When looking to promote someone into management, oftentimes companies fail to realize that the best players aren't always the best managers. If you do promote great producers who can't lead people, you're jeopardizing the culture and your talent because employees don't quit companies, they quit managers. Put someone into management who can't effectively manage, grow and develop someone, your talent won't stick around.
Take Michael Jordan. Because he was the best basketball player, would he make a good coach? Would he make a good evaluator of talent? History shows that he wouldn't.
While it's obvious, don't take someone who couldn't do the minimum of the role and put them into management. A salesperson who couldn't meet the minimum call numbers can't hold someone else accountable to hitting those numbers and quite frankly won't be taken seriously by their direct report.
To have the responsibility of leading other people, a manager should have been able to do the role and have done a well-above average job. If we're looking at a grading system, if the person is doing the job below a B+ ability, they shouldn't be considered to manage and lead people at that time. While they may not need to be the best (aka the Michael Jordan's of the world), they need to at least have been in the NBA.
The key as business leaders, is identifying when you've made the mistake of promoting someone who either wasn't ready, or just doesn't fit the role, and rectifying the situation. Put ego aside and admit you've made a mistake. If not, be ready for your talent to walk out the doors, because in this economy, that is what will happen under bad management.
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