Stepping into a management role after years on the shopfloor brought both opportunity and complexity. I was now leading the very teams I had once worked alongside — including former peers and supervisors. My goal was clear: create a more engaged and responsive workforce without diminishing the authority of my team leaders. But how could I shift the culture and performance dynamics without overstepping?
The Situation
Newly appointed manager
As the newly appointed manager of the Engineering Services Department at Hastings Deering, I was intimately familiar with the day-to-day operations — and the undercurrents that shaped performance. The department comprised three distinct teams, each operating in silos. Communication breakdowns and a lack of cohesion were slowing progress and impacting morale.
Having earned respect on the ground, I had the trust of the team. But to lead effectively, I needed to redefine that relationship — balancing familiarity with authority, and empowering my team leaders to lead in their own right.
The Approach
Task execution to team cohesion
I began by doing what had always worked best: listening. Not from an office, but on the shopfloor, one conversation at a time.
By speaking directly with frontline staff during their work, I uncovered the friction points and performance blockers that weren’t visible from reports or team meetings. I didn’t offer quick fixes — I brought these insights to my team leaders, helping them understand what was really going on and how they could lead with greater empathy, clarity, and collaboration.
We shifted our focus from task execution to team cohesion. Team leaders were coached to lead cross-functionally, align goals across teams, and be present to their teams' challenges and needs.
The Outcome
Empowered leaders
Improved cross-team collaboration that broke down long-standing silos.
Faster responsiveness to both internal and external customer needs.
A more engaged workforce, aligned around shared goals and purpose.
Empowered team leaders with renewed confidence and clarity in their role.
Why This Matters for Your Business
Cultivating your team
This experience resonates deeply with early-stage managers I now coach — especially those who are promoted from within and must navigate the shift from peer to leader. Through targeted coaching, we help leaders build emotional intelligence, develop authority without ego, and drive cultural change that lasts.
