Why do so many top employees flop in leadership roles?
Here’s the hard truth: being a great performer doesn’t automatically make someone a great leader.
Top performers may crush their individual goals, but that doesn’t mean they’re ready to guide, support, and inspire a team. And yet, many organizations miss this critical distinction. The result? Struggling leaders, frustrated teams, and stalled growth.
If you want to build strong, resilient teams, you need to spot the difference early. Here’s how.
Key Takeaways
Individual performance ≠ leadership ability.
Emotional intelligence is critical for effective leadership.
Struggles with delegation or teamwork are red flags.
Promoting based only on past success can hurt the organization.
Leadership assessments help build a stronger pipeline.
Development programs prepare true future leaders.
High Performers vs. Effective Leaders
Both top performers and great leaders add value, but in very different ways.
Understanding these differences is the first step to promoting the right people.
What Makes a High Performer?
Top performers hit their goals consistently. They’re reliable, driven, and focused on results. They excel in their individual roles and often set the pace for others.
But many top performers thrive because of their personal skill set, not because they can bring out the best in a team.
What Makes an Effective Leader?
Leaders inspire. They cultivate trust, foster collaboration, and guide others through challenges. Strong leaders lean on emotional intelligence, vision, and coaching skills, not just their own personal output.
A high performer who lacks these qualities may struggle in a leadership role.
Why Some Top Performers Struggle as Leaders
It’s a common trap: promote the best individual contributor, then watch them flounder in management.
Here’s why it happens:
They Struggle to Let Go
If they can’t delegate, they risk burnout for themselves and their team.
They Lack Emotional Intelligence
Without empathy and strong communication, they’ll struggle to build trust and connection.
They Focus Too Much on Individual Success
Leadership requires shifting from “me” to “we.” Some high performers never make that shift, and it can create dysfunction and resentment.
Promotion Pitfalls to Watch Out For
Mistake #1: Promoting based solely on past performance.
Being great at doing the work doesn’t mean someone is ready to lead the work.
Mistake #2: Skipping leadership assessments.
Without evaluating leadership potential, you risk putting people in roles where they, and their teams, will struggle.
How to Spot Real Leadership Potential
If you want a strong leadership pipeline, look beyond individual results.
Ask:
- How do they handle conflict?
- Do they coach and support others?
- Can they stay calm and adaptable under stress?
- Do they seek collaboration, or prefer to work solo?
- Are they open to feedback and growth?
These are the qualities that signal true leadership potential, and they’re not always visible on a performance scorecard.
Building Future Leaders
Don’t leave leadership readiness to chance. Invest in development programs that help emerging leaders build the skills they need:
Emotional intelligence
Coaching and feedback
Delegation
Change management
Communication
By preparing them BEFORE promotion, you’ll set both your leaders and teams up for success.
Final Thoughts (and Next Steps)
Great teams need great leadership, not just high performance.
When you promote with intention, focusing on leadership skills (not just past results), you’ll build stronger, more resilient teams.
And if you want help assessing leadership potential or developing your pipeline, that’s exactly what I do.
Let’s connect and build leadership that lasts.
