Navigating the storm: From technical expert to leader

Imagine stepping into the role of Head of Engineering for a major energy company. The pressure’s on, expectations are high and, to top it off, a critical power plant is down – leaking thousands of dollars daily. Your team is skilled but stretched thin, leaving little room for innovation or strategic thinking. This was the reality of one of my clients – a brilliant engineer drowning in technical fixes when he really wanted to steer his team into calmer water.

In moments of crisis, it’s common to retreat to what we know best. But leadership demands stepping out of comfort zones and becoming a lighthouse for your team, guiding ships safely to shore. For this leader, that meant moving beyond immediate firefighting to build a resilient, high-performing team that could anticipate and navigate challenges – and thrive over the long term.

Breaking the cycle: Transitioning from engineer to leader

To escape survival mode and embrace purposeful leadership, we focused on 5 core strategies:

1. Delegate with purpose. A time audit revealed he was stuck in back-to-back meetings and clinging to projects better suited for others. Delegation wasn’t about offloading work, but empowering the right people to take ownership. By aligning tasks with individual strengths, he shifted from micromanagement to strategic oversight.
2. Protect the “Big Rocks”. When you’re constantly reacting, strategic priorities fall through the cracks. We carved out time for high-impact work – like developing a business case for a new project management system to improve visibility of resourcing demands. Simple boundaries, like turning off email notifications and refining team communication, ensured his priorities weren’t swept away by daily chaos.
3. Set clear expectations. Ambiguity breeds misalignment. To improve team coordination and streamline decision making, he established a framework that included:
   1. Defined roles – clarifying responsibilities at each project stage
   2. Escalation guidelines – clear criteria for when and how to escalate issues
   3. Success metrics – explicit, transparent measures of progress. 
4. Foster engagement and growth. Leadership isn’t just about task management – it’s about motivating teams. Small shifts had a big impact:
   1. Weekly “wins” and “lessons learned” – fostered a culture of recognition and continuous improvement 
   2. Weekly summary emails – boosted transparency and kept everyone informed
   3. Team lunches – strengthened morale and connection.
5. Balance coaching with directing. Leading a diverse team of new hires and seasoned veterans required a tailored approach. Direct guidance helped newer staff build confidence, while a coaching style empowered experienced staff to problem solve independently – freeing him up to focus on strategy.

Influencing Upwards: Securing executive support

With the immediate issue under control, the next challenge was securing resources to prevent similar issues reoccurring. This meant persuading the COO to approve an increased budget for IT systems and staffing. Here’s how he approached it:

• Know your audience. Recognising the COO’s results-driven mindset and dominant personality, he kept his communication concise and outcome-focused. 
• Speak to strategy. Instead of getting into technical specifics, he highlighted how enhanced visibility and planning would position the company as a market leader.
• Use data. By presenting cost savings from reduced downtime and mitigating the risk of losing top talent (like a $180,000/year specialist), he made the business case impossible to ignore.

The results: From reactive technician to strategic leader

Within months, he went from being buried in technical work to leading with impact – coaching his team, expanding his network, and driving strategic decisions. 

The biggest shift? Realising that leadership isn’t about being the smartest person in the room – it’s about empowering others, setting clear expectations, and creating a shared vision that can weather any storm.

Key takeaways for technical leaders

If you’re caught between technical demands and leadership responsibilities, here’s where to start:

1. Delegate vs coach wisely: Evaluate your team’s skills and know when to guide, when to step back and when to let go.
2. Set clear expectations: Define roles, success metrics and escalation points to streamline decision-making and prevent chaos.
3. Engage and motivate: Celebrate wins and reflect on lessons to create a culture of growth.
4. Influence strategically: Tailor your communication style to secure buy-in from key stakeholders.
5. Think beyond today: Solve immediate challenges while building a foundation for long-term success.

It’s easy to get caught in the storm but sometimes the most impactful move is to step back, see the bigger picture, and lead from there. This allows you to chart a clear course forward and guide your team to calmer waters.