The Wake Up Eager Workforce Podcast · 2026-07-21 · 21 min
When several capable people want the same leadership role, the best decision comes from clearly defining what the position requires and evaluating each person's true fit - not simply rewarding ambition, tenure, or visibility. TOP 3 TAKEAWAYS 1. Wanting the role does not automatically mean someone is suited for it. Ambition can be valuable, but desire alone does not tell you whether a person has the judgment, leadership approach, emotional maturity, or personal skills the position requires. Someone may genuinely want the promotion and still be a better fit for a different path. 2. Define the role before comparing the people. Promotion decisions become emotional and political when leaders begin with the candidates instead of the job. First identify what success in the VP role actually demands - its priorities, challenges, leadership expectations, and critical competencies. Then evaluate each person against that standard. 3. A thoughtful decision protects both the organization and the candidates. Promoting the wrong person can damage performance, relationships, and confidence across the team.
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