A false dichotomy that many managers wrestle with is how to support the success of the business while enabling individual growth.
In particular, this is seen when managers can’t decide when to promote.
One question that often arises is:
How do you promote someone if you know they’ll make mistakes?
Yes. That is a real question I’ve heard. The answer is surprisingly simple.
Ensure the upper-bounds of a given mistake are curbed. You can avoid the upper-bounds (worst consequences) of mistakes and failure by allowing someone capable to oversee the work of someone who isn’t quite there yet. If someone doesn’t have experience making million-dollar purchases, but that’s part of their newfound responsibilities, make sure they’re paired with someone who can not only oversee those decisions, but also teach them how to do it. The alternative is waiting until people are 100% ready. If you do that, you’ll lose your A-players.
Don’t let the fear of mistakes keep you from fostering internal growth. Properly managed, it won’t impact the short-term success of the company, and will net long-term success and growth for both the individual and the company.
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