In our recent Workday Goal podcast episode, Christian Delcid and I discussed a topic many Workday professionals contemplate at some point in their careers: the transition from being an individual contributor (Workday analyst) to a manager role. As someone who has coached numerous professionals through this transition, I wanted to share some key insights from our conversation.
One of the most important takeaways from our discussion is that leadership isn’t confined to a formal management position. You don’t need to wait for a promotion or a new title to demonstrate leadership qualities. In fact, the people who eventually move into management positions are usually those who’ve already been leading in various capacities.
As I told Christian, “When a manager position opens, it’s like, well, it’s obvious. This person’s already leading in these other areas. The natural next step is to actually make it official.”
A critical skill for any manager is the ability to delegate effectively. This isn’t about “dumping and running” but transitioning tasks thoughtfully:
Even as an individual contributor, you can practice this by identifying tasks that could be handled by more junior team members, freeing you up for higher-value work.
In meetings, when a topic or need arises that nobody is addressing, raise your hand. As I mentioned in the podcast, I’m always looking for “people who I can trust who are gonna step up.” These opportunities might include:
You don’t need to be an expert in every area – showing initiative to move things forward is what matters.
Some of the best leadership training comes from unexpected places. Whether coaching youth sports, volunteering for community events, or organizing fundraisers, these experiences build transferable skills.
“Management experience is not all born in the current position you have today,” I explained to Christian. These outside activities give you practice in people management, conflict resolution, and coordination – often in lower-stake environments than your workplace.
Today’s aspiring leaders have more resources than ever:
Before pursuing a management role, it’s important to understand what the job truly entails:
As I shared with Christian, “There’s all kinds of stress that comes with the HR side of being a manager and dealing with tensions… There’s just a lot of headaches that is part of being a leader. Some people love that and then other people, that just drives them crazy.”
The most important question to ask yourself is “why” you want to become a manager. If it’s solely for a higher salary, you might want to reconsider. The best managers are those who recognize they can have a bigger impact by working through a team.
And if you do try management and discover it’s not for you? That’s perfectly fine too. I’ve helped people transition back to individual contributor roles where they felt more fulfilled and effective.
Leadership is about impact, not titles. The world needs good leaders at every level of organizations. As I reminded Christian, “Check your ego at the door. This isn’t about your ego… our goal needs to be bigger than ourselves. And that’s where the impact [happens].”
Whether you’re currently an individual contributor looking to grow, or already in a management position seeking to improve, remember that leadership is a continuous journey of development. You get to choose your path – make it one that builds on your strengths and brings fulfillment.
Keith Bitikofer is a Workday coach and consultant who helps professionals navigate their careers in the Workday ecosystem. Listen to the full episode of Workday Gold podcast for more insights on career transitions and leadership development here
Want to learn more from the Workday ecosystem? Connect with Keith Bitikofer and Christian Delcid on LinkedIn for ongoing insights about Workday support and team management.
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