Time to Lead’s Post

Stop worshiping the managerial ladder: Here's why not every promotion is a win. Why do we still treat moving into management as the ultimate sign of success? This outdated mindset ignores a simple truth: not everyone should or wants to lead. And that’s not a bad thing. Leadership isn’t just a title; it’s a shift in priorities, skills, and emotional labor. Yet many organizations dangle the carrot of a "manager" title without considering if their employees are ready or if they even want to take on the responsibility. Worse, employees often feel obligated to say yes, fearing that declining means stagnation. Here’s the kicker: being a great manager is not the same as being a great worker. Management demands empathy, adaptability, and a willingness to confront conflict - qualities not everyone is equipped or interested in cultivating. And that’s okay. Companies need to stop treating leadership as the default path for career growth and start creating real alternatives. Specialist tracks, horizontal career moves, and opportunities for impactful work without managing people are just as valid. Yet, they’re often undervalued or poorly supported. So, if you’ve been offered a promotion but feel unsure, remember this: saying *no* doesn’t mean you’re failing. It means you know your strengths, and you’re brave enough to chart your own course. Let’s normalize rejecting roles that don’t align with who we are. After all, growth isn’t about climbing a ladder - it’s about finding your fit. #Leadership #CareerGrowth #ManagementMyth #WorkplaceCulture #ThinkDifferent

When someone ill-suited for a managerial role or promotion is elevated, it can lead to various side effects: 1- Decreased morale: Employees may feel demotivated or frustrated if they perceive the promotion as undeserved, leading to decreased morale within the team. 2- Inefficiency: A manager lacking necessary skills or experience may struggle to make effective decisions, leading to inefficiencies in workflow and project management. 3- Poor communication: Ineffective managers may struggle to communicate clearly with their team, leading to misunderstandings and confusion. 4- Loss of talent: Talented employees may become disengaged or seek opportunities elsewhere if they feel their career progression is hindered by incompetent leadership. 5- Increased conflict: Poor leadership can contribute to increased interpersonal conflicts within the team, as employees may feel unsupported or undervalued. 6- Missed opportunities: A manager who lacks vision or strategic thinking may miss opportunities for innovation or growth, leading to stagnation within the team or organization. 7- High turnover: If employees become dissatisfied with the management, it can result in higher turnover rates as individuals seek better leadership elsewhere. Overall, promoting someone ill-suited for a managerial role can have detrimental effects on both team dynamics and organizational performance.

#QuestionForGroup #management #leadership #strategy #future  :Leadership Freak: ... "Peter Drucker said, “The purpose of a business is to create and keep customers.”   "The essence of strategy is choosing what not to do, Michael Porter"   3 questions for successful strategy meetings ...”   :Mike Bennett: ... If you think strategy is something else, you might be facing in the wrong direction.   If you don't ask the right questions ... You won't get the right answers.   Here are some right questions to begin the journey into the future ... Read On? ... https://bit.ly/4574j2z  :ARTPETTY: ... "Five Big Areas You Can Start Strengthening New Manager Development. :Mike Bennett: ... Let’s link arms and avoid spontaneous promotions from contributor to manager. These often sound like this: 'So and so left, and you’re great at your job. I think you’ll make a good manager, and I need you to step into this role on Monday." This is how to start a guaranteed business and personal failure. Another unplanned 'needs must' accidental Manager seduced by the extra money and the Mercedes Benz. Appointed by a just about OK Senior Manager. This is maybe how it should be done ... Read On? ... https://bit.ly/3uP3q12 #management #humanresources #future #careers #professionalwomen #motivation #personaldevelopment #leadership #hr #womeninbusiness #womenintech #mentalhealth #mindfulness #wellness #wellbeing #ceo #coo #cfo #chro #cio #cto

