So you decided to promote your sales star into a management role… 

To increase the likelihood that this person will succeed, here are a few tips: 

Have a conversation with your sales star about what the sales management role would entail. Let the individual express honestly, without fear of reprisal, what he or she sees as both the positives and negatives of the role. Determine whether you can work together to counter any potential negatives. 

Let the sales star tag along with you for a week and see exactly what you have to deal with on a daily basis, allowing time for questions and clarity along the way. 

Explain the expectations for the role. State specifically what this individual will be held accountable and responsible for. How comfortable is he or she in holding others accountable, others who were just yesterday their peers? If there’s any question on your part regarding whether this individual can stand tough, do further digging for the truth. Provide one or two hypothetical situations where a sales person isn’t making his or her numbers and mentor how you would handle the situation. Then let your sales star put into his or her own words how the situation would play out. Debrief in depth. 

Be clear on the amount of training and support you’ll provide this individual. Haphazard training or inefficient systems in place will only lead to frustration and a very long learning curve. You’re obligated to do everything you can to help this individual succeed. Set structure to the transitional process. 

Lead by example. Set realistic goals with timelines that the new manager helps to create. Have ongoing conversations regarding what challenges the new manager is facing and what he or she may need from you in order to experience greater job satisfaction. Don’t watch your clock when it comes to mentoring. 

There are a few, select individuals who can excel as both a sales contributor and a sales manager. These individuals are truly unique in that they can wear two hats simultaneously and succeed in both roles.