Many individuals aspire to transition from individual contributor roles to leadership positions. This article aims to shed light on the often-unspoken rules of this transition, revealing that it's not solely about competence or hard work, but about strategically playing the game. We'll explore the realities of moving into leadership, and how to better position yourself for such opportunities.
The Misconceptions About Moving into Leadership
Many believe that excelling in their current role and working tirelessly are the keys to unlocking leadership opportunities. However, this isn't always the case. Companies may profess to promote based on merit, but the actual process is far more nuanced. It is more about fitting a specific profile than being the best performer.
Moving Teams is often Necessary
Companies often suggest that you can rise through the ranks within your current team. In reality, it's often necessary to move to a different team, company, or division to gain leadership experience. This involves taking risks, but as the saying goes, "no risk, no reward."
The Manager's Perspective: Why Good Performers Stay Put
Consider the perspective of a manager whose team is functioning well. The team's success reflects positively on the manager and directly impacts their bonuses.
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A high-performing individual contributor is a valuable asset to the team and the manager's success.
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Promoting that individual contributor removes them from their productive role, potentially impacting the team's performance and the manager's incentives.
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Therefore, managers are often disincentivized to promote their best performers, even if it benefits the individual's career growth.
The "Great Job, But Not Ready Yet" Scenario
Individual contributors seeking leadership roles may receive positive feedback on their performance. However, when they express interest in leadership, they often encounter vague promises and delayed timelines. This is because the manager has little incentive to move a valuable contributor out of their current role.
The 2x2 Matrix: Performance vs. Potential
Managers often evaluate employees based on a 2x2 matrix that considers current performance and potential for growth. While high performance is acknowledged, the assessment of potential is often subjective and used to justify keeping valuable contributors in their current roles. Reasons such as "needs to improve interpersonal skills" or "needs to show more leadership capabilities" can be used, even if the employee's performance warrants promotion.
The Key to Promotion: Fitting the Leadership Profile
The most crucial factor in securing a leadership position is matching the desired profile for that role. This is a simple but profound concept with significant implications.
What is the Right Profile?
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Organizations have specific profiles they seek in their leaders. This profile encompasses various factors such as:
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Educational background
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Work history
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Industry experience
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Personal characteristics (including DEI considerations)
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If your profile aligns with the desired profile, your chances of securing the leadership position significantly increase.
The Advantage of Moving Teams
It's challenging to convince decision-makers that you fit the leadership profile within your current team, where your strengths and weaknesses are already known. Moving to another team or company allows you to present a fresh perspective and showcase the qualities that align with the desired leadership profile.
The Importance of Convincing Decision-Makers
Ultimately, the goal is to convince the hiring manager or selection committee that you embody the qualities and experiences they seek in a leader. This can involve highlighting relevant achievements, tailoring your resume, and effectively communicating your leadership potential during the interview process.
Embellishment and the Reality of Corporate Life
While honesty is valued, it's important to recognize that colleagues may embellish their experiences and accomplishments. This is often part of the "game" of corporate advancement. Embellishing your resume and highlighting your achievements is common and can significantly impact your chances of securing a leadership role.
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Companies are motivated to believe they made the right hiring decision and look for confirmation biases.
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This means they are less likely to scrutinize past experiences.
Key Takeaways for Aspiring Leaders
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Hard work alone is not enough: While important, it's not the sole determinant of leadership opportunities.
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Be prepared to move: Moving teams or companies is often necessary to gain leadership experience.
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Understand the profile: Research and align your skills and experience with the desired leadership profile.
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Be strategic in your self-presentation: Highlight your achievements and leadership potential.
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Be aware of the "game": Recognize the unspoken rules and biases that influence promotion decisions.