From Scientist to Leader, Auditor to Quality Visionary: The Untaught Skills That Define Success
Introduction
Early in my career, I believed that scientific expertise was the cornerstone of success. I thought that if I worked hard, mastered my subject, and became the best at what I did, career progression would follow naturally.
But as I moved up, I started to notice something - many of the most talented people I worked with were struggling. Not with the science or the technical aspects of their roles, but with the leadership, communication, and strategic skills suddenly expected of them.
Maybe you’ve felt it too? That creeping sense of uncertainty as you move into a role that demands a completely different skill set from the one that got you there. Maybe it’s held you back from stepping up at all. You’re not alone.
The impact of this missing skill set can be significant. For individuals, it often leads to imposter syndrome, stress, and frustration. Capable professionals find themselves overwhelmed, unsure how to manage teams, navigate difficult conversations, or make high-stakes decisions with confidence. Some stagnate, unable to progress further. Others burn out under the weight of expectations they were never trained to meet.
For organisations, the consequences can be just as damaging. Teams without strong leadership suffer from poor engagement, misalignment, and inefficiencies. Compliance-focused industries like pharmaceuticals and quality assurance are especially at risk—without effective leadership, quality standards are harder to maintain, processes become sluggish, and decision-making bottlenecks slow progress. The result? Higher turnover, operational risks, and lost innovation.
Despite these challenges, leadership skills are rarely prioritised for development. And yet, they are the key to unlocking both individual success and organisational growth.
With that said, let’s talk about why leadership is rarely taught - and what you can do about it.
I started in academic research, immersed in an environment where intellectual rigor was second to none. But while the science was impeccable, leadership and people skills were almost entirely absent. The consequences of this gap were personal and professional—so severe that I eventually required medical intervention to manage the stress. The research I was conducting, work that had real-world impact, suffered alongside me.
Eventually, I faced an uncomfortable truth: my dream of completing my PhD was at odds with the politics and dysfunction of academia. I walked away.
Moving into industry, I joined a CRO and cut my teeth in Quality Assurance. It was a different world, one where operational efficiency mattered just as much as scientific knowledge. I had the privilege of working with brilliant people, but I also saw firsthand the immense pressure that came with career progression.
The skills that make someone an exceptional scientist are not the same as those required to be a great manager, and yet again, the shift from manager to leader demands a completely different set of capabilities. I’ve witnessed the same struggles in the Quality Assurance profession, where many auditors eventually find themselves in managerial positions without the necessary preparation to succeed.
A technician becomes a project leader, managing timelines, budgets, and stakeholders rather than just the science.
An auditor progresses to QA manager, no longer just evaluating compliance but overseeing teams, influencing company culture, and navigating organisational politics.
A manager strives for quality leadership, needing to move beyond day-to-day operations to set a vision, shape corporate strategy, and advocate for quality as a driver of business success.
These transitions don’t happen by accident. They require deliberate skill-building, self-awareness, and a commitment to personal development. And yet, so many organisations assume that technical excellence will somehow translate into leadership capability.
Why Leadership Skills Are Often Overlooked
Many professionals don’t actively develop leadership skills - not because they don’t want to, but because they haven’t been encouraged to. Here are some key reasons why:
Career progression is based on technical ability – Promotions often reward expertise, not leadership potential. People are expected to “figure it out” on their own.
The ‘sink or swim’ mentality – Many organisations assume leadership skills will develop naturally over time, rather than investing in structured development.
Time pressures and operational focus – Day-to-day demands leave little room for skill-building, making leadership growth an afterthought.
The misconception that leadership is innate – Some believe that great leaders are born, not made, leading to a lack of deliberate training.
Lack of feedback or role models – Without strong leadership examples or guidance, new managers often replicate what they’ve seen—whether it’s effective or not.
Practical Actions to Start Bridging the Gap
Even if structured leadership training isn’t readily available, professionals can take steps to develop their leadership skills:
✅ Self-Reflection & Feedback: Ask trusted colleagues or mentors what leadership qualities they see in you—and where they see room for growth. Self-awareness is the first step in leadership development.
✅ Expand Your Perspective: Shift from a task-based mindset to a strategic one. Instead of focusing solely on your own deliverables, start thinking about how your work impacts the team, department, and business.
✅ Develop Strong Communication Skills: Exceptional leaders articulate their vision and influence others. Practice adapting your communication style to different audiences, whether it’s technical teams, executives, or external stakeholders.
✅ Learn to Coach, Not Just Direct: Instead of giving answers, ask more questions. Helping others develop their own solutions is a critical leadership skill that improves team autonomy and problem-solving.
✅ Seek Out Mentors & Role Models: Observe the best leaders in your organisation and industry. What do they do differently? Ask them about their approach or shadow them when possible.
✅ Invest in Your Own Development: Read leadership books, listen to podcasts, or attend training sessions. Prioritise your growth just as you would for technical skills.
The Missing Link: Coaching for Leadership Growth
The transition from expert to leader isn’t automatic, yet as we've discussed, many organisations operate under the assumption that technical excellence naturally translates into leadership ability. The reality is starkly different. Research suggests that leadership effectiveness is more closely tied to emotional intelligence, strategic thinking, and communication skills than to technical expertise alone.
A landmark study by Zenger and Folkman found that leaders who actively sought development in these areas were 4.6 times more likely to be rated as top-tier leaders by their colleagues. Another report from the International Coaching Federation (ICF) showed that 86% of organisations that invested in coaching saw a positive return on investment—with improvements in productivity, team collaboration, and employee satisfaction.
Coaching provides a structured way to bridge the skills gap, giving professionals the tools to:
Communicate effectively – Moving beyond technical jargon to inspire and align teams.
Develop resilience – Handling setbacks with confidence rather than frustration.
Make strategic decisions – Thinking beyond immediate tasks to long-term impact.
Foster high-performing teams – Creating environments where people thrive, not just survive.
The Difference Coaching Can Make
While self-development is crucial, leadership is best learned through experience, feedback, and structured guidance. Coaching accelerates this process by helping you:
➡️ Identify blind spots that could be holding you back
➡️ Develop a leadership mindset with confidence
➡️ Navigate challenges with a clear strategy
➡️ Communicate in a way that inspires action
➡️ Lead teams that are engaged and high-performing
What’s Possible?
For individuals, coaching can mean the difference between a frustrating career plateau and a fulfilling leadership journey. It turns competent managers into influential leaders who don’t just manage work but drive real organisational change.
For organisations, investing in coaching fosters a leadership culture that’s proactive rather than reactive. It ensures that the next generation of leaders is prepared - not just technically, but holistically - to guide teams, navigate challenges, and elevate performance.
Whether you’re a scientist stepping into project leadership, an auditor becoming a QA manager, or an ambitious professional with your sights set on shaping the future of quality, leadership isn’t about a job title - it’s about impact. Coaching helps unlock that potential.
Great leaders don’t just happen - they are developed. The real question is: Are you ready to take control of your leadership journey?
📌 If you’re serious about making the leap from expert to leader, let’s talk. Click the image below to learn more about my coaching services.
