Use Caution When Launching Stars
TOP PERFORMERS MAY NOT BE BEST LEADERS
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Why do we continue to do this to ourselves and to our best and brightest employees?
- Promote the highest performing sales person to sales manager
- Appoint the best engineer as Engineering Manager
- Make the smartest financial analyst the next CFO
- Advance the best professor to Dean
It's a common lament that I hear throughout organizations regardless of the core business. "The people we've promoted into leadership roles are not leaders, and the results are directly reflected on our bottom line."
Every organization depends on individual contributors who are technically competent, high producers. And, while these individual contributors are highly valued, their impact may decline when they are thrust into a leadership role. Before promoting your star performer to a leadership role, consider these questions:
1. Does the shining star employee see the big picture or have you been blinded to their individual results?
2. Does the stellar performer work for the good of the whole and compromise when necessary?
3. Does the high performer think about others on the team and about how they can support the growth of others?
4. Do they willingly share ideas, resources, and leads?
5. When receiving feedback does the person take it personally or do they respond professionally? Do they consider feedback as a helpful gift or as criticism?
6. When solving problems, do they tend to ask more than they tell?
7. What motivates them? Individual recognition or team success?
The best leaders are not necessarily your top individual performers. Before you promote the next supervisor and prior to hiring for that vacant manager role, make sure you're not blinded by your stars. They may shine bright on their own but as the boss they might outshine the team, casting a shadow on everything else.
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Influencing Employee Performance
COMPLIMENTARY WEBINAR JUNE 18th
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Final Footnotes
NEWS & EVENTS FROM MARNIE
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We are putting the finishing touches on our new Painless Performance Conversations Training System. Watch next month's E-Tip for details and ordering information. We'll also be launching our newly packaged Painless Performance Conversations Webinar Series soon. Each of these new tools will give you the freedom to use the concepts from Painless Performance Conversations for your own personal development or for the development of leaders within your organization. Stay tuned for more details!
As always, if there is anything I can do to support your performance management efforts, just give me a call at 480-705-9394 or shoot me an email.
Have a great month!
Marnie Green, CSP, IPMA-CP
Principal Consultant
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