Why High Performers Struggle After Promotion—and How to Prevent It
Promoting top talent into leadership roles is a core part of building a strong leadership pipeline. But without the right support, even the most capable professionals can struggle to succeed in new roles.
This challenge is often explained by the Peter Principle:
Employees rise to their level of incompetence.
In other words, individuals are promoted for excelling in one role - only to find themselves underprepared for the demands of the next.
The Peter Principle in Action
Consider this scenario:
A brilliant heart surgeon is promoted to Head of Surgery because of his medical expertise.
Suddenly, success is no longer about performing surgeries—it’s about managing people, budgets, and departmental strategy.
Without leadership skills, his performance declines despite his clinical excellence.
Organizations see this all the time:
Top-performing engineers struggle as first-time managers
High-achieving sales reps falter as team leads
Global transfers fail to adapt when strategies that worked in one region don’t translate to another
Without proactive development, promotions can unintentionally set high-potential employees up for failure - leading to disengagement, stalled career growth, or even turnover.
The Coaching Solution: Build Competence Before the Promotion
Leadership coaching addresses the Peter Principle by helping employees develop the skills and mindset needed for their next role before they step into it.
Through coaching, high-potential employees learn to:
Shift from individual contributor to leader and delegator
Build emotional intelligence and influence to engage teams effectively
Develop strategic thinking and decision-making skills
Adapt to new organizational contexts, like cross-cultural or global roles
This proactive support accelerates their ability to thrive in new responsibilities, reducing the risk of derailment and maximizing ROI on your leadership pipeline.
Organizational Benefits
HR and L&D leaders who integrate leadership coaching into promotion planning see:
Higher success rates for first-time managers and new leaders
Stronger employee engagement and retention among top talent
Reduced costs from failed promotions or leadership turnover
Faster ramp-up for newly promoted leaders in critical roles
Next steps for HR and L&D Leaders
If your high performers are stepping into leadership roles, don’t leave their success to chance. Preparing them through targeted leadership coaching ensures they rise with confidence instead of struggling to keep up.
→ Let’s explore how to equip your emerging leaders to succeed - and strengthen your leadership pipeline.