Leaders who have done an exceptional job of building and developing a high-performing team often reflect upon their role going forward. In the best of cases, they find themselves as the least skilled people on the team. As the talent and experience of team members evolve, thanks to wise tutelage, a leader can admit that the people below them are better than they are. For those leaders with egos in check, this is a happy and rewarding moment.
I think one factor to consider is what the organization promotes. Results? Longevity? Whether you “put in your time” (this is common in education)? Or whether you have a relationship with a decision maker? If I have to report to someone that has that job because they are a legit candidate for that role, I’m all for it! 👏 but I can be a little judgmental (on the inside) if the organization does not promote quality candidates.
This is such a great question and really thought provoking. My gut reaction was to say yes. But I want to reflect more on this and think about how I can create experiential opportunities to put my theory into practice....
I think one factor to consider is what the organization promotes. Results? Longevity? Whether you “put in your time” (this is common in education)? Or whether you have a relationship with a decision maker? If I have to report to someone that has that job because they are a legit candidate for that role, I’m all for it! 👏 but I can be a little judgmental (on the inside) if the organization does not promote quality candidates.
We would all be judgmental in that case. The question is really for individuals and not for organizations.
This is such a great question and really thought provoking. My gut reaction was to say yes. But I want to reflect more on this and think about how I can create experiential opportunities to put my theory into practice....
What about you?
Our goal would be to say yes 100% of the time. It’s probably a decent average to be hitting above .600 here.