Moving from an orchestration-heavy to leadership-heavy management role
9 months ago
- #leadership
- #management
- #career-development
- Managers transitioning from orchestration-heavy to leadership-heavy roles may face skill gaps.
- Leadership-heavy roles require involvement in all six steps of problem-solving: problem discovery, selection, solution discovery, selection, execution, and ongoing revision.
- Orchestration-heavy managers may focus only on prioritization, accepting problems as presented, and sprint planning.
- Leadership-heavy roles demand identifying problems, deciding on solutions, explaining the path, and communicating progress.
- Managers in leadership-heavy roles must align with team and stakeholders, not just executives, and challenge incorrect executive decisions.
- Understanding domain and technology in detail is crucial for leadership-heavy roles.
- Effectiveness of the team's work is prioritized over efficiency in leadership-heavy roles.
- Managers should seek feedback from their team and stakeholders to ensure they meet expectations.