“One of the great pitfalls is that we just throw them in the deep end and assume they're going to swim. And when they fail, we say, oh well, they just weren’t up to it.”   Chief, in today’s minisode and YouTube video, I’m going to dive into some reasons for why so many people struggle with the shift from a technical, hands-on role into a leadership role, and how you as their leader can ensure a more smooth transition. The reality is that a lot of leaders are promoted based on their technical abilities and not so much on their leadership capabilities, the misconception being that you ‘earn your stripes’ through being hands-on and experienced. This approach so often leads to poor outcomes and staff turnover, and for the promoted person feeling hopelessly out of their depth. 🎧👉 chiefmaker.com/335 👂   DOWNLOAD THE CHIEF MAKER GUIDE FOR SENIOR LEADERS ON HOW TO HAVE DIFFICULT PERFORMANCE CONVERSATIONS: chiefmaker.com/difficult   So today, Chief, we’re going to talk about: ✅  Why technical staff land up being poor fits for strategic and leadership roles ✅  The Professional Excellence Framework known as the Chief Maker GREAT Method, and ✅  How to help your leaders and up-and-coming management avoid the poor performance and isolation that often comes with not supporting this role transition.   Deal hope, Greg   Follow Chief Maker 📝 Subscribe to the Finish Strong monthly newsletter and podcast drops 👍 Follow Chief Maker on LinkedIn 📈 Join the waitlist for the Chief Maker MiniMBA 🎓 Take one of the Chief Maker Academy courses 🍏 Give The Inner Chief podcast a 5-star rating on Apple Podcasts 🎵 Give The Inner Chief podcast a 5-star rating on Spotify 🎬 Subscribe to the Chief Maker YouTube channel 🤝 Connect with the Chief Maker