Redefining Winning

The most challenging transition you’ll make in your career is: from individual contributor to new manager.

It’s harder than your first job AND the jump from middle management to the executive level.

Why?

Because it’s a mental shift ➡️

High performing individual contributors are stand-out candidates for management roles.

But what if I told you companies are highlighting the wrong metrics?

• What makes a great IC (individual contributor): best performer(s)

• What makes a great manager: bringing out the best in others

Two completely different skill sets.

Both valuable, but one doesn’t translate well to the other.

So what I’m saying is being a high achiever isn’t the best indicator for what makes an effective manager.

Instead of promoting the top sales person on the team to be team leader, look for the person that: the team confides in, listens well, is trustworthy, develops people, etc.

Winning as an IC versus winning as a leader are not the same thing.

For basketball fans, take the analogy of an All-Star versus MVP.

• An all-star player generates statistics and performs individually well.

• While a MVP boosts the play of teammates and impacts winning.

Once again both are valuable on a team, but two very different contributors.

When organizations form mission statements, they have a goal in mind.

The same should apply to leadership roles.

What types of traits, skills, etc do you want in your leaders?

It can vary based on your company’s core values, but if you establish what you’re looking for (target), it’s much easier to find that person internally or externally.

It’s one of the many reasons why I advocate for org charts in every business.

Identify the roles needed, then find people to fill those roles.

👉🏻 Blindly promoting based on seniority is a dumb move.

Poor managers, which directly impact turnover more than any other role, can be avoided.

• Promoting your top IC to management is considered an “unforced error.”

• Executive leadership, take ownership for placing people in the wrong roles.

Most managers fail because the skill set that made them successful is now obsolete in their new role.

So moving forward make sure you have ‘leadership potential‘ in your sights.

By redefining what winning looks like in management/leadership roles you’ll save your company a lot of money, stress and heart/headaches in the future.

And of course if you need help training your current leaders or a strategy for identifying future ones, reach out here.

God Bless,

Scott

If you found this helpful and you’re looking to improve your soft skills as a leader, here are ways to work with me directly

• 🗣 Hire me to speak at your company or next event (watch my speaking reel here)

• 🎤 Invite me to lead an interactive training workshop, remotely or in-person (depending on location)

• 🤝 Start 1:1 coaching with me as a new manager, current leader or executive (I once managed 30 people 1:1 weekly❗️)

Also, you can help me out by forwarding this to friends whom would benefit from it! Thank you!