I am leaving my firm for a new position.

My boss hinted that he would like guidance on which of two capable (current) directs should lead the department.  Each has strengths and weaknesses but I do not wish to damage my relationship with either in making the recommendation. Further, I am not certain my leadership recommendation will be followed.


jhack's picture

 There is a cast that covers this:

If you have a good relationship with your directs (one on ones!) then there will be no surprises about your assessment