Transforming Managers into Leaders: Insights from Chelsea Seid

As a small business owner, the future of your business depends on the leaders you’re building today. This statement from Chelsea Seid, Founder and CEO of Talent Praxis, a leadership development firm, resonates deeply in today’s fast-paced business environment. With experience coaching over 150 leaders and developing customized programs for more than 30 companies, Seid knows the transformative power of effective leadership.

If you’re a small business owner grappling with the challenge of turning your managerial staff into innovative leaders, you’re not alone. The transition from managing tasks to inspiring teams requires intentional strategies. Below, we delve into six key strategies that can help elevate managers into influential leaders.

1. Define Clear Leadership Competencies

It’s impossible to cultivate effective leaders without a clear understanding of what effective leadership looks like. Organizations need to move away from abstract descriptors like “collaborative” or “visionary.” Instead, they should prioritize specific behaviors that demonstrate leadership success within their unique context.

At Talent Praxis, mapping out leadership competencies includes observables such as “sets clear and impactful goals” or “builds trust and relationships.” Managers who comprehend the expectations set forth for them—and how their personal growth aligns with business objectives—can nurture a culture of success and accountability.

2. Craft a Compelling Team Vision

The next critical step is teaching managers to create a clear vision for their teams. A well-defined vision connects individual roles with the broader company strategy. It answers pivotal questions:

• What role does our team play in advancing company goals?
• What does exceeding expectations look like year after year?
• How will success be measured?

A manager who can articulate this vision instills clarity and motivation within their team, driving performance and fostering a sense of purpose.

3. Foster an Experimental Mindset

To lead effectively, managers must embrace continuous learning and experimentation. Companies should encourage them to test new leadership strategies, gather feedback, and adapt based on measurable outcomes. This aligns with the principles of design thinking and can empower managers to:

• Test new approaches to team engagement and motivation.
• Collect performance data to assess the impact.
• Adapt quickly to unforeseen challenges and opportunities.

This willingness to experiment turns managers into resilient leaders capable of navigating the complexities of modern business.

4. Establish Micro-Feedback Loops

Annual reviews are no longer sufficient in a world that values rapid adaptability. The most successful organizations teach managers to seek ongoing feedback through regular, two-way conversations. Managers can ask questions like:

• How is [specific leadership strategy] impacting team performance?
• Where am I aligned with expectations, and where am I missing the mark?
• What adjustments can create better outcomes?

Creating micro-feedback loops fosters self-awareness and agility among managers, allowing them to align more effectively with the needs of their business.

5. Develop Strategic Thinking Early

A common pitfall for many managers is excelling at execution while struggling with strategic thought. Companies should proactively cultivate this capability in their managers before they advance to senior roles. Training should encompass:

• Analyzing business priorities and market trends.
• Balancing short-term results with long-term growth.

Equipping managers with strategic thinking skills early on prepares them to take on higher-level roles with confidence and innovation.

6. Create Stretch Opportunities with Support

True growth occurs when managers are challenged—but challenges must come with the appropriate support system. Organizations should provide stretch assignments that push boundaries, such as:

• Leading cross-functional teams.
• Managing larger projects.
• Presenting high-stakes information to executives.

Accompanying these opportunities with structured coaching, peer learning, and real-time feedback enables managers to tackle complexity successfully and enhances their readiness for senior leadership roles.

Through these strategies, organizations can cultivate an environment where managers evolve into empowered leaders. As Chelsea Seid aptly states, the future of a business hinges on the leaders built today. Each of these approaches represents a stepping stone toward more effective leadership within your organization. By investing in your managers’ growth, you are simultaneously investing in the success of your business.