Day 49: How to Promote the Right Team Members (Not Just the Loud Ones)
Some team members are loud.
Some are likable.
Some are good at looking busy.
But that doesn’t mean they’re ready to lead.
The worst mistake you can make is promoting the wrong person—
just because they’re visible.
If you want a strong brand,
you need to reward performance, not politics.
What’s not working:
Promoting based on time served, not value delivered
Giving titles to avoid conflict or “keep people happy”
Letting charisma outweigh character
Elevating people without a leadership test
When the wrong person gets the role,
the right people stop trusting the system.
Related: The Fastest Way to Spot a Weak Leader (Day 47)
What you’re looking for:
✅ A promotion path based on clear expectations
✅ Leaders who earn respect before they get the title
✅ Team buy-in because the system is transparent
✅ Less drama, more direction
✅ A leadership team that was built—not just given
Here’s how to make the right call:
Create a leadership scorecard. (What traits matter most?)
Have a 30–60 day trial window. (Before the title sticks.)
Check how they lead without being asked. (Ownership shows early.)
Ask the team—quietly. (How do others feel when they lead?)
Don’t promote to fill a hole.
Promote because someone already shows they can lead it.
How we help:
We help brands install Promotion Frameworks that:
Define what “ready” looks like
Remove emotion from the decision
Test leadership before rewarding it
Create a team culture where every step forward is earned, not given
One brand restructured its promotion path—
They removed one toxic “lead,” replaced them with a steady performer, and morale flipped in two weeks.
Related: The 4 Types of Team Members (and How to Lead Each One) (Day 35)
Next Step:
Want help building a leadership pipeline that rewards the right people—and avoids costly mistakes?
Start by filling out this short form.
If we’re aligned, you’ll get access to book a 1-on-1 strategy session with me.
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