Moving on up can be thorny if you’re not prepared to make the transition from peer to supervisor. David Peck, aka “The Recovering Leader,” offers six points to consider during and after a promotion:
A leader in an organization can’t do everyone’s job. Instead of micromanaging, strong leaders use organizational leadership to coordinate, communicate, motivate and delegate among employees and team members. For comprehensive organizational effectiveness, each individual needs to be seen as a contributor, with the leader at the helm.
Most importantly, best-practices leadership involves keeping employees motivated throughout the process, adapting your scope or strategy as necessary, and developing an effective communication strategy.
Some people never make it to the other side because they’re more successful at being doers. This is a crucial point in determining if you’re going to move up the ranks.
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New research by Right Management shows organizations prefer employees who are a good motivational fit with the team and the organization’s culture. HR pros say that interpersonal behaviors and organizational fit are bigger factors than technical skills or experience.