Working as a subject matter expert (SME) and transitioning into a leadership role involving the management of people are two distinct career phases that require different mindsets, skills, and approaches. Understanding the differences between these roles is essential for making a smooth transition. Here, we'll delve into the contrasts between an SME and a people leader, the necessary mindset and skills for the transition, and the challenges one might face. Transitioning from an SME to a people leader is a significant career move that requires self-awareness, dedication, and a commitment to personal growth. By recognizing the differences in roles and addressing the associated challenges, individuals can make a successful transition and thrive in their leadership roles. As a Subject Matter Expert( SME) your primary focus has most likely been centered around mastering a specific subject or domain. Your influence is typically limited to your technical knowledge, and communication may be focused on conveying information within your field. You often work independently or with minimal collaboration, concentrating on your specialized tasks and responsibilities. By focusing on these areas, SMEs can not only elevate their careers but also make a more substantial impact in their fields and organizations while preparing themselves for next level leadership roles.

I believe that the fundamental use of an assessment is to gather relevant data that can capture an individual’s thought processes. This is important because our thinking process drives our behavior and serves to help formulate our tendencies and habits. With this in mind, I chose self-development to be the most important use of assessment tools. Self-development assessments can identify an individual’s strengths and weaknesses. This information can be valuable in helping individuals understand how their thinking effects their mindset, behavior and actions. I believe the better individuals understand themselves, the easier it is to create change. Secondly, it is critical that leaders rely on coaches who have a deep understanding of the tool being used, the constructs measured by th eassessment, and how to interpret the results. Coaches can use assessment results to help individuals understand the effects of their thinking processes, tendencies and behavior. This information can be valuable in helping individuals make the proper changes and corrections, in order to reach their goals and objectives.

In order for leaders to be effective, their leadership must include a source of power. I believe that power and leadership are inseparable. One of the widely used approaches to understand sources of powers comes from the classic research done by French and Raven, who identifies five sources of powers that can be used to influence others: Legitimate power, reward power and coercive power is power that the leader has been given based on their position or title. All three of these sources of power depend on the organization that grants them and not the person who holds them. Expert power can be used to create commitment with followers because it is based on who a person is rather than the position he holds. This source of power does not depend solely on the organization and require no formal title. Expert source of power is acquired based on a person’s knowledge, skills or expertise. This source of power is not just reserved for the top leaders of organizations, but can be acquired by any members of the team who has developed influence among their peers, based on their demonstrated knowledge. Reverent power operates much like that of expert power, because it also doesn’t depend on position or the organization for influence. Reverent power is developed through strong relationships between the leaders and those who follow them. Both Reverent power and Expert power is based on the strength and character of the person and not his or her position. This type of leadership power cannot be taken away, but can only be lost as a result of the leader’s conduct. Individuals often choose mentors based on those who have demonstrated Expert and Reverent power.