From Wizards to Leaders!

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Introduction

Did you know that weather forecasting was once considered a form of witchcraft? It might sound unbelievable now, but predicting the weather was once considered magic.

In 1735, the UK passed the Witchcraft Act, making it a crime to claim magical powers, including weather forecasting. Anyone who claimed to be able to predict the weather was considered to be practising witchcraft.

In 1854, British scientist John Ball stood before the UK Parliament and boldly claimed that the weather in London could be known a day in advance. The audience burst into laughter, and he had to stop his speech. At the time, if someone claimed to predict the weather, they could be arrested for breaching the Witchcraft Act.

However, that same year, Robert FitzRoy founded the UK Meteorological Office and, in 1861, used a new network of weather observation stations around the country to make weather predictions. In fact, we owe him the word forecast as he was the first to use it when releasing the first weather forecasts in the world. Despite this groundbreaking scientific work, meteorologists were still under the shadow of the Witchcraft Act at that time. For 97 years, according to the law in place, scientists working at the UK Met Office could have been arrested simply for doing their jobs, despite being in complete alignment with the science of their time.

This historical story is similar to what happens in management in many companies. Like weather forecasting, leadership and management practices often struggle to break free from outdated frameworks. Just as meteorologists were bound by an outdated law in 1854, managers are sometimes stuck with old ways of thinking that no longer serve them or their teams.

How often do we see new processes or systems introduced in organizations without addressing all the necessary dependencies? How frequently do managers step into new roles without updating their mindset, failing to challenge the assumptions they once held? Just like weather forecasting evolved, management must evolve too. The world doesn’t stop, and neither should our thinking.

Yes, Companies Do the Same!

When your organization rolls out a new process, system, or strategy, does it feel like a smooth transition, or do you notice something missing? Often, there’s a rush to implement changes without fully considering the broader context. It’s easy to focus on the new method itself, but the real challenge lies in ensuring all dependencies—across teams, tools, and processes—are aligned and updated.

For example, when new software is introduced, it’s not enough to simply install it. The system must integrate with existing platforms, and everyone needs to understand how to use it without disrupting workflows. Ignoring these dependencies can lead to confusion or inefficiency, rather than improvement.

This is where many organizations stumble. New methods are rolled out, but essential support—like training, communication, and system updates—gets overlooked. It's similar to meteorologists in the 1800s trying to predict the weather without the right equipment. They had the right idea but lacked the necessary tools to make their forecasts reliable.

As a manager, it’s crucial to take a proactive approach. Here’s how you can ensure the new methods you implement are successful:

Stay Ahead of the Curve:

Don’t wait for the changes to happen. Understand the full scope of the transition and identify which dependencies need to be updated. Raise awareness within your team about the impact of these changes and the importance of addressing them.

Evaluate Existing Systems and Mindsets:

Before diving in, assess what’s working and what’s not. Ensure your current systems, processes, and even your team’s mindset are ready for the new method. Just as you wouldn’t launch in operation a new installation without testing the equipment, don’t expect new approaches to work without the proper groundwork.

Communicate Clearly and Often:

One of the biggest obstacles in transitions is poor communication. Be transparent about the changes and their impact on everyone’s role. There is never such a thing as too little communication. Communicate continuously and remain enthusiastic, even if some people still haven’t grasped yet the full picture. Your success as a leader depends on them understanding this full picture.

Provide Training and Support:

Introducing a new method without training is like giving someone a task without the right tools. Offer training, manuals, and one-on-one support to ensure your team adopts the new method confidently.

Foster a Growth Mindset:

Model the behaviours and mindset you want to see in your team. Encourage flexibility, adaptability, and continuous learning. Help your team see new methods as opportunities for growth rather than just another change to endure.

Progress and Adjust:

Integration is ongoing. Regularly check in to see how the changes are being implemented, identify roadblocks, and adjust as needed. Just like weather forecasting, leadership strategies require constant forecasts of what will happen businesswise and recalibration to stay relevant and effective.

Lead with Confidence and Patience:

Change is never easy, and not everyone will adapt right away. Guide your team through the transition with patience, encouragement, and reassurance. Remind them that these changes are crucial for the organization’s success and of their role and contribution to making it happen.

By following these steps, you’ll ensure the new methods integrate smoothly, creating a connected team and a more efficient organization, ready to tackle future challenges with confidence and clarity.

And If You Are the Manager in Transition ...

Forgetting to update your approach when stepping into a new role is a common pitfall that often leads managers to an episode of burnout. When managers are promoted to higher positions, it's assumed that they’ll automatically adjust their thinking and leadership style. While this is their responsibility and their first task indeed, failing to do so can leave them using outdated methods that no longer fit the new demands of their position.

Taking on a higher role isn’t just about more tasks or larger teams. The expectations for how you think, lead, and make decisions also change. If you don’t adapt your approach, you risk applying old solutions to new, more complex challenges, leaving you disconnected from the realities of your new responsibilities.

New circumstances bring new challenges and require new strategies. In senior management, decisions have a broader impact, and you may be leading more diverse teams. If you continue using the same leadership methods from your previous role, you may struggle to meet expectations and effectively drive results.

It’s crucial to evaluate and update your leadership tools to ensure they align with your new role. Failing to do so can create gaps between what’s expected and what you’re able to deliver, leaving both you and your team at a disadvantage.

As Marshall Goldsmith says in his book, “What got you here, won’t get you there.” such transitions aren’t just about learning new skills; it’s about shifting your mindset. By reassessing your approach and staying open to change, you’ll be better equipped to lead effectively, meet new challenges, and help your team and organization grow. Adapting your thinking is essential for continued success in higher management roles.

Call-to-action: Evolve Your Leadership Mindset for Success

Leadership success isn’t just about climbing the ladder—it’s about evolving with each step you take. The world of business is constantly changing, and so should the way you lead. To stay ahead, you need to update your mindset, embrace new ways of thinking, and recognize when it’s time to adjust your approach. Don’t wait for the challenges to force you into change—take the initiative to reshape your leadership now. Evolving isn’t just an option; it’s the key to unlocking your true potential as a leader and ensuring your team thrives along with you. The real power lies in your willingness to evolve—so make that shift today.

The transition from manager to leader is much like moving from the realm of superstition to science. Just as weather forecasting evolved from magical guesswork to a trusted science, your journey as a leader requires you to move beyond old habits and embrace new ways of thinking. It's time to let go of outdated approaches and step into the future with a mindset that’s grounded in growth, adaptability, and strategic thinking. The shift from "wizard" to leader is yours to make—embrace it, and unlock the true potential of your leadership.

If you’re unsure where to begin or how to make this shift, coaching can be the catalyst for change. A coach can help you identify the gaps in your thinking, challenge old assumptions, and provide the tools you need to lead with clarity and confidence in your new role. With personalized guidance, you’ll gain the perspective and skills necessary to unlock your leadership potential and navigate the complexities of higher management. Don’t let outdated thinking hold you back—invest in yourself and your leadership journey through coaching. 

The future you want to create is within your reach—take the first step today. I’m here to guide you through a conversation about your objectives. I invite you to reach out for a deeper discussion on how you can move from where you are to where you want to be.

Until next time, keep thriving!

Alina Florea

Your Management Performance Coach 

How can I support you?

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