It’s not uncommon. Someone is amazing in their role, they consistently deliver results, and they’re rewarded with a leadership position. But as we know, just because someone excels as an individual contributor doesn’t mean they’ll thrive as a manager.
Instead of defaulting to promotion as a reward, ask whether someone actually wants to lead and whether they’re ready.
Leadership Is a Choice, Not a Next Step
Leading others requires a shift in focus, from your own performance to your team’s development. It’s not just a promotion; it’s a career change. How do you know that change is right?
Six Key Questions to Ask Before Promoting Into Management
Is This the Right Time, Personally and Professionally?
Timing matters more than we often admit. Life circumstances, stress levels, or team dynamics can impact someone’s readiness to step into leadership. Think of the person who is moving into a new home with a baby on the way. There may be too much happening for them to focus on a career change right now.
If someone says “not yet,” that’s not a red flag – it’s self-awareness. Managers who start at the wrong time often burn out early or struggle to keep up.
Do They Actually Want to Manage People?
Some people love what they do and want to keep getting better at it. That’s not a failure to grow, it’s a sign of clarity.
Pushing people into leadership just to retain them often backfires. It’s better to offer parallel growth paths. Leaders and specialists both play vital roles in organizational success.
Are They Motivated to Develop Others?
Managing isn’t about control or having the answers. It’s about helping other people grow.
If someone gets energy from mentoring, coaching, and celebrating team wins, that’s a strong sign they might thrive in a leadership role.
Are They Already Living the Company Values?
If someone isn’t already embodying your organization’s values, don’t expect a title to change that. Leadership isn’t about authority – it’s about alignment and behavior.
Watch for people who naturally model what matters most to your culture. They’ll lead with consistency and integrity. For more on this, read the post, Are leadership skills learned or natural?
Have They Already Shown Leadership Behaviors?
Forget titles for a second. Are they the person others turn to during challenges? Do they step in without being asked?
Leadership shows up in moments of pressure, collaboration, and conflict. If they’re already leading informally that’s a great sign they’re ready for the formal title.
Are They Open to Learning and Feedback?
Seeking feedback, being coachable and having a growth mindset are attributes of a strong leader.
This growth mindset is essential to continue learning and expanding. It’s less important to have all the answers than having the humility and desire to learn as you go.
Final Thought: Promote With Purpose, Not Just Performance
To move beyond automatic promotions for top performers, continually build leadership pipelines that value mindset, motivation, and behavior, not just KPIs.
When we promote people who truly want to lead, everyone benefits; teams thrive, culture strengthens, and leaders grow into the role with purpose and resilience.
