To be perceived as a leader, change how you seek input. Instead of asking for answers, first state your proposed solution and rationale, then ask for feedback. This 'comment and question' approach demonstrates business judgment and shifts you from a follower to a leader in the eyes of others.
The transition to leadership is primarily an internal mindset shift that must occur before others will perceive you as a leader. While it may feel uncomfortable, owning your leadership identity internally is the first and most critical step, even if external validation lags behind.
To become a leader within your organization, you must first understand its specific definition of effective leadership. A practical first step is to go to HR and ask for the official leadership competency model. This provides a clear roadmap of the 8-12 skills you need to develop and demonstrate.
When stepping into a bigger role, intentionally balance the percentage of your time spent leading with the time spent learning. This framework prevents you from becoming so focused on directing others that you stop absorbing new information, building networks, and understanding other parts of the organization.
When promoted above former peers, don't just gratefully accept the role. Proactively negotiate with your new manager to explicitly show support and help gain buy-in from your new direct reports. This act of 'smoothing the stage' sets you up for success before you even begin.
Leadership is not a one-way path of accumulating more direct reports. True leadership involves making choices that align with your current life stage and impact goals. Stepping back into an individual contributor role is not a failure but a strategic decision that doesn't diminish your leadership qualities.
In a remote environment, your leadership impact is defined by the 'felt experience' you create for others. This requires intentionally planning how to demonstrate credibility (competence) and relatability (empathy) across different virtual interactions—one-on-one, with your team, and with the wider organization.
In a remote setting, lack of responsiveness can quickly erode trust because colleagues cannot see if you are busy or overwhelmed. To mitigate this, lean into over-informing. Proactively communicate your status and acknowledge receipt of messages, even if you can't respond fully right away.