When a talented team member moves up in their company or department into a managerial role, it’s natural to assume that person will excel in their new leadership position. However, not everyone is cut out for management, and it’s essential for senior leaders to ensure the middle managers they promote are the best fit for the job.
To that end, 15 members of Forbes Coaches Council share some key warning signs that a newly promoted manager may not succeed in the long run. If any of the traits outlined below sound familiar, it may be time to help a new manager course-correct or move into a different role that better suits their strengths.
Forbes Coaches Council members share warning signs a newly promoted manager isn't the right fit.
Photos courtesy of the individual members.1. Staying Neutral On Managerial Decisions
The person is actively practicing avoidance by being neutral on all managerial decisions. This is identified when high performance and high potential are consistently not highlighted. Additionally, the opposite situation may also exist, in which no one is being held accountable for missed expectations. - Anthony Howard, HR Certified LLC
2. Lacking Strategic Mindedness
I’d be concerned to see a lack of strategic mindedness, a fracturing of relationships in their team or a lack of clarity and drive. However, before assuming they were not a “good fit,” I’d want to explore whether there were developmental issues we could help with to support their journey, or if this was a stubborn personality trait or skill set that would take too long to change. - Nick Bolton, Animas Centre for Coaching
3. The Team Reacting Unfavorably
To watch for clear warning signs, senior leadership and department heads should see who from that team is cheering for the person being promoted. A leadership skill that’s not measurable is the degree to which the person is respected, admired and an overall good person to work for. A quick way to assess that fit is the degree to which their team is cheering for them! Jerks are not celebrated. - Sohee Jun, S.J. Consulting, LLC
4. Trying To Make Changes Too Fast
Trying to implement too much change all at once is a clear sign of a bad managerial fit. In striving to do a good job, some new managers get overenthusiastic and try to improve everything all at once. And while change might be needed in certain areas, it is important to listen first and then decide on the top priority. Start with that change. If it is chosen well, it will likely resolve some of the other issues as well. - Rajeev Shroff, Cupela Consulting
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5. Displaying Bullying Behavior
The transition to manager is not always smooth, even for successful managers. Given a reasonable training period, employers should be concerned about reports of bullying behavior. Most unsuccessful practices can be addressed and fixed. However, a toxic or unkind personality can only change with self-reflection, coachability and a focus on developing a higher level of emotional intelligence. - Michael Timmes, Insperity
6. Receiving Negative Feedback
When three people you trust implicitly within the organization—and who are not necessarily close in relationship to each other—give you an indication thusly, the individual in question may not be a good fit for management. Be mindful of gang-ups; mobs do irreparable damage to your team culture. - John Evans, Evans&Evans Consulting
7. Being Stuck In A Single-Performer Mindset
A lot of individual performers do great in reaching and exceeding their own goals, but when promoted, they have a hard time switching from a single-performer mindset. When the new manager’s team is not performing well, that is an early sign to help them shift their mindset from a single-performer to a leader, and teach them managerial skills—coaching, delegating and managing performance. - Sonia Maslovskaya, SoniaMPower
8. Lacking Leadership Skills
The biggest challenge for talented managers is a lack of leadership skills. People who are good at managing things might feel that they can also manage people in the same way. As trailblazing computer scientist Admiral Grace Hopper noted, “You manage things; you lead people.” Trouble brews quickly when managers fail to understand this—and it boils over when their subordinates silently quit or outright leave. - Philip Liebman, ALPS Leadership
9. Team Members Atypically Underperforming
If the new manager’s team/people are atypically underperforming, seem unusually unhappy in their role, or a normally high performer is no longer executing well, it’s time to pull a team member or two aside to find out what’s going on. Also, talk to the manager’s peers to understand the challenges they have. Small tweaks should be considered first for a new leader, along with fast feedback so that required changes can happen. - Lauren Cooney, Spark Labs
10. Staying Silent
The new manager should be coming to their leadership role with thoughtful questions. Silence is one big warning sign. There should be fluid, thoughtful and appropriate communication. If there isn’t, then something is probably wrong, and no one wants to say it out loud! - Michele Cohen, Lead to Growth Coaching
11. Focusing Too Much On Their Own Success
One big warning sign that a talented team member is not a good fit for the managerial role is if they become too focused on their own success and don’t take care of the success of their team. - Willena Long, Career Boss Academy
12. Being Paralyzed By Indecision
If a newly promoted team member is observed being paralyzed by indecision, this is one big warning sign for senior leadership. Leaders and managers make critical decisions that could have a significant impact on a team and organization as a whole. Allowing the team member to lead a few projects or initiatives would be essential in evaluating performance prior to confirming the promotion. - Tinna Jackson, Jackson Consulting Group, LLC
13. Treating Team Members Negatively
Watch out for the way they treat their former colleagues. It is key to notice how they handle the newfound seniority among peers to understand the values they bring as leaders. If they can handle their position without undermining their former peers and can communicate and inspire them, then you’ve got the right person. - Devika Das, CORE Executive Presence
14. Lacking Delegation Skills
So often, the most talented people get stuck in the day-to-day because they don’t trust anyone else to do it properly. Instead, they need to focus on training someone else to do the tasks so that they can more effectively drive the team forward. - Jim Judy, TryFranchising.com
15. Not Feeling Happier At Work Now
Ask this new leader one question: “Since your promotion, are you more energetic and happier to get to work now?” Watch closely their reaction. If they are not right for management, they will show it emotionally in their face. If they don’t immediately show they are happier, help them find another position. Answering this question will help you both find the right place for them to thrive. - Dr. Jayne Gardner
