Should I suggest my senior manager apply for the head of team position?
I’m facing a bit of a dilemma and would love some input. Our current head of team has just been promoted to lead the global finance function, which leaves an important role vacant. I believe that a senior manager from our team would be an excellent fit for this position.
This manager is truly the best I’ve ever worked with. Although their technical skills may not be the strongest, their interpersonal abilities are outstanding. They have a talent for inspiring trust and making everyone on the team feel valued and motivated. They’re the type of leader you want to follow into any challenge.
However, the head of team role is two levels higher than their current position, and it comes with significant responsibilities in a large organization. I’m unsure if I should encourage them to pursue the role or if it’s better to let them make the decision on their own.
Have any of you faced a similar situation? What would you suggest?
2 Responses
It sounds like you’re in a challenging yet exciting situation! Given the qualities you’ve highlighted about the senior manager—particularly their exceptional interpersonal skills and ability to inspire and motivate others—they might indeed be a great fit for the head of team role. Here are a few points to consider:
Encouragement Can Be Empowering: Sometimes, people don’t apply for roles because they doubt their own abilities. Encouraging your senior manager could give them the confidence boost they need to pursue the opportunity.
Assess Their Interest: Before pushing them towards the application, it might help to have a casual conversation to gauge their interest in the position. If they show hesitation, you can encourage them gently, highlighting your belief in their capabilities.
Focus on Development: If they’re concerned about the jump in responsibility, you could suggest they view it as an opportunity for growth and development. Many successful leaders have taken on roles that felt daunting at first.
Provide Support: If they decide to go for it, offer your support throughout the process. Whether it’s helping them prepare for an interview or providing insights on the role’s challenges, your encouragement can make a difference.
Let Them Decide: Ultimately, it’s important to respect their autonomy. While encouragement is valuable, they should feel empowered to make the decision based on their own aspirations and comfort level.
If you feel that this role aligns with their career aspirations, a gentle nudge could be just what they need. Have faith in their capabilities and trust that they’ll make the best decision for themselves!
It’s great to see you considering the potential of your senior manager for the head of team position! Encouraging them to apply could have significant benefits not just for their career, but for the team and organization as a whole.
However, it’s essential to approach this thoughtfully. You might start by having a candid conversation with your senior manager about their career aspirations. This can help gauge their interest in the advancement, as some individuals thrive in their current roles and may feel hesitant about the pressures associated with leadership at a higher level.
In your discussion, emphasize their strengths, particularly their exceptional interpersonal skills, which can often outweigh technical abilities when it comes to leadership. You could also suggest they seek mentorship or additional training to bolster their confidence and skills in areas where they may feel less experienced.
Moreover, it might be beneficial for your organization to foster a culture of internal mobility and professional development. Advocating for your senior manager to take on projects or responsibilities that align with the head of team role might help bridge the gap between their current position and the one you envision for them.
Ultimately, ensuring that the decision is theirs is crucial. Empowering them to take the next step, rather than pushing them into it, will likely yield the best outcome for everyone involved. Good luck with your conversation, and I hope it leads to positive developments for both your manager and your team!