Veteran high-achievers often become desensitized to success, feeling anxiety about the next goal rather than satisfaction. True fulfillment can be rediscovered by mentoring junior colleagues and vicariously experiencing the elation of their 'first win,' which can reignite a leader's own passion.

The fundamental difference lies in focus. A manager wants the work to be great, but a leader wants the people to be great, knowing this is the sustainable path to excellent work. Leaders prioritize their team over immediate results, fostering loyalty and consistent high performance by aiming to change their people's lives for the better.

Ultimate career success for a leader is not measured by profits or personal accolades but by the growth and achievements of the team members they've coached and empowered. By focusing on building up others, a leader creates a cascading effect of success throughout the organization, which is the most meaningful and lasting impact.

Effective leadership prioritizes people development ('who you impact') over task completion ('what you do'). This philosophy frames a leader's primary role as a mentor and coach who empowers their team to grow. This focus on human impact is more fulfilling and ultimately drives superior business outcomes through a confident, motivated team.

New managers often fear that promoting their team's accomplishments will make them seem unnecessary. In reality, a key indicator of a successful manager is when senior leaders know the individual names of their team members, demonstrating the manager's ability to build talent and get results.

The transition from a hands-on contributor to a leader is one of the hardest professional shifts. It requires consciously moving away from execution by learning to trust and delegate. This is achieved by hiring talented people and then empowering them to operate, even if it means simply getting out of their way.

A fundamental shift from PM to Director is where you derive professional satisfaction. As a PM, joy often comes from shipping products and solving user problems. As a Director, your primary source of joy must come from seeing your team members succeed, grow, and have an impact.

True long-term impact comes from mentoring and developing people, not just hitting business targets. Helping others succeed in their careers creates a ripple effect that benefits individuals and companies, providing a deeper sense of fulfillment than any single project or promotion.

Focusing a team only on a distant, major goal is a recipe for burnout. Effective leaders reframe motivation to include celebrating the process: daily efforts, small successes, and skill development. The journey itself must provide fuel, with the motivation found in the effort, not just the outcome.