From Manager to Mentor: Shifting Your Leadership Style

By Philip Burgess | UX Research Leader

Leadership is often seen as a position of authority, where managers direct tasks and ensure goals are met. Yet, the most effective leaders go beyond managing—they mentor. Moving from a manager role to a mentor role means changing how you interact with your team, focusing on growth, guidance, and long-term success. This shift can transform your leadership style and create a more engaged, capable team.

A leader mentoring an employee during a project

Understanding the Difference Between Managing and Mentoring

Managers typically focus on tasks, deadlines, and performance metrics. Their role is to organize work, solve immediate problems, and keep the team on track. Mentors, on the other hand, invest in people. They provide support, share knowledge, and help individuals develop skills and confidence.

This difference affects how leaders communicate and make decisions. Managers might give instructions and expect compliance. Mentors ask questions, listen actively, and encourage exploration. This approach builds trust and motivates team members to take ownership of their work.

Why Shift to a Mentoring Style?

Adopting a mentoring style benefits both leaders and teams. It creates a culture of learning and collaboration, which improves retention and productivity. Employees feel valued and supported, which boosts morale and creativity.

For example, a software development manager who mentors their team might spend time understanding each developer’s strengths and career goals. Instead of assigning tasks solely based on immediate needs, they align projects with individual growth opportunities. This leads to higher job satisfaction and better results.

Practical Steps to Become a Mentor

Changing your leadership style takes intention and practice. Here are some ways to start:

• Listen more than you speak

Encourage open dialogue. Ask questions that help team members reflect on challenges and solutions.

• Provide constructive feedback

Focus on specific behaviors and outcomes, not personal traits. Offer suggestions that help improve skills.

• Share your experiences

Use stories from your own career to illustrate lessons and inspire confidence.

• Encourage autonomy

Allow team members to make decisions and learn from mistakes. Support them without micromanaging.

• Invest in development

Recommend training, books, or projects that align with individual goals.

Overcoming Challenges in the Transition

Shifting from managing to mentoring can be difficult. Some leaders struggle to let go of control or worry about losing authority. Others may find it hard to balance mentoring with meeting deadlines.

To address these challenges:

• Set clear expectations about roles and responsibilities.

• Schedule regular one-on-one meetings focused on development, not just task updates.

• Be patient. Building trust and mentoring skills takes time.

• Seek feedback from your team on how you can improve as a mentor.

  
  

Real-Life Example of Leadership Shift

Consider Sarah, a team leader at a marketing firm. Initially, she managed her team by assigning tasks and checking progress daily. After noticing low engagement, she started mentoring by holding weekly coaching sessions. She asked about career aspirations and challenges, shared advice, and encouraged team members to lead small projects.

Within six months, Sarah’s team showed higher creativity and collaboration. Turnover decreased, and client satisfaction improved. Sarah’s shift from manager to mentor created a stronger, more motivated team.

Notebook with leadership notes and pen on a wooden desk

Building a Mentoring Mindset Every Day

Becoming a mentor is not a one-time change but a daily practice. It means:

• Prioritizing relationships over tasks

• Valuing growth over control

• Embracing patience and empathy

  
  

Try setting small goals, like asking one open-ended question in every meeting or recognizing a team member’s effort publicly. These habits build a mentoring culture that benefits everyone.