Between you and me, managing a team full of experts who have more years in the trenches than you can be intimidating. You’re the new manager, fresh to the role, yet everyone else has decades of know-how. You might work at a company like Banner or L Marks, where innovation runs deep but the people driving it have been around long enough to see fads come and go. So, what’s the catch? How do you lead without alienating your team or making yourself look like a pushover?
You Know What’s Funny?
Everyone talks about servant leadership these days, especially when you’re managing older employees or leading experts as a new manager. The idea sounds great: “Serve your team, put their needs first.” But here’s the kicker — a lot of new leaders confuse servant leadership with being a doormat. They think it means saying yes to everything, avoiding conflict, and letting the team run the show. Spoiler alert: that’s not leadership. That’s a fast track to chaos and loss of respect.
Defining Transformational Leadership in Simple Terms
Let’s cut through the jargon. Transformational leadership is basically about inspiring and motivating your team to achieve more than they thought possible. Think of it like a general rallying troops on a battlefield — not by barking orders, but by painting a vision of victory so compelling that soldiers want to follow him through hell and back.
In the context of Banner or L Marks, your role as a transformational leader is to:
- Set a clear, ambitious vision that aligns with company goals. Encourage innovation and challenge the status quo. Recognize individual contributions and help people grow professionally. Foster a culture where everyone feels part of the mission, regardless of tenure.
Why it Works with Experienced Teams
Experienced professionals don’t need you to hold their hand; they want to feel their work matters and that the bigger picture is worth their investment. Transformational leadership taps into that intrinsic motivation.
Defining Servant Leadership Without the Jargon
Servant leadership is often sold as “put your team first.” Let me translate that from buzzword-speak: it means you’re there to support ceo-review your team by removing obstacles, providing resources, and genuinely caring about their well-being — but not at the expense of your authority or the overall vision.
Imagine you’re managing a kitchen. Let me tell you about a situation I encountered made a mistake that cost them thousands.. The head chef (you) doesn’t cook every dish but ensures the line cooks have what they need, the orders come in on time, and the service runs smoothly. If the chef just lets the cooks do whatever they want, ignoring the customer’s order or the restaurant’s standards, the kitchen falls apart.
Servant Leadership ≠ Being a Pushover
This is the mistake I see most often. New managers think “servant” means “submissive.” Nope. It means being attentive and supportive — but also decisive. You’re the one steering the ship; your team is counting on you to set priorities and hold people accountable.
The Core Differences Between Vision-Focused and People-Focused Leadership
Aspect Transformational Leadership (Vision-Focused) Servant Leadership (People-Focused) Primary Focus Inspiring a shared vision and driving change Supporting and empowering team members Decision Making Leader sets direction and motivates team to follow Leader consults team, removes barriers, but retains authority Conflict Management Confronts challenges head-on to keep vision on track Listens and mediates but does not avoid tough calls Team Role Active motivator and visionary Active supporter and facilitator Best For Driving innovation and change in experienced teams (e.g., Banner’s R&D units) Maintaining team cohesion and morale (e.g., L Marks’ collaborative ventures)Practical Pros and Cons of the Transformational Approach
You ever wonder why here’s the real deal on transformational leadership when you’re managing older employees or leading experts as a new manager:
- Pros:
- Builds strong buy-in by connecting daily work to a meaningful vision. Encourages ownership and innovation — critical in fast-moving companies like Banner. Helps you assert authority without being heavy-handed.
- Requires a clear, well-communicated vision — vague goals kill momentum. Needs emotional intelligence to balance inspiration with accountability. Can falter if the leader lacks credibility or respect from the team.
How to Put This Into Practice
Learn Before You Lead: Spend time understanding your team’s expertise and pain points. If you’re at L Marks, this might mean sitting down with your innovation scouts and learning what keeps them up at night. Craft a Clear Vision: Don’t just say “Let’s innovate.” Get specific — “We want to launch three new products this year that shift market expectations.” Communicate Relentlessly: Keep your team updated, celebrate wins, and be transparent about setbacks. Support, Don’t Micromanage: Use servant leadership to clear hurdles — whether it’s budget, tools, or politics — but don’t relinquish decision-making. Hold People Accountable: Experienced teams respect leaders who set high standards and enforce them fairly. Be Humble but Confident: Admit when you don’t know something but don’t let that undermine your leadership.Final Thought
Leading a team that’s more experienced than you is like commanding a seasoned platoon in battle — you don’t need to know every weapon inside out, but you do need to know the strategy, keep morale high, and make tough calls when the situation demands it. Don’t confuse being a servant leader with being a pushover. Balance vision with support, and you’ll earn the respect not just of your team, but of the entire organization.
Now, go pour yourself another black coffee and get to work.
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