𝐓𝐡𝐞 𝐍𝐨-𝐂𝐡𝐨𝐢𝐜𝐞 𝐂𝐡𝐨𝐢𝐜𝐞 𝐨𝐟 𝐂𝐚𝐫𝐞𝐞𝐫 𝐆𝐫𝐨𝐰𝐭𝐡

For too many people, career advancement hinges on one thing: 𝐦𝐚𝐧𝐚𝐠𝐢𝐧𝐠 𝐨𝐭𝐡𝐞𝐫𝐬 . 𝐈𝐭 𝐢𝐬 𝐭𝐡𝐞 𝐧𝐨-
𝐜𝐡𝐨𝐢𝐜𝐞 𝐜𝐡𝐨𝐢𝐜𝐞 .

Not everyone wants to manage, and n̲o̲t̲ e̲v̲e̲r̲y̲o̲n̲e̲ s̲h̲o̲u̲l̲d̲. Gallup’s 2015 State of the American
Manager report found that 𝐨𝐧𝐥𝐲 𝟏 𝐢𝐧 𝟏𝟎 𝐩𝐞𝐨𝐩𝐥𝐞 𝐡𝐚𝐯𝐞 𝐭𝐡𝐞 𝐧𝐚𝐭𝐮𝐫𝐚𝐥 𝐭𝐚𝐥𝐞𝐧𝐭 𝐭𝐨 𝐛𝐞 𝐠𝐫𝐞𝐚𝐭 𝐦𝐚𝐧𝐚𝐠𝐞𝐫𝐬 .
𝐀𝐧𝐨𝐭𝐡𝐞𝐫 𝟏 𝐨𝐫 𝟐 𝐜𝐚𝐧 𝐬𝐮𝐜𝐜𝐞𝐞𝐝 𝐰𝐢𝐭𝐡 𝐝𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭 . 𝐓𝐡𝐞 𝐫𝐞𝐬𝐭 (𝐭𝐡𝐚𝐭’𝐬 𝟕 𝐨𝐮𝐭 𝐨𝐟 𝟏𝟎) 𝐬𝐡𝐨𝐮𝐥𝐝 𝐧𝐞𝐯𝐞𝐫 𝐛𝐞 𝐢𝐧
𝐭𝐡𝐞 𝐫𝐨𝐥𝐞.

𝐓𝐡𝐞 𝐬𝐭𝐚𝐤𝐞𝐬 𝐚𝐫𝐞 𝐡𝐢𝐠𝐡 . Gallup also reports that 𝟕𝟎 𝐩𝐞𝐫𝐜𝐞𝐧𝐭 𝐨𝐟 𝐭𝐡𝐞 𝐯𝐚𝐫𝐢𝐚𝐧𝐜𝐞 𝐢𝐧 𝐭𝐞𝐚𝐦 𝐞𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭
𝐜𝐚𝐧 𝐛𝐞 𝐭𝐫𝐚𝐜𝐞𝐝 𝐛𝐚𝐜𝐤 𝐭𝐨 𝐭𝐡𝐞 𝐦𝐚𝐧𝐚𝐠𝐞𝐫 . When management is the only path up, companies set
themselves and their people up for disengagement, frustration, and voluntary separations. When
people are promoted into roles they aren’t suited for, everyone suffers.

When companies get it wrong, here is what often gets overlooked. 𝐈𝐧𝐞𝐟𝐟𝐞𝐜𝐭𝐢𝐯𝐞 𝐦𝐚𝐧𝐚𝐠𝐞𝐫𝐬 𝐥𝐞𝐚𝐯𝐞 𝐚
𝐯𝐚𝐜𝐮𝐮𝐦 , 𝐚𝐧𝐝 𝐬𝐨𝐦𝐞𝐨𝐧𝐞 𝐨𝐧 𝐭𝐡𝐞 𝐭𝐞𝐚𝐦 𝐮𝐬𝐮𝐚𝐥𝐥𝐲 𝐬𝐭𝐞𝐩𝐬 𝐢𝐧 𝐭𝐨 𝐟𝐢𝐥𝐥 𝐭𝐡𝐞 𝐠𝐚𝐩𝐬 . Companies should be
identifying and developing those people by preparing them for (or promoting them into)
management roles instead of letting that talent go unnoticed.

𝐄𝐯𝐞𝐫𝐲𝐝𝐚𝐲 𝐌𝐨𝐯𝐞𝐬
𝐁𝐮𝐢𝐥𝐝 𝐝𝐮𝐚𝐥 𝐜𝐚𝐫𝐞𝐞𝐫 𝐩𝐚𝐭𝐡𝐬 . Create ways for people to grow in expertise and impact without managing
others.

𝐒𝐩𝐨𝐭 𝐫𝐞𝐚𝐥 𝐦𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭 𝐭𝐚𝐥𝐞𝐧𝐭 𝐞𝐚𝐫𝐥𝐲 . Look for those who have a human -centric focus, thrive on
developing people, a nd demonstrate a natural ability to build trust.

𝐑𝐞𝐚𝐬𝐬𝐢𝐠𝐧 𝐠𝐫𝐚𝐜𝐞𝐟𝐮𝐥𝐥𝐲 . When someone struggles in management, help them move into a better -fit
role without shame. After all, it’s the company responsibility. They set the person up for failure.

𝐀𝐝𝐯𝐚𝐧𝐜𝐞𝐦𝐞𝐧𝐭 𝐝𝐨𝐞𝐬 𝐧𝐨𝐭 𝐡𝐚𝐯𝐞 𝐭𝐨 𝐦𝐞𝐚𝐧 𝐦𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭 . Top performers should be able to keep
growing and benefiting the company without being forced into a management track. 𝐓𝐡𝐞 𝐫𝐞𝐚𝐥
𝐜𝐡𝐨𝐢𝐜𝐞 𝐢𝐬 𝐰𝐡𝐞𝐭𝐡𝐞𝐫 𝐚 𝐜𝐨𝐦𝐩𝐚𝐧𝐲 ’𝐬 𝐜𝐚𝐫𝐞𝐞𝐫 𝐚𝐝𝐯𝐚𝐧𝐜𝐞𝐦𝐞𝐧𝐭 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐲 𝐬𝐭𝐫𝐞𝐧𝐠𝐭𝐡𝐞𝐧𝐬 𝐭𝐫𝐮𝐬𝐭 𝐚𝐧𝐝
𝐞𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭 , 𝐨𝐫 𝐮𝐧𝐝𝐞𝐫𝐦𝐢𝐧𝐞𝐬 𝐢𝐭.

𝐖𝐡𝐚𝐭 𝐢𝐬 𝐨𝐧𝐞 𝐬𝐭𝐞𝐩 𝐲𝐨𝐮 𝐜𝐨𝐮𝐥𝐝 𝐭𝐚𝐤𝐞 𝐭𝐡𝐢𝐬 𝐰𝐞𝐞𝐤 𝐭𝐨 𝐡𝐞𝐥𝐩 𝐢𝐝𝐞𝐧𝐭𝐢𝐟𝐲 𝐚𝐧𝐝 𝐩𝐫𝐞𝐩𝐚𝐫𝐞 𝐚 𝐟𝐮𝐭𝐮𝐫𝐞 𝐦𝐚𝐧𝐚𝐠𝐞𝐫 ?