One of the most common conversations I have with top performers on my team centers around opportunities to become a manager. It’s great to be ambitious, of course, and I love to see people rise to the next level in their careers.
But there’s an important reminder I like to give: The skills that are required to be a high-performing individual contributor are not always the same as those required to be an exceptional manager. This matters because bad managers can run off employees. In fact, Gallup’s latest State of the American Manager report says 50% of US workers