In a world where leadership is associated with the size of the team you manage or the territory you oversee, these people feel left out if they are not made people managers. Making them leaders could be a double whammy—you lose a great contributor and get a poor leader instead! ‘You have to give them a great career path and power them, open up the door and let them do what they love doing. Recognize their brilliance but make sure they understand their own weaknesses,’ suggests Pramod Bhasin.13
