Year-round open water swimming taught me to feel the rhythm to each stroke, a challenge in every wave, and—most importantly—an unseen force beneath me – the silent current. It’s subtle, powerful, and almost invisible. These currents can suddenly shift, adding resistance or carrying me forward, turning my swim into either a struggle or a joyful experience. Over time, I’ve learned to read, respect, and adapt to these forces to move forward.
Similarly, stepping into a new leadership role, especially an internal promotion, has its own version of the silent current. As you transition from being “one of the team” to leading it, an undercurrent of unspoken emotions and power dynamics begins to move around you. Some colleagues celebrate you. Others might be sceptic. Shifts in perception, loyalties, and power subtly influence the dynamics of the team. The silent current becomes real and you must deal with it…
So, how do you learn to swim with the currents?
Just like in open-water swimming, awareness is everything. When you sense something is “off,” name it. Looking back, I remember being afraid to talk to my boss, afraid of being labelled immature and incapable. I felt lonely. And as the research shows, I wasn´t alone – a surprising number of newly promoted leaders report feeling lonely—up to 61% of first-time managers! No wonder, Dr. Vivek Murthy, a pubic health advocate, (check out Together: The Healing Power of Human Connection in a Sometimes Lonely World), has labelled loneliness as an epidemic, with significant workplace impacts.
Another current you’ll navigate in this transition is the recalibration of relationships. Winning over colleagues involves striking a balance between authority and approachability—something you’ll refine with time and experience. A good starting point is to consider the perspective of your team. How might they feel about this change? Reflect on what you would want to hear from a manager if a colleague were promoted to the position, you now hold.
The team carries the legacy of the leader before you. So, while you should recognize and respect the contributions of your predecessor, don’t hesitate to openly talk about the shift and the change in dynamics and introduce your vision for the future.
Growing from peer to leader takes time, patience and kindness – both towards yourself and your team. Becoming a stronger swimmer requires consistent practice, but to become a professional, you need a coach who sees what you can’t, help you set the goals, track progress and keep you motivated and focused on your long-term vision.
Taking the steps above gives you a solid start. If you look for more, take the wheel of your development and find a coach who will help you swim ‘with the currents’ through the transition.