Top technical performers don't automatically make good managers. New managers need structured training in leadership skills, public speaking, and business priorities before they take the role, not after.
So many owners think that promoting their best technical lead into a manager role is the right thing to do, and it's going to solve all their problems. We actually know that's not the case. Technical leaders don't always make the best people leaders. And so instead, when you're thinking about promoting folks, you really need to think about the contextual whole being that you're promoting. Thing number 1. Thing number 2 is when you go to promote someone, you can never assume that they have good leadership qualities just because they've been good in the role. Instead, what you should be thinking about is how can you prepare them by training them. And so this looks like good leadership skills. This looks like public speaking. This looks like good training and presentation. Just make sure that they are understanding the business and what's important for that. All of those things are going to matter when you are working with new leaders. And so often leaders skimp on training, going through the process to hire and promote new leaders. This framework is a better option for folks to promote into roles that are going to be successful for them later on.
