Mastering the Push and Pull of Leadership
One of the most common questions I hear as a leadership and career coach is,
“How do I transition from an individual contributor (IC) to a leader?”
This question typically arises from three types of professionals:
ICs aiming to make their first move into leadership.
Emerging leaders whose roles are organically evolving.
Newly promoted leaders who now find themselves leading former peers.
These groups all face a crucial mindset shift: learning to balance the Push and Pull of leadership. This balance is at the heart of effective leadership, and it’s often the key to a successful transition.
💼 The Push
In an Individual Contributor (IC) role, the “Push” is celebrated. It’s all about meeting deadlines, managing timelines, and taking ownership of deliverables. ICs often thrive on this direct approach, where their personal efforts are visible, quantifiable, and directly linked to performance outcomes.
However, as they transition into leadership, however, the “Push” takes on a different dimension. It’s no longer about personal accountability but about holding others accountable. This can be tricky because, if it isn’t balanced with the Pull, it risks coming across as authoritarian, which can alienate teams rather than unite them. Leaders who rely solely on the “Push” find that while tasks might be accomplished, they’re often done under a strained team dynamic, one that may lack motivation or trust.
When accountability is enforced without a parallel focus on vision, inspiration, and communication (the core of the “Pull”) it can feel abrupt, even authoritarian, and risks alienating the team.
💬 The Pull
This is the counterpart to the “Push.” It’s about influence and relational leadership, setting a vision, inspiring others, and clearly communicating the “why” behind the work. The “Pull” nurtures engagement and aligns the team toward shared goals, building a foundation of trust and connection.
While the “Push” focuses on tasks and deadlines, the “Pull” is about building relationships. Leaders who prioritize the “Pull” establish a strong team dynamic where accountability becomes a shared responsibility rather than a mandate. It’s the groundwork for a culture of collaboration and mutual respect. Only after the “Pull” is established can the “Push” be applied effectively, guiding the team without feeling forceful.
🧘 The Balancing Act
New leaders often find the "Push" (task management and accountability) familiar territory from their IC days. However, many stumble by applying these personal “Push” strategies directly to their teams, assuming it’s enough for leadership success.
To bridge this gap, leaders must blend the “Push” with the “Pull.”
START with the Pull: Set a clear vision, define shared goals, and communicate the purpose behind each project or task. This lays the groundwork for buy-in, ensuring that team members understand not just what they need to do but why it matters.
FOLLOW with the Push: Once vision and trust are established, introduce accountability measures. Encourage each team member to uphold their responsibilities in alignment with the broader vision. This sequence transforms a "push" from feeling like a “shove” into more of a “friendly nudge” toward shared goals.
An absence of trust is the most sever dysfunction that a team can have. - Patrick Lencioni
Trust is the cornerstone of any high-functioning team. Without it, accountability feels like punishment rather than partnership. Effective leaders create this trust through a balanced approach that incorporates both structured expectations and empathy. When team members trust that their leader has both their back and their best interests at heart, they are more likely to commit fully to collective goals (even ones that feel like a stretch).
Manage things, Lead people.
Remember ➡️ Start with the “Pull” to build relationships and establish a shared vision. Then, use the “Push” to align actions and hold the team accountable. This balance is what separates managers from leaders and builds teams that thrive.
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