When you’re a manager, one of the trickiest moments can be when a team member asks if they should apply for an open manager role. Too often, these conversations don’t even happen - people just apply. But when someone does ask you for your thoughts (and advice), you have a real opportunity: to help them consider if it’s the right move, understand what the role really involves and see the different ways their career can grow.

This week’s video (embedded below) is a roleplay of a manager talking with a team member who’s interested in applying for a promotion. In it, they specifically ask about time management as a manager - and how it looks very different from being an individual contributor.

But beyond time management, these conversations are about so much more. They’re your chance to help your team member really consider whether this is the right move for them, understand the realities of the role and see that career growth doesn’t always follow one straight path.

1. Make Sure They Really Want the Role

Sometimes people apply for manager roles because it feels like the “next step” or what they should do, not because they actually want to lead. It’s important to bring that up early and talk about it realistically. Manager skills can be learned - but only if someone actually wants to learn them.

Ask what draws them to the role. Do they get energy from helping others succeed, or are they mostly focused on recognition or pay? If their motivation is more about external pressure than genuine interest, they may be happier — and more successful — in another growth path (and in an upcoming blog, we'll talk about how to make sure you have different "growth paths" available).

2. Talk Honestly About the Realities of the Role

Job descriptions can give an overview of a role, but the day-to-day tends to be a lot less predictable. Share what you’ve experienced as a manager:

- Time management isn’t just checking off your own list — it’s aligning your calendar with team goals and carving out space for one-on-ones, development, and support.

- Your success is measured less by what you get done and more by what your team accomplishes.

- There’s a constant balance between short-term deadlines and long-term growth.

- Leading people means balancing the work that needs to get done with the reality that your team members have lives outside of work. Recognizing and respecting that makes you a stronger, more trusted manager.

- Think about what the manager role is really like, including the positive impact. Managers have the chance to shape careers, reduce stress, and create opportunities that can ripple far beyond the team.

This kind of honesty gives your team member a realistic view so they can make an informed choice.

3. Highlight Other Skills Managers Need

Time management (which I cover in the video) is just one skill managers need. A few others that shift dramatically when you move into management:

- Communication and Coaching: You’re not just "doing" and "updating" - you’re teaching, nudging and sometimes having tough conversations.

- Delegation: Letting go of tasks you may enjoy doing yourself can be uncomfortable, but it’s critically important for creating space for others to learn and you to lead.

- Decision-Making: You’ll often need to make calls with incomplete information, balancing priorities and moving the team forward.

- Empathy: Reading the room, noticing when someone is underwater, and helping them through it becomes part of your job.

4. Have Career Conversations Regularly

These conversations shouldn’t just happen when someone raises their hand for a promotion. Make them a natural part of your one-on-ones or quarterly check-ins. Keep it simple and real-talk. You don’t need “leadership development” corporate-speak — just questions like:

- What kind of work do you want more of? Less of?

- What parts of your job give you energy, and what parts do you dread?

- Do you want to manage people, or would you rather grow as a specialist?

- If you picture yourself in a couple of years, what do you want your workday to actually look like?

This not only helps them think it through - it also shows them that growth doesn’t always mean becoming a manager.

5. Create Development Opportunities Along the Way

Give them chances to “try on” the role. Have them lead a small project, shadow you in a one-on-one, present in a team meeting - or even walk them through something you’re deciding and ask for their input. These small steps help them see what management feels like, practice the decision-making side of the role and build confidence before they step into it full time.

One More Thing - Get a Bonus Tip

When a team member says they want a promotion, your first instinct as a manager might be to worry about losing them - and what they bring in their current role. That’s normal - but it’s also something we’ll cover more in this week’s Manager Method Minute email, where I’ll share a bonus tip on navigating that feeling and handling it well. You can sign up to get the weekly email here: managermethod.com/newsletter 

And don’t forget to watch this week’s video roleplay below for a real example of how this conversation can sound in practice.

About Manager Method
Manager Method was founded by Ashley Herd, a former lawyer and HR leader turned LinkedIn Learning Instructor and speaker. We provide practical, ready-to-go training courses and toolkits for managers and employees - helping organizations build stronger leaders, foster healthier workplaces, and create ripple effects that drive real results. Learn more at managermethod.com .