Promoting from within: Setting up new managers for success

As companies look to fill open management positions, promoting high-performing individual contributors can be an attractive option. Internal candidates already understand the organization’s culture, processes, and objectives. However, the jump from individual contributor to people manager requires a significant mindset shift and a new skill set.

Providing comprehensive training is critical when elevating individual contributors to management roles. Without proper preparation, these newly minted managers may struggle with the transition, impacting their team’s productivity and morale.

The skills gap

While star individual contributors excel at executing tactical work, managing people demands an entirely different range of competencies. Simply being a top performer does not automatically translate into being an effective leader of people. Key skills they likely need to develop include:

• Strategic thinking and planning

• Delegating and prioritizing work

• Coaching, developing, and motivating teams

• Delivering effective feedback

• Managing conflicts and group dynamics

• Communicating goals and priorities

To set new managers up for success, organizations should provide robust training that covers both hard and soft skills, such as leadership fundamentals (project management, budget, data analysis, and reporting) and interpersonal skills (communication, listening, emotional intelligence, coaching, and conflict resolution).

By investing in thorough management training, companies can smooth the transition for individual contributors moving into leadership roles. This proactive approach empowers new managers to effectively guide and inspire their teams from day one.