It is generally believed that career progression (specifically the opportunity to earn more) involves taking on additional responsibility which includes supervising and ultimately managing people.  As such, given the opportunity, people who are looking to ‘advance’ will put themselves forward for these positions when they become available.

Most people, however, have no interest in managing people. Managing people is difficult – it involves patience, empathy, tough discussions, tough decisions, towing the company line during difficult times despite not agreeing with the direction, listening to people’s problems and excuses, and so on. How many people honestly want to do all of that? Few. As such, it is no wonder strong managers are hard to come by.

If you have employees who genuinely want to manage people, invest in them! Get those employees the coaching and training they need in order to grow in to the position. They are the ones who will be best suited and can be taught the ins and outs of effective managing. Having the desire to manage is key to the ultimate success of a Manager. What cannot be taught, is how to genuinely want to manage people, so putting people in to the role of Manager who do not have a desire to do it, will not work out well.

If you are an employee wanting to advance in your career, and you have no interest in managing people, look at other ways to take on responsibility and to contribute which will increase your value to a business without having to manage. It is possible you might not earn quite as much, but you will almost certainly be better and happier at what you do.

I previously blogged about the importance of Staying Connected on LinkedIn. That was in 2012.

Today I feel compelled to make a comment about Communication Expectations…in 2014.

An executive candidate I met, someone with a solid track record, an engaging personality and earning 6-figures, has turned out to be, in my opinion, disconnected. In 2014. Now, this is someone who came to me – he is actively looking for a new position- but when I had an opportunity for him, I had a hard time finding him!

I emailed him, but after 24-hours, there was no response.

I checked his CV for his cell number, but he had only noted his home number.

I was taken aback. Someone looking for a new position with no data on his cell to see email, no cell phone on his CV to get a call during the day (at least to get voicemail), and sending  a clear message that he is only available from home, after hours.

What? It’s 2014!

I finally got a hold of him. I phoned him on his office line. Now he was taken aback. I asked if he texts. Nope.

I know I am harping, but it is 2014. Businesses expect people to be available. Always. Good or bad, this is what it is. And at a senior level? Absolutely required. How do you present yourself as a valuable, compelling, senior manager to join an executive team if you are disconnected from today’s communication reality?

Am I wrong about this?

If I were hiring an executive – if I were hiring pretty much anyone, for that matter- I would want someone who at the very least, is current. If they are not current on what is considered to be the communication norm of today, where else are they lagging behind?

Best not to be that person. Just my opinion, of course…