Promoting a top-performing technical expert to a management position can seem like a natural progression. However, technical proficiency doesn’t always translate into effective leadership. All too often, organizations find themselves in the challenging position of having to “un-promote” an individual who excels in their technical role but struggles with managerial responsibilities. This not only affects team morale but can also damage the individual’s professional reputation.

The Challenge of Technical Expertise vs. Managerial Skills

Technical experts are often mission-oriented and task-focused, qualities that drive their success in specialized roles. However, effective management requires a balance between task orientation and people focus. Managers must cultivate a culture-oriented approach, emphasizing interpersonal relationships, collaboration, and team development. The transition from individual contributor to manager is complex and requires an additional skill set that not every technical top-performer possesses.

Strategy to Identify Potential Managers

To prevent the pitfalls of promoting someone who isn’t manager material, consider the following strategy to identify potential managers:

1. Assess Willingness to Lead

Before considering a promotion, have an open conversation with the candidate about their interest in a managerial role. Not everyone aspires to lead, and assuming so can lead to dissatisfaction and poor performance.

2. Evaluate Key Managerial Skills

When considering an employee for promotion to a management role, be sure to evaluate them based on these three critical areas:

A. Interpersonal Skills

• Developing Relationships: Effective managers shift from a solely task-centric focus to one that includes building strong relationships with their team members.
• Showing Empathy: Understanding and valuing team members’ emotions fosters a supportive work environment.
• Creating Trust: Demonstrating integrity and composure builds trust within the team.

B. Conceptual Skills

• Visualizing and Executing Plans: Good managers have the ability to organize and implement plans effectively.
• Solving Problems and Resolving Conflicts: Proficiency in addressing issues and mediating disputes is a necessary managerial skill.
• Collaborating to Make Informed Decisions: Effective managers engage with others to make well-informed, timely decisions.

C. Communication Skills

• Articulating Expectations and Goals: Setting clear objectives and communicating expectations ensures everyone on the team understands what success looks like.
• Generating Alignment for Teamwork: Creating a shared understanding of roles and responsibilities fosters a team effort toward achieving the objectives.
• Delegating Effectively: Transitioning from doing tasks to empowering others to take ownership of their responsibilities maximizes team productivity.

Assessment Tools and Evaluations

To gauge a potential manager’s leadership potential, consider the following assessments:

1. DISC Assessment: This tool provides insights into whether an individual is more task-focused or people-focused. Scores in the ‘I’ (Influence) and ‘S’ (Steadiness) categories indicate a people-oriented approach, which is beneficial for management roles.
2. Emotional Intelligence (EQ) Assessment: This evaluates the individual’s ability to understand and manage their own emotions and those of others – a crucial aspect of effective leadership.
3. 360-Degree Feedback: Gathering feedback from peers, subordinates, and supervisors offers a comprehensive view of the individual’s interpersonal and leadership capabilities.

Practical Evaluations

Beyond assessments, here are some practical evaluations that will demonstrate your internal candidate’s strengths and growth areas:

1. Assign Special Projects: Give the candidate a project that requires planning, collaboration, and leadership to observe their conceptual and communication skills in action.
2. Problem-Solving Exercises: Present real or hypothetical problems and assess their approach to identifying root causes and resolving conflicts.
3. Decision-Making Scenarios: Involve them in decision-making processes to evaluate their judgment and collaborative efforts.

Developing a Roadmap for Promotion

Putting it all together, let’s summarize how you can ensure a successful transition for a technical expert into a management position:

1. Initiate Honest Discussions: Engage in candid conversations about the individual’s career aspirations and the realities of a managerial role.
2. Conduct Comprehensive Assessments: Utilize tools like DISC, 360-degree feedback, and EQ assessments to gain a holistic understanding of their capabilities.
3. Implement Practical Evaluations: Assign tasks and projects that simulate managerial responsibilities to observe their performance.
4. Provide Development Opportunities: If gaps are identified, offer leadership training to develop the necessary skills before promoting them.

Conclusion

Promoting the right individuals into management positions requires careful evaluation of both their willingness and ability to lead. By investing time in assessments and practical evaluations, organizations can identify candidates who not only excel technically but also possess the interpersonal, conceptual, and communication skills essential for effective leadership. This proactive approach minimizes the risk of having to “un-promote” a manager and fosters a more cohesive and productive work environment.

If you need help evaluating whether someone on your team will be a good manager, or if they need leadership training to develop their skills, let’s connect.