What if They Don't Want to Be Managers?

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The debate over whether leaders are born or made wages on, and despite not having a clear answer people continue to be promoted to leadership positions.

The question is: what happens if people don't want to lead others?

Being a Manager is hard.

Some gravitate to the role because their personality lends itself to the position. On the other hand, others are noticed for their excellence in their jobs, and just don't see themselves in that type of leadership position.

There is more to it, though. Chances are if you offer the latter employees a manager role they won't turn it down.There are many reasons that people take on a responsibility they don't want. It may be because they feel it would be disrespectful to not accept, or the pay increase might be hard to forgo. Maybe the reality is they simply can't turn it down. They are needed in the role; it's what's best for the company.

The problem is they assumed that leadership position for all the wrong reasons, making a tough role, tougher.

So what do you do?

Live within your reality.

If you have an employee who is innovative, good at his or her job, and moving the company forward and that person is not knocking down your door to lead others, recognize that this may not be the goal.

A company shouldn't assume that every employee wants this great responsibility. And, that only those employees who do want it are always best for the role.

Take the time to learn what might be holding them back from wanting to manage others, and then take those concerns seriously. Maybe it's as simple as their perception of leadership within your organization, and just one conversation can move the needle to create more excitement about the role.

Engaging with those moving into manager positions and really learning about how they perceive leadership will better help you support them.

It might even redefine how leadership looks within your organization.