute tangibly to it by going beyond a team boundary. b. It is said that Manager is a Title BUT Leadership is a Privilege, so it is good to take up this privilege. c. Build Vision and Strategy towards achieving the vision, Be Proactive and Collaborative, Set the right culture and offer Psychological Safety in addition to your Technical acumen. d. While being tactical about the daily affairs, do not lose your sight of the long term goal, strategy and how they contribute to the ultimate vision. Your Thoughts?

The difference between managing and leading is in the former you are micro-conducting movements of the team while in the former the members have a lot more ownership of their movements. Giving team members an aligned vision and awareness of their role & responsibility in aiding that vision is key to making that happen. The vision is important, but I think the latter is equally as important. The members must know where they fit the vision clearly.

Transitioning from a manager to a leader in a startup involves shifting your focus from managing tasks to inspiring and guiding your team. Start by developing a clear vision and communicating it effectively to motivate and align your team. Empower your employees by delegating responsibilities and trusting them to make decisions. Foster a collaborative and inclusive culture where everyone feels valued and heard. Invest in your team's growth by providing opportunities for professional development and mentoring. Lead by example, demonstrating integrity, resilience, and adaptability. Prioritize building strong relationships and being approachable to create a supportive and dynamic work environment.

Being a leader is being a place of trust, and transition from manager to leader, where being in a leader position and having consistent actions and decisions and working along with the team rather than being ahead and letting them know what to do and what the works need to be done.

La transición de gerente a líder es como pasar de ser el chef de un restaurante a ser el anfitrión de una cena en tu propia casa. Vas a necesitar más que habilidades técnicas... necesitas conexión humana. La confianza no se gana con diplomas colgados en la pared, sino con acciones que resuenen en el equipo. La transparencia es clave, deja que tu equipo vea la realidad. Te doy 3 consejos que yo mismo uso: 1. Sé transparente. 2. Cumple tus promesas, siempre. 3. Escucha y valora las opiniones.

a. A Leader knows what to do by themselves and what to delegate and inspire others to do. b. A Leader build the right amount of Trust and Confidence to allow others in their ecosystem to work on topics and collaboratively "Get things done". c. While you offer the empowerment to others to get things done, give them the right support, tools, technology, time and demonstrate adequate patience to help them get the right kind of outcomes. d. This will help you lead teams/organizations and think strategically rather than execute on tactical tasks. Your Thoughts?

Los verdaderos líderes saben que no se trata solo de dar instrucciones, sino de ser la chispa que enciende la creatividad en su equipo. Dale a tu equipo la libertad de elegir su ritmo, su estilo.

a. A crisp, clean and lean communication which is relevant, impactful and actionable is essential. b. Communicate with your teams directly and indirectly on a regular basis which also means not just telling them things, but also actively listening to their PoV and being available. c. Customer activity, Vision, Sales, Technology, Events and many more are some of the aspects to cover in your communication. d. Have an open door policy or offer office hours to your teams to have deeper conversations. Let me know your effective practices.

-> In my experience, embodying the values and work ethic I expect from my team has been crucial. -> When I wanted my team to be innovative, I took risks and embraced learning from failure. -> Demonstrating dedication and passion in my work inspired the same qualities in my team.

When I wanted my team to embrace being creative and proactive, I started by taking risks myself. I openly shared my successes and failures, showing that learning is part of the process and you learn by try out and making mistakes. By showing dedication and passion in my work, I inspired the same in my team. This approach helped shape our startup's culture. As the saying goes, Your actions speak louder than words, and by embodying the values you want to see, you motivate others to follow your lead.

Escucha activamente sus ideas y preocupaciones, esto no solo fortalece la confianza, sino que también genera un ambiente de colaboración. Comparte tus conocimientos y experiencias, fomenta un espacio de aprendizaje continuo. Por último, celebra los logros, grandes y pequeños, para mantener la motivación alta y reconocer el esfuerzo de todos.

a. Encourage Innovation & Creativity within your teams and offer the right amount of Recognition in a timely manner. b. Help your teams focus on their Personal Development alongside the work and outcomes they produce for the team/organization. c. Grow your Emotional Intelligence to be able to understand your Strengths and Weaknesses while demonstrating Empathy towards your teams' needs. d. Set Clear Goals, identify and remove ambiguity. Your Thoughts?

Permite que tus empleados experimenten y propongan nuevas ideas sin temor a equivocarse. La equivocación siempre será mejor a que sigan ciegamente tus ordenes. Implementa un sistema de reconocimiento y recompensas para quienes aporten soluciones creativas. No olvides promover el bienestar de tu equipo, ofreciendo equilibrio entre trabajo, aprendizaje y vida personal.

In start-ups, versatility and agility are vital for leaders. Add more value by being able to lead across at least 3 functional areas: e.g. sales, marketing, operations e.g. finance, operations, tech