The following recommendations are aimed at closing the gap in leadership development (and leadership challenges) between line and staff jobs and careers.
1. Evaluate Staff Professionals for Management Potential and Intent Early
Although many staff professionals prefer to remain individual contributors, it’s not true that most don’t want to be managers or couldn’t make better managers if given proper preparation and opportunity. Roughly 40% of Fortune 500 CEOs had their primary background in finance and law, so success is not so much based on where or how one started as it is based on one’s later experiences.
The AT&T studies (Bray, Campbell, & Grant, 1974) found that 29% more of low-assessed managers were promoted than the ...