From Star Performer to Struggling Leader

If you’ve ever promoted your #1 salesperson or your most efficient technician only to watch their team’s morale (and their own confidence) plummet, you’ve seen the "Peter Principle" in action.

A recent Gallup study reveals a startling reality: 65% of frontline supervisors were promoted based on their technical performance or tenure, not their leadership potential.

As coaches and trainers in the corporate leadership world, we see this daily. We reward our "stars" by giving them a job they never asked for and aren't prepared to do. In the process, we push them through a jarring transition through The Four Levels of Competence, often without a safety net. What are these four levels..? 

The Competency Journey of a New Leader

When we promote a high-performer, we are asking them to move from being an "expert" in their craft to a "novice" in people management. Here is what that looks like:

1. Unconsciously Incompetent (The "I've Got This" Phase) In their first week, the new supervisor doesn’t know what they don’t know. They assume that because they were the best at "doing the work," leading others to do it will be easy. This is the danger zone where Gallup finds engagement begins to slip because the manager is blind to their own gaps.

2. Consciously Incompetent (The "Reality Check" Phase) Suddenly, a conflict arises, a deadline is missed, or a direct report pushes back. The new leader realizes: "I know now what I don't know." This is where burnout hits hardest. According to Gallup, only 45% of frontline supervisors received leadership training in the last year. Without support, this stage leads to "The Performance Tax," where team productivity can drop by as much as 7.5%.

3. Consciously Competent (The "Intentional Leader" Phase) With the right coaching, the leader starts to build a toolkit. They know what they know, but it takes effort. They have to think hard about how to deliver feedback or how to delegate. It’s not "natural" yet, but it’s effective. Gallup’s research shows that supervisors who receive intentional training are 79% more likely to be engaged.

4. Unconsciously Competent (The "Second Nature" Phase) This is the gold standard. Leadership becomes second nature. They don't have to "try" to be a coach; they simply are one. They don’t even realize the depth of their own expertise anymore, it’s just how they show up.

The Cost of the Training Deficit

We are setting our best people up to fail by expecting them to skip from "Level 1" to "Level 4" through "trial by fire." When we promote for technical skill but fail to train for leadership competence, we lose a great worker and gain a struggling boss.

Leadership isn't a reward for past performance; it’s a completely different career path that requires a completely different set of muscles.

How are you supporting your leaders through these levels?

At Monarch Coaching, we specialize in moving "accidental managers" out of the frustration of conscious incompetence and into the confidence of mastery. Whether you need to equip newly promoted supervisors or build a pipeline of "ready-now" emerging leaders, we are your reliable resource for sustainable growth.

👉 Learn how Monarch Coaching can transform your emerging leaders at our website: www.MonarchCoachingCo.com

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