Mentoring for Growth: How to Make the Leap from Specialist to Manager

The transition from the role of specialist to that of manager is one of the most challenging stages in a career. It is not just about leading a team, but about redefining your professional identity: from “the one who manages to get things done alone” to “the one who makes things happen through others.”

In many organisations, promotions to management positions are based on technical performance. However, most of the time, what determines long-term success is not expertise, but the ability to learn, to lead and, above all, to inspire.

This is where mentoring comes in,  a practice recognised internationally as an accelerator of professional and personal growth.

Why mentoring can make a difference

According to EMCC Global (European Mentoring & Coaching Council), organizations that integrate mentoring programs have a 23% higher retention rate and superior performance in developing emerging leadership. The reason is simple: an effective mentor does not offer solutions but creates a space for reflection and learning in which the mentee (the guided person) discovers the right directions on their own.

In banking and financial services, where performance and compliance pressure are high, this approach helps professionals navigate the transition to leadership roles better, without losing clarity or personal balance.

What changes when you become a manager

The transition from specialist to manager brings a series of subtle but decisive challenges:

• From control to trust (a good manager does not micro-manage but develops autonomy, creates spaces for team members to grow, develop, and yes, sometimes make mistakes).
• From expertise to influence (leadership means communication, persuasion, and strategic visibility – not only for the leader but especially for the team).
• From individual to systemic (the decisions made by a manager affect people, budgets, processes, and above all, reputation).

A Harvard Business Review (2024) study shows that 60% of new managers feel an increased level of stress and uncertainty in the first 12 months. Those who benefit from a formal mentoring or coaching program report a 40% increase in self-confidence and decision-making clarity.

How an effective mentoring program works

Mentoring is not a rigid process but a relationship based on trust, confidentiality, and a clear purpose or objective. An effective program follows a few key principles validated by EMCC Global and the Chartered Institute of Personnel and Development (CIPD):

• Alignment of objectives – the mentor and the mentee jointly establish what they aim to achieve (e.g., developing leadership skills, effective communication with the board, team management).
• Reflective learning – the focus is not on advice but on powerful questions that stimulate critical thinking.
• Confidentiality and psychological safety – so that the dialogue is authentic and transformative.
• Two-way feedback – the mentee learns, but the mentor also refines their listening and guiding abilities.

How to prepare for a managerial role

If you are a specialist and want to take the step towards management, you can start by:

• Identifying an internal or external mentor who has real experience in team management.
• Participating in accredited mentoring and coaching programs that offer structure, professional ethics, and clear working tools.
• Developing communication, delegation, and constructive feedback skills.
• Constantly reflecting on your own leadership style: what kind of leader do you want to become?

Why companies should invest in mentoring

Mentoring is not only a benefit for the individual but also a strategy for retention and organizational development. According to Deloitte Human Capital Trends (2025), companies that invest in mentoring programs have:

• a 47% increase in engagement levels,
• a 25% reduction in employee turnover,
• and a significant improvement in the performance of cross-functional teams.

For organizations in banking, where managerial succession is often a challenge, mentoring becomes a critical link between generations and a guarantee of continuity.

Conclusion

Mentoring is about trust, development, and balance. About having someone who has already walked the path and helps you find your own leadership style.

In an industry where skills can be learned quickly but discernment is developed over time, the mentor-mentee relationship can be the catalyst that transforms a high-performing specialist into an authentic leader.

If you want to explore how mentoring can accelerate your development or that of your team, I invite you to discover more here: https://www.antal.com/recruitment/romania-bucharest-sb