Not everyone is cut out to be a manager. Organizations could certainly do a better job at how they assess for leadership potential and decide who should be promoted to management positions.
One of the most common mistakes made is to take the best engineer, salesperson, or accountant and promote that person to manager. Superstar employees don’t always make the best managers.
People often accept management positions for the wrong reasons. Before accepting a management position, it’s important to be sure that you have the right motivations, goals, and skills to become a successful manager. See Should I Become a Manager?
However, I’ve seen plenty of managers that were promoted for all of the right reasons and were initially very successful in their management roles. They enthusiastically took management courses, read all of the hottest management books, and thrived on leading and developing people. Then, for one reason or another, they “derailed”. Employees no longer wanted to work for them, their reputation as a manager grew tarnished, and they ended up stuck in a job that they no longer enjoyed. In fact, they were miserable. They were burned out on being a manager.
These managers might have been more satisfied and productive if they knew when it was time to step away from management and look for an individual contributor role that better leveraged their strengths and interests. Their employees would have been better off too. Perhaps one of them could have stepped up and done a better job leading people, so the manager could have been blocking the advancement of promising high potential employees.
How do you know when it’s time to step aside, or down from being a manager? Here are 7 signs to look out for!
Follow me on Twitter: @greatleadership or email me with suggestions for articles at: managementguide@about.com.
Thanks and regards,
Dan
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click here | | | | | | 7 Signs that it May be Time to Step Down as a Manager | Not everyone is cut out to be a manager. Organizations could certainly do a better job at how they assess for leadership potential and decide who should be promoted to management positions.
One of the most common mistakes made is to take the best engineer, salesperson, or accountant and promote that person to manager. Superstar employees don’t always make the best managers.
People often accept management positions for the wrong reasons. Before accepting a management position, it’s important to be sure that you have the right motivations, goals, and skills to become a successful manager. See Should I Become a Manager?
However, I’ve seen plenty of managers that were promoted for all of the right reasons and were initially very successful in their management roles. They enthusiastically took management courses, read all of the hottest management books, and thrived on leading and developing people. Then, for one reason or another, they “derailed”. Employees no longer wanted to work for them, their reputation as a manager grew tarnished, and they ended up stuck in a job that they no longer enjoyed. In fact, they were miserable. They were burned out on being a manager.
These managers might have been more satisfied and productive if they knew when it was time to step away from management and look for an individual contributor role that better leveraged their strengths and interests. Their employees would have been better off too. Perhaps one of them could have stepped up and done a better job leading people, so the manager could have been blocking the advancement of promising high potential employees.
How do you know when it’s time to step aside, or down from being a manager? Here are 7 signs to look out for!
Follow me on Twitter: @greatleadership or email me with suggestions for articles at: managementguide@about.com.
Thanks and regards,
Dan |  | Dan McCarthy
Management & Leadership Expert | | | | | | | | | | | | 10 Ways to Motivate Your Employees | A motivating environment is where people are pushing themselves harder than any boss could ever push them. It’s where people are giving it their all when no one is watching and no one may ever know. They’re giving 110% because they want to work hard, not because they have to work.
So what can a leader do to create this kind of environment?
Here are ten ways, in order of importance. | | | | | | | | | | | You are receiving this newsletter because you subscribed to the Management & Leadership newsletter.
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