EP172: Navigating the Identity Transition in Leadership with Jonathan Shaver
MORE THAN A NEW TITLE
A role change shifts your whole identity!
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(The notes below are only a brief bullet point summary of what is discussed in the podcast. Be sure to listen to get all of the goodness! If you would like a full transcription of the episode, please send an email request to: angie@angie-robinson.com. We’d be happy to provide that!)
In this episode, I’m joined by leadership coach Jonathan Shaver to explore a powerful and often overlooked part of leadership growth: identity transition. When we move from individual contributor to people leader, it's not just a change in title—it’s a transformation of how we see ourselves and the impact we make.
Jonathan Shaver is a leadership coach whose work centers around helping technical experts make the transition into people leadership. With a background that began in plant genetics (yes, really!), Jonathan’s career journey led him from science to teaching to leadership coaching. His company, Envision Partners, focuses on supporting individuals and organizations through leadership development, team building, and change management—particularly in the agriculture space.
What Is Leadership, Really?
When asked to define leadership, Jonathan shared that it isn’t his role to define it for someone else. Instead, leadership is about intentionality—being aware of your authority (whether personal, professional, or positional) and using it with purpose for good. Leadership isn’t a static title; it’s a dynamic journey shaped by awareness, reflection, and action.
The Crucial Role of Self-Awareness
Jonathan and I both agree that self-awareness is foundational. You can’t be intentional if you aren’t aware of who you are, where you are on your journey, and what impact you want to create. It's not just about describing your current state—it's about being aware of the movement between where you are now and where you want to be.
Understanding Identity in Leadership Transitions
We often define ourselves by the roles we play: “I’m a scientist,” “I’m a production manager,” “I’m a farmer.” Our work becomes tightly woven with our sense of purpose and belonging. But when a role shifts—whether by promotion, organizational change, or personal choice—that familiar narrative can be disrupted. We’re asked to step into leadership, sometimes before we fully understand what that requires or how our sense of contribution will change.
In Jonathan’s experience, moving into leadership often challenges the deep-seated identity tied to technical expertise. It’s not just about learning new skills—it’s about emotionally letting go of the old ways of contributing and embracing a new, sometimes less tangible, form of impact.
Common Challenges in Identity Transitions
Jonathan shared some of the challenges leaders face when navigating identity shifts:
Reverting to Comfort Zones: When unsure in their new role, leaders may fall back into the technical work they excelled at rather than leading others.
External Projections: Others may continue to see them as the "expert," making it harder to fully step into the leadership identity.
Internal Narratives: Feelings of vulnerability, imposter syndrome, and fear of not being enough can hold leaders back.
Letting Go: Truly moving forward often means releasing the role or expertise that once defined success.
Helping Leaders Through the Transition
Jonathan emphasized the importance of naming the transition. By calling out that a shift is happening—from technical contributor to leader—coaches and organizations can help individuals understand and accept the emotional journey ahead.
Key practices include:
Asking, “What would the old you do? What would the new you do?”
Using tools like vision statements or 360 feedback to surface behaviors and mindsets.
Encouraging leaders to explore their purpose, not just their tasks, and connecting it to their new role.
As Jonathan noted, once people truly accept the identity shift, they rarely slide fully back into their old ways. Instead, they need time, reflection, and practice to grow into their new leadership selves.
Building a Culture That Supports Identity Growth
Organizations that proactively support identity transitions—not just technical skill development—build stronger leadership pipelines. Jonathan suggests:
Providing stretch projects where individuals lead without formal authority.
Offering intentional coaching and mentoring conversations focused on self-awareness and leadership growth.
Communicating clearly that leadership development is about growth, not just promotion.
These opportunities allow emerging leaders to experiment with their new identity safely and with support.
Advice for Aspiring Leaders
If you're stepping into a leadership role and your organization doesn’t offer structured support, Jonathan encourages you to be proactive:
Recognize that this is an emotional and identity shift, not just a new job.
Observe meetings and decisions through the lens of a leader: “If I were leading this, what would I do?”
Seek mentors, coaches, books, podcasts—anything that helps you build the mindset and behaviors of a leader.
Advocate for your own development needs.
And most importantly, give yourself permission to be in transition. Growth is not linear—and it’s not instant.
Final Reflections
Identity shifts happen not just in our careers, but throughout our lives—becoming a parent, moving to a new community, taking on new roles. Recognizing and honoring these transitions, especially in leadership, allows us to move forward with greater clarity, purpose, and impact.
Please listen to the entire episode - Jonathan has so much to share!
A big thank you to Jonathan for joining me!
What Do You Think?
How have you handled the transition of identity shifts?
Links
Website: Envision Partners, LLC
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