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A manager who wants to become a manager might actually want autonomy, which management won't give them. Dig into the real why behind the goal. If someone's driven by external pressure, they'll quit at the first obstacle.
A manager who wants to become a manager might actually want autonomy, which management won't give them. Dig into the real why behind the goal. If someone's driven by external pressure, they'll quit at the first obstacle.
One question exposes a doomed goal. Why do you care about this goal? Say your employee tells you, my goal is to become a manager. You ask why, and they say, I want more autonomy and more control over my schedule. If you laughed at that, it's because you know being a manager in today's companies is fundamentally inconsistent with autonomy. Their goal is at odds with what they actually want. Promote them and you'll likely get a miserable manager when a senior individual contributor role would probably fit better. Now imagine they answer, I've always been happiest coaching people to reach their full potential. Same goal, but completely different forecast. The answer predicts persistence too. If the honest why is, my boss told me to, they'll quit at the first roadblock. So before you help somebody chase a goal, find out what they're hoping it delivers. Sometimes the goal just can't deliver what they want.
