Consensual Abduction
Some of the best leaders I know became managers suddenly, unexpectedly, and even against their will or interests. One day they’re using a…
Some of the best leaders I know became managers suddenly, unexpectedly, and even against their will. One day they’re using a Simpsons character as their Slack avatar, and the next day they have a legal disclaimer in their email signature. They just get beamed up from the rank and file to join the people in the mothership.
It can happen to anybody, but not always the right people. I’ve spent years trying to get nascent leaders recognized for their management potential, only to see folks with tiptop functional skills get the bump instead, making both the functional and management team weaker.
It’s just not fair. So many of the people I talk to feel that their career development is stalled for wont of the opportunity to be a people manager.
Happily, the world has gotten wiser about providing career development tracks for “individual contributors.” It is so much better than it used to be. There are also plenty of ways to grow as a leader and be recognized by your peers and community without becoming a manager.
Here are four ways to break the “cold start problem” and become a people manager without prior management experience:
1. Be part of a fast-growing team. As it grows, specialize. Become known as the senior in that specialty. Propose that new hires with the same specialty report in to you.
2. Become responsible for hiring, onboarding, training, and overseeing freelancers and vendors in your team/org/company. This experience gives excellent credibility for developing managers with minimal risk.
3. Extra-curricular experience as a mentor, trainer, organizer, speaker, or event planner are all leadership signals to your current or prospective manager.
4. Mentor a junior colleague in a similar discipline from your team or another. After some time and careful co-ordination with the relevant managers, propose that the two of you form a new team with you as the manager.
I call this last method “consensual abduction” but please don’t repeat that. This is one of my favorite tricks for stealthily minting a new manager without inviting much scrutiny.
Both people gain a new “ride or die” buddy, the manage-ee gains a more specialized team, and a manager who is probably more committed and engaged. Yahtzee! I really shouldn’t even be telling you about this trick. Please keep it to yourself.
Other tactics: Training and certifications aren’t a bad idea, but many of the managers I know got their start without any credentials. Including this guy.
If you set your intention to become a leader, the hardest part is having the patience it takes to earn the trust that comes before the responsibility. But if you want it, you can do it. Yes you can!
Managers: Let us know how you did it and you’ll help to inspire our future leaders! Here’s your chance.