This was an interesting podcast so thanks for putting it on the chube. I just wanted to say that one thing I think is missing from the discussion about internal promotions is that many organisations have a supervisory or leadership development programs which help people transition into people management. I see being a manager as a totally separate skillset to being 'on the tools'. So if someone has enthusiasm to come 'off the tools' and move into people management, then we should be harnessing that energy and giving them appropriate support and training to become effective leaders. I'd say it's a combination of 80% people management and 20% ID experience to be a good leader of an ID team.
Hi Kim! Thank you for chiming in about this! I fully agree with trying to support folks through different pathways. From a higher education perspective, these trainings and programs do exist, but they aren't as well designed as you would hope. Of course, I can only speak from personal experience and from what other colleagues have told me about, but I know of plenty of organizations who have these pathways, yet still hire from outside the org to bring in new and fresh perspectives. It's a tough balancing act for senior leadership, I'm sure, but I'd hope more folks would have their talents be fully utilized into transitioning from one position to another. I'm glad you brought this up!
This was an interesting podcast so thanks for putting it on the chube. I just wanted to say that one thing I think is missing from the discussion about internal promotions is that many organisations have a supervisory or leadership development programs which help people transition into people management. I see being a manager as a totally separate skillset to being 'on the tools'. So if someone has enthusiasm to come 'off the tools' and move into people management, then we should be harnessing that energy and giving them appropriate support and training to become effective leaders. I'd say it's a combination of 80% people management and 20% ID experience to be a good leader of an ID team.
Hi Kim! Thank you for chiming in about this! I fully agree with trying to support folks through different pathways. From a higher education perspective, these trainings and programs do exist, but they aren't as well designed as you would hope. Of course, I can only speak from personal experience and from what other colleagues have told me about, but I know of plenty of organizations who have these pathways, yet still hire from outside the org to bring in new and fresh perspectives. It's a tough balancing act for senior leadership, I'm sure, but I'd hope more folks would have their talents be fully utilized into transitioning from one position to another. I'm glad you brought this up!
Great chat!
I'm glad you liked it!