Promoting the Right People
Ready — It’s a challenge every leader faces: promoting people. Make the right choice, and your organization thrives; make the wrong choice and your organization founders. The father of modern management, Peter Drucker, studied this challenge for some sixty years, and developed a few key guidelines for promoting the right people.
Set —Drucker believed that promoting the right people is one of the most critical responsibilities of a leader. When done correctly, it strengthens the organization; when done poorly, it can cause lasting damage. His approach to selecting future leaders is found in three key principles.
Promote for Record, Not Popularity: Focus on what individuals do well, not just on how well they are liked. Promote competence, rather than convenience. Assess a candidate’s strengths and how those strengths contribute to your organization’s success. Ask, “Does this person have a track record of delivering results?”
Promote for Fit, Not Talent: Focus on an individual who aligns with your organization’s culture rather than just skills. Technical skills can be developed, but character and cultural fit are hard to change. Ask, “Will this person strengthen team dynamics and uphold the organization’s mission?”
Promote for Tomorrow, not Today: Focus on future opportunities, not just today’s challenges. Select individuals with the potential to lead the organization forward. Ask, “Can this person lead our organization into the future?”
Grow! — Promoting people isn’t just about filling positions; it’s about building the future of the organization by placing the right people in the right roles. Thoughtful, strategic promotions pave the way for long-term success.
Two Questions
What criteria do you look for when promoting someone in your organization?
Which of these three guidelines are you missing in your process for promotions?