When you need to fill a position that involves management functions have the option to do so hiring someone external to the organization or promoting a promotion.
What the role demands from day one
In either case ** someone who can effectively manage people is required, manage a budget, liaising with senior management ** and all this from the first day.
A quality to look for in this situation is the conscience of the individual nature of management. A leadership role requires giving up some individual contributor tasks and take on new roles as team leader.
A good way to measure whether a candidate understands the role is to ask what they think is the direction, and how to act to lead a team in particular.
Signs to look for beyond work experience
It can also be useful interested in knowing what direction management experiences and develops outside the workplace, for example, leading a youth sports equipment, children’s activities, a team of volunteers, etc.
It is possible that these experiences have enabled him to gain insight useful in the effective management and can be applied to the workplace.
Summary
This article looks at how to judge whether to promote an employee into management rather than hire externally. It says the person needs to manage people and budgets and liaise with senior management immediately, and suggests asking candidates how they would direct a team. It also suggests that outside leadership experience, such as running youth activities, can indicate readiness.
Questions this article raises
- How reliable is outside leadership experience as a predictor of management ability?
- What should happen if an internal candidate fails this kind of assessment?
- How does this approach compare with structured internal promotion frameworks?
