High performance does not always equal strong leadership...

Promoting your high-performing employees?   Are you sure they are ready to lead?

It’s a classic scenario – A high performing employee is promoted into a management role based on their technical skills and productivity often without an assessment of their ability to lead.   Often a new leader can struggle to direct and delegate, communicate, and oversee delivery of the company’s mission.  It’s a common, but often misguided, assumption that the most productive employee is well equipped to assume a managerial role.        

If you are planning to promote your top performers into leadership positions without helping them to develop the skills necessary to manage effectively, you may be making a costly mistake.  Poor management can lead to a myriad of problems that will quickly eat into profits including loss of productivity and failure to retain talent.  

How can costly mistakes be avoided?

The best succession plans include intentional support for staff to develop along career pathways in your company.  According to the Forbes Human Resource Council, it’s important to focus on filling the skill gaps and teach employees how to be leaders when considering them for leadership positions.

Be intentional about developing your high performers to perform the technical requirements of the job while also providing training on effective Supervision and Performance Management, Human Resources, Project Management, and other skills needed to successfully coach a team.

Are there resources available to help?

If you are interested in investing in your succession plan, but are concerned about costs, contact our office to find out about funding options to support your workforce.  

Additional Resources:

https://www.forbes.com/sites/roddwagner/2018/04/10/new-evidence-the-peter-principle-is-real-and-what-to-do-about-it/#4509cc781809

https://www.forbes.com/sites/forbeshumanresourcescouncil/2017/12/08/crucial-steps-to-preparing-a-high-potential-employee-for-a-management-role/#71b03e341bab)

Julie Anderson