To the manager who's ready for more: Leading a team is great, isn't it? The satisfaction of developing talent, hitting targets, and building a high-performing unit. But let's be honest – you're itching for something bigger. The frustration of watching less qualified colleagues land executive roles is real, and it's eating away at you. Trust me, I've been there, and it's a special kind of career torment. You're the go-to person for putting out fires and keeping things running smoothly. But while you're busy in the trenches, you watch as Mark from operations, who can barely manage his email, gets tapped for that coveted VP role. Meanwhile, Sarah from HR, who you've mentored for years, is suddenly sitting in on board meetings. And there you are, stuck in middle management, wondering, "What am I missing?" The worst part? Deep down, you know you've got what it takes for higher-level leadership. You see the big picture that others miss. You've got ideas that could transform the entire organisation. But somehow, you're not quite breaking through. It's like there's an invisible barrier between you and that next level, and you're left pressing your nose against the glass ceiling. That's exactly why we created the "Fast-Track Your Career" workshop for managers like you who are ready to make the leap. In just 60 power-packed minutes, we'll help you: ✅ Master the subtle mindset shift that separates managers from leaders (hint: it's not about working harder) ✅ Learn how to showcase your strategic thinking, even if your current role keeps you bogged down in day-to-day operations ✅ Develop the art of executive presence – so you command attention the moment you walk into a room ✅ Overcome the imposter syndrome that's keeping you playing small Don't let another year slip by feeling overlooked and undervalued. No more watching less qualified colleagues zoom past you to the C-suite. No more lying awake at night, wondering if you've hit your leadership ceiling. Join us, and let's smash through that invisible barrier. We've helped hundreds of managers just like you go from team leader to organisational changemaker. Imagine walking into your next executive meeting radiating confidence, armed with the insights and presence that make others sit up and take notice. But here's the catch – we're only offering this to 100 people. Why? Because we want to ensure everyone gets the personalised attention needed to truly improve their leadership game. These spots will go fast, and we'd hate for you to miss out on the leadership breakthrough you deserve. Ready to finally make the leap from middle management to executive leadership? Grab your spot now before they're all gone. Your future executive self will thank you for taking this one small step today. Your leadership potential is too valuable to waste – it's time to unleash it. 🔗 https://lnkd.in/ewFhJq4K

Time for my $60 worth of ranting from my usual FCEO SMRT perspective: This is why nobody wants to be a Station Manager. Even if they're identified by me personally as "SM material". Even if there's slightly higher pay. This is why nobody wants to be a Service Operations Manager. The pay increment from SM to SOM, you won't really think twice... Had you in the first half. The increment is pathetic. You won't think twice about going for the promotion, especially when you will be buried by even more workload. Sure, there are perks like you can wear your own clothes but when something happens, you better mobilise yourself to be at the station like I do, ASAP. We need to learn to fight for ourselves. To cite another example, the increment from Train Captain (TC) to Crew Manager, Train (CMT) is likewise pathetic. If you don't fight with HR for the pay you deserve, you will be the small fry and digit that HR continues to see you as. I never see you quantitatively. I choose to look at things qualitatively. This is why nobody wants to be in management, even if at the lowest level. I have to agree with a saying I've come across recently: "Companies appoint managers only to find someone to blame for when something happens." And I'm sure we can all agree with this. The company is afraid because I am the only person who openly talks about the "deep-seated cultural issues" that its previous CEO dismissed as nonexistent (https://lnkd.in/grdNuvaH). The company is afraid because it knows this country will not be tolerating its mismanagement anymore. One more major RIMP is all it takes. Don't come crying to me when we are unable to recover from it. It's not a curse, it's a prophecy. The same prophecy on manpower crunch which HR ignored. Thank you.

