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Hey Reader,

I once had a conversation with an organization about one of their employees who had recently been promoted into management..
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On the surface, it made sense.

Everyone liked him. He was good at his job, dependable, thoughtful, and the person people trusted when the work got complicated.

So when a leadership role opened up, promoting him felt like the natural thing to do.

Until....

He was spending less time doing the work he was great at and more time navigating team issues, coaching conversations, performance concerns, and meetings that required a completely different kind of skill.

The promotion was not a bad idea.

It just raised a bigger question that organizations do not always pause to ask:

Does this person actually want to lead people, or does this just look like the next step?

That question is at the heart of my latest article, “Do You Want to Lead People or Just Chase a Title?”

I personally don't think every great employee needs to become a manager.

I do think every organization needs to be more intentional about how leadership is developed.
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Let me know your thoughts.

How I Help Organizations Develop Stronger Leaders

As a Leadership Development Consultant, I help teams strengthen the everyday leadership skills that often get overlooked until there is already tension, confusion, or inconsistency inside the workplace.

Training topics may include communication, accountability, decision-making, conflict management, team alignment, leading through change, and helping new or existing managers lead with more clarity and confidence.

If your organization wants to strengthen leadership skills, support newly promoted managers, or prepare future leaders before they step into bigger roles, I would be glad to talk through what that could look like.

Reply to this email or schedule a complimentary consultation, and let’s talk through what your leaders need next.

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At your service,

Donna Franklin West, MHA, PMP, CSM

Leadership & Project Alignment Strategist

​www.donnafranklinwest.com​

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