Working with a client this week, I came across one of those situations where a manager’s emotions can get confused.
I recall a training video where the manager concerned feels that if he develops his people enough, then they might be good enough to, well, get promoted and then they would leave him. And his misguided concern is that they will leave him to struggle!
The situation this week was similar. It was time for the manager’s trainee to move to a new deputy role, in a different arm of the business.
The manager was noticeably glad for the trainee, yet I could also sense a hint of sadness that he was losing a valuable member of the team – one who he’d nurtured himself to an enhanced level of performance.
In fact, losing people to new challenges – especially when they have developed to their potential – is pretty much always a good thing.
Managers who deliver great team members who are capable of moving onwards and upwards can celebrate with them – in more ways than one.
Firstly, that they (the manager) have done a great job. One where they have used their people skills to draw from that individual all the possibilities that they had within them.
Secondly, that the individual will be moving on to better personal opportunities for their own future (not least they often get a pay hike too!).
Thirdly, that they will learn more somewhere else – after all, one manager simply cannot provide all the growth for an individual.
Finally (and I’m aware there might be even more positives that others might be able to provide here), there’s another upside that all managers can draw from good people moving on.
There will be another new trainee right along soon. And there’s nothing like a new challenge to keep a manager sharp, engaged and able to reflect on how they themselves can evolve, as they start along the path to create new excellence from another raw recruit.