[vc_row][vc_column width=”1/1″][vc_separator color=”blue”][vc_column_text]Believe it or not, even some of the best known companies make the mistake of promoting employees to management roles for the wrong reason. Don’t believe me? OK, answer me this question (honestly).
If you were to take on an independent observer’s viewpoint, an observer who had no intellectual or emotional connection to your promotion, what do you believe s/he would say is the real reason you were promoted? Would it be ‘Well, you have real leadership potential, can motivate people to do a great job, have an engaging communication style and, you have been assessed psychometrically as possessing the management skills our organisation really needs’, or could it be ‘Well, you were really excellent in a non-management role, working on your own and delivery excellent results?’
When I invite participants in our management training courses to explore this subject, many, after a quiet period of self reflection and self honesty, tend to believe that their promotion opportunity appeared for the second reason rather than the first. And then, a mild dose of panic begins!
Relax, don’t panic. The intention of this question is not to frighten you. Indeed, the intention is quite the opposite. If your promotion appeared for the first reason, wonderful, I wish you great success. If your promotion is more linked to the second reason, you now have a wonderful opportunity to organise and implement a structured, worthwhile and meaningful personal development plan which will enable you to become an emotionally intelligent manager who engages, equips and enables team members to WANT to perform at, or very near their best, who demonstrates authentic empathy, and critical decision making during challenging times, and, deliver the results your organisation trusts you to deliver, in a collaborative, transparent and accountable manner.
It is worth considering how you can attract your next management opportunity due to you being a well rounded manager who, alongside possessing technical competence, also demonstrates deeply human skills, qualities and attributes that helps your colleagues go the extra mile through personal choice and desire, rather than obligation or fear.
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