As deliberate leaders, one of the most important decisions you will make is determining when to promote a team member. There’s a fine line between recognising potential and ensuring that an individual is truly prepared for the next step. While the temptation might arise to offer a promotion early, in the hope that the individual will “grow into the role,” this approach can backfire. Promoting when someone is not ready risks overwhelming the employee, stalling team progress, and impacting the organisation. 

When a team member is ready for promotion, the growth feels organic. They have demonstrated competence, accountability, and consistent performance in their current role. They are not just performing well but also showing leadership potential and the ability to take on broader responsibilities. Promoting at this stage allows both the individual and the team to flourish. The team sees a clear path of development, fostering motivation and reinforcing a culture of recognition based on merit.  

On the other hand, promoting someone who isn’t yet fully prepared can create undue pressure on the employee and the organisation. Expectations are raised, and the person may struggle to meet them, leading to frustration and decreased morale. It’s important to remember that being good at one role doesn’t automatically guarantee success in the next. A deliberate leader recognises this distinction and ensures the individual has both the skillset and mindset to transition smoothly. Taking the time to support their development and readiness avoids setting them up for failure. 

Of course, it’s essential to differentiate between someone who is hesitant due to self-doubt and someone genuinely unprepared. Often, high performers may hesitate to step into new roles, not because they lack ability, but because they underestimate their readiness. In these cases, deliberate leaders must offer encouragement and mentorship, helping the individual recognise their strengths and the reasons they are well-suited for the new responsibilities. By promoting someone who is ready, even if they don’t feel entirely confident, you affirm their value and potential, fostering trust and loyalty. 

In contrast, when promotions are based on urgency or a quick fix to fill a role, the long-term consequences can be significant. A team member placed into a role they aren’t prepared for may feel overwhelmed, leading to performance issues, burnout, and potentially even turnover.  The rest of the team may feel the strain of supporting a leader or colleague who isn’t fully equipped to meet their new responsibilities, creating additional stress and inefficiencies. 

The right promotion at the right time is about aligning an individual’s readiness with organisational needs. This creates a win-win scenario where the individual steps confidently into their new role, fully supported and equipped for success, and the organisation benefits from a stronger, more capable team. Deliberate leaders are patient and strategic in this process, ensuring that promotions serve as a tool for sustained growth, not as a solution for short-term needs. By promoting team members when they are truly ready, leaders build a resilient, engaged workforce that can rise to future challenges and opportunities. 

In the end, the timing of a promotion is as important as the decision itself. When approached with intention and care, it can elevate the entire team.  Deliberate leadership means focusing on long-term success over quick wins, and consistently balancing these needs to best serve the organisation. 

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