Promoting "bad" managers

Most of us have worked for someone who was great at part of their job, but when promoted to a leadership position, it was clear they were bad people managers.

Not everyone should be put in a leadership position.  Many people don’t want it, but they do want to move up in an organization. Often they see that as one and the same, thinking they may not have a choice but to take a management role for career growth.  Individuals who aren’t good with people or don’t want to manage individuals shouldn’t be put into that type of position. 

So what can you do?

It’s important to relook at career growth within organizations, providing opportunities that make sense, even if they aren't considered traditional.  Moving up in an organization should not require people management.  When someone excels at part of their position, how best can you take advantage of that?  What would they like to do with their skills?  We shouldn’t assume the next step is managing staff; that’s what often gets companies in trouble.

When we place individuals in positions for which they’re not suited, it tends to be a lose-lose situation.  Putting top performers in what may appear to be the next logical role could end up chasing them out the door and causing other organizational and potentially legal problems.

If we have an individual who’s great with clients but not good at managing people, we shouldn’t automatically put them in a leadership role.  What we can do is harness that skill, finding ways they can pass along their talents or maybe remove ancillary tasks from their current position to let them focus on what they do best.

We need to find ways in each organization to recognize and reward talents in unique and productive ways, not relying on pre-conceived notions.  Look within your company at the talents you have and determine the best way to utilize those talents.  Brainstorm with the individual to determine how best to help them move forward in ways that are gratifying and productive for all.

Encouraging growth and forward movement helps staff remain productive and energized.  Don’t get boxed into promoting successful staff into leadership roles just because that may seem appropriate.

#leadership #badmanagers #positivity #hrconsultant #growth

Putting staff in management roles when they shouldn't manage people can cause cracks in an organization.