Dozens of you weighed in on the most common reasons why these promotions don't go smoothly (check out all of the brilliant insights here).
Based on those opinions as well as my own experiences, I've put together three quick tips for companies to follow to facilitate a smoother transition to MUL roles.
1. The Magic of Mentorship
One of the most cited reasons for MUL transition troubles was due to the lack of mentorship available to new leaders. More than 90 percent of small- and medium-sized businesses agree that mentoring can lead to greater success, yet in practice, it can be a difficult program to implement. And understandably so because, quite frankly, everyone already has so much on their plates.
But think of it like this: Instead of having MULs mostly flounder and "learn on the job," mentorship offers the opportunity to shorten the learning curve by providing more consistent support along the way. Considering that MULs can impact dozens of GMs, hundreds of employees, and thousands and millions of customers, pairing up an established MUL with a new leader for a few weeks seems like a much smaller sacrifice.
2. Round out the Skillset
I'm a firm believer that cultural fit can often trump a candidate's qualifications. However, MULs require an entirely different skillset than GMs, some of which may not be easily teachable. In general, the GM skillset leans slightly more toward hard skills, while successful MULs need a heavier dose of soft skills.