📌The Key to Workplace Success,, The work environment is a crucial factor in the success or failure of an organization, and managers are its core component. Every appointment of a weak or ineffective manager, often justified by budget constraints, is a guaranteed step towards organizational failure. Such appointments significantly contribute to a toxic work environment... An examples of this : 1. A failing manager often welcomes mediocrity and resents high achievers. 2. A weak manager dislikes anyone who excels. 3. An ignorant manager has a disdain for those who are knowledgeable. 4. A strong manager invests in developing their team. 5. An effective manager creates systems that thrive independently of their presence or anyone else's. 6. A weak manager will never bring anything new to the table. 7. Employees leave because of their managers, not the company. 8. Employees find fulfillment in their work through their managers, not the organization. 9. Employees dislike the company's reputation when it reflects poorly through their managers. 10. Some individuals may choose to stay in a lower-paying job simply because they appreciate their manager. 🌸Choosing the right managers is essential for building a cohesive team and fostering a healthy, successful work environment,, Therefore, the most important step in the key to success in the workplace is getting rid of the bad manager. If you find this useful, you can share your opinion with us in a comment or republish it to benefit others ♻️ ➡️Follow Hind Shaddad For more important post about : #management, #Leadership, #marketing, #soft_skills.

This article provides an excellent and detailed exploration of the challenges faced by any CEO. Being a CEO is not just a role; it’s a mindset and a way of life. As Steve Jobs once said, "It's not a job, it's a calling." This blurring of lines between personal and professional life adds complexity to the position. What complicates things further is the need to manage short-term, mid-term, and long-term ROI. It’s a true balancing act to navigate these criteria and make the right decisions—decisions that ultimately rest on the CEO's shoulders alone. In my humble experience, a company is deeply influenced by the CEO's values and vision. These qualities must be of the highest caliber to ensure the company’s sustainability and provide a meaningful career path for all employees.

https://lnkd.in/drFi2eQg Trap 1: Mediocrity signals Trap 2: Strategic ‘attention deficit disorder’ Trap 3: Corporate Keystone Kops Trap 4: Misbegotten ‘big, hairy, audacious goals’ Recommended read. Some highlights based on my confirmation bias: * „The first, and fundamental, requirement is that the work be meaningful to the people doing it.“ * Motivation gap: „top-management team espoused a vision of entrepreneurial cross-functional business teams. In theory, each team would operate autonomously, managing its share of the company’s resources to back its own new-product innovations. (…) In practice, however, those top managers were so focused on cost savings that they repeatedly negated the teams’ autonomy, dictated cost reduction goals that had to be met before any other priorities were, and—as a result—drove new-product innovation into the ground“ -> avoiding waste is great but if your strategy is based on P&L only, it is not meaningful and you are not going to win. (Via https://lnkd.in/dwj7i5fw newsletter Stephan 🚀 Schmidt)

Are you struggling with the transition to your first management role? 🤷 Moving from an individual contributor to a manager involves a significant mindset shift. Discover the key challenges new managers face and how to overcome them to set yourself up for success: https://lnkd.in/e7ye7pxx #ManagementTips #LeadershipDevelopment #CareerAdvice

Unclog the Managerial Arteries "Why do we need so many managers?" Joe grumbled, staring at the sea of managers. "To manage the managers managing managers," Sue replied, rolling her eyes. Managers this, managers that. Uff … Most managers are great at two things: holding subordinates down and trying to climb the career ladder. Is that going to help our company innovate? Attract the best talent? Retain the best performers? Build a meritocratic company? Be empathetic to humans? The answer is a big fat NO! They say the cream rises to the top, but in most cases, it’s the deadwood that seems to float. Many managers want to manage while doing the least amount of work. And they become great at playing internal politics, a twisted game where the winner is the one who does the least but talks the most. Sure, not all managers are like that. But too many are exactly like that. And worse. Enter the heroes: team leaders and coaches. Coaches don’t exist to lord over people from an ivory tower. They're in the trenches with the staff, paid by how well they help people grow. They get evaluated on how well their teams grow—professionally and personally. Do you see how that is different? Instead of a #CorporatePyramidScheme, you get a dynamic, thriving team. Coaches make sure the ship sails smoothly, not by yelling orders but by steering the crew towards the horizon. And if you’re still not convinced, well, just hire another manager. What’s one more in the mess, right? Or …. You can try coaches. You can thank me later. Or send a postcard from your yacht, whichever works. #everystaffisimportant #foodandbeverage #hospitality