They gave you the team six months ago.
You're still doing your old job.
The promotion happened, the title changed, the org chart updated. You're still the person who does the work rather than the person who builds the people who do it. You're carrying things your team should own and solving problems instead of building whatever would solve them without you. The role moved. Nothing underneath it did.
A mirror: the contributor you have been, and the leader already showing up. Then a 30-day plan for handing work over, with names and dates. About 35 to 55 minutes.
For new leaders who got promoted and never got translated.
You were excellent at the last job, which is why you have this one. The trouble is that almost none of what got you here is what this role runs on. You're measured on outcomes you don't control, judged on decisions about people rather than problems, and watched by a team waiting to see whether you can make the switch.
So you carry work your team should own. You rewrite their deliverables instead of coaching their judgement. Important conversations happen near you rather than through you. You feel newly senior and oddly provisional at the same time.
Six months in and still solving everything yourself says nothing about whether the team is ready. It says the identity hasn't moved yet.
Three signs you're leading from the wrong identity.
You're still the best individual contributor on your own team.
You can do any of it faster and better than the people you manage, so you keep doing it. Or you do it just this once, while they watch. Every time you do the work instead of building the person who does the work, you're running the old operating system.
You edit deliverables instead of coaching judgement.
Something comes in, you rewrite it. Not because they can't learn, but because it's quicker and the standard has to be met. Six months of that and you have a team who can't ship without your fingerprints on it.
You feel newly senior and strangely provisional.
Title, team, responsibility, all there. You still feel like a contributor with a bigger inbox. That isn't about competence. Nothing has crossed over yet.
About 35 to 55 minutes, guided. Here’s what each person works through.
A document you can use this week.
A plain read on who you have been at work and who you are turning into, and a 30-day handover plan. Each task you still hold gets one of four settings: inform, consult, delegate or hand over. You leave knowing who takes what, and by when.
Three stages. No theory.
Surface
The fears and assumptions underneath the transition, including the ones you'd rather not write down. The AI goes looking for what you're protecting.
Mirror
Who you were, who this role needs, and the distance between them. Named plainly.
Translate
Every task you still hold gets a setting: inform, consult, delegate or hand over. Then a 30-day handover plan with names and dates, and one thing you'll do for each person taking the work.
Included in every pilot seat
Give your team this session
This is session 1 of Lead. A pilot is one programme for up to 20 people: three sessions each, and a check-in sixty days after they start. You get a report on the whole group. Each person’s document stays private unless they choose to share it with you.
See how the pilot works →Here for yourself rather than a team? Take the diagnostic on your own.
When they made me a manager I spent six months being the best analyst on the desk with a bigger inbox.
They promoted me because I was the strongest analyst there, so for six months I carried on being the strongest analyst there. Reviewed everything. Stayed latest. Caught every error. I genuinely thought that was what leading meant: all of it, but more of it.
The team noticed before I did. They stopped taking risks, because I'd rewrite it anyway. They stopped growing, because I was doing the growing on their behalf. I'd built four people who all needed me in order to ship. That isn't a team, it's a bottleneck with a leadership title.
This session builds the shift I had to make the slow way. Not how to delegate. How to become the sort of person who does. The operational stuff doesn't stick until the identity moves, and nobody mentions that when they hand you the team.
20 seats, one quarter, nothing to pay. It ends by itself when the quarter does. No auto-renewal, nothing to cancel.
After the pilot: £119 per person, per programme, check-in included. How pricing works
The team is waiting to see if you make the shift.
Make it.
20 seats · one quarter · ends on its own