So, someone on your team wants to be a manager

An IC on your team says they're interested in management. What now?

I love having "considering a move into management" conversations, whether it's with my team or with strangers (or friends) on the internet. It's a big and exciting career shift that should be handled carefully. You don't need to make any big moves immediately, but it is a moment worth slowing down for.

Here's how I usually approach it:

1. Start with curiosity.
   Ask what's drawing them to management. Do they want to coach others? Take on more responsibility? Or are they assuming it's the only path to growth? Management is a completely different line of work, so if it's the latter, this conversation may be a short one. You should explain to them that IC and EM tracks are (and should be) separate, and career growth is possible without moving into management.

2. Reflect on what they're already doing.
   Are they mentoring teammates? Stepping up in group settings? Communicating clearly? You're not looking for perfection, just signals that they're thinking beyond their own work. If not, this is an excellent place to start. "Do the job you want" is common in management, and senior leaders want to see potential for management. Leading without authority is an excellent opportunity for them to practice management.

3. Be real about the job.
   I think we all know that management isn't coding plus meetings. It's a shift away from solving problems yourself to helping others solve them. For some, it's entirely just meetings and no code. (That's my life!) A lot of new managers struggle with this transition from projects to people---not because they can't lead, but because they miss the craft. Make sure this is something they're willing to forego.

4. Try a test drive.
   Give them a scoped opportunity to practice leadership: mentoring a teammate, owning a small project, running a retro. Then talk about what felt good and what didn't. You'll want to give them plenty of opportunities to see how they do and if it's actually something they're interested in.

5. Talk about what's next.
   Maybe the timing is right. Maybe it's not. Either way, show them you're invested. Support their growth, even if they stay an IC. Remember, promotions require a personal fit AND a business fit to move forward.