Experts explained the reasons for appointing self-confident employees as managers
Self-confident employees are more likely to be promoted, even if their competence is not higher than their colleagues. Experts explain why personal charisma can outweigh real professional achievements and what you should pay attention to when choosing a leader. All the details are in the Izvestia article.
The paradox of career growth
Roman Yerkhov, CEO of TuBi recruitment company, confirmed that self-confident employees are indeed promoted more often. He noted that it is easier for a manager to notice confidence, especially if the decision to raise is based on a personal impression. Self-confident employees are more active in demonstrating results and applying for new positions.
Psychologist Olga Kushnareva explained this phenomenon as a "halo effect": one striking quality, such as determination, makes a person perceive as more competent. She stressed that real experts often look modest because they understand the complexity of tasks, and inexperienced employees tend to overestimate their abilities.
Mistakes when choosing a supervisor
According to Yerkhov, promoting the best specialist to a senior position is a common mistake. Team management requires other competencies: the ability to set tasks, delegate, resolve conflicts, and make unpopular decisions. The expert emphasized that the ability to make decisions and take responsibility for them is more important than expert knowledge.
"I would put the ability to make decisions and take responsibility for them first, leadership skills second, and expertise third. The manager doesn't have to know more than everyone else in the team," Erkhov said.
An incompetent leader often focuses on his own achievements and ignores the opinion of the team. Kushnareva noted that such a boss reacts painfully to questions, perceives disagreement as a threat to authority and shifts responsibility to subordinates. Working under his leadership drains employees and reduces the effectiveness of the team.
"True competence rarely requires a demonstration of one's own exclusivity. Perhaps one of the most reliable signs of a strong leader is when he doesn't try to appear the smartest in the room," Kushnareva said.
How to choose a worthy candidate
Erkhov recommends that you do not perceive the promotion as a reward for past achievements. To assess an employee's readiness for a leadership role, companies should use interviews based on real cases, assessment of managerial skills, feedback from colleagues and subordinates, as well as a test period on a small project.
The main criterion for the quality of a manager, according to Yerkhov, should be a team result, not personal charisma. A mature leader recognizes mistakes, listens to subordinates, and creates a system where experts can reach their potential. It is the dynamics of the team's success after the appointment of a new boss that shows its real professional suitability.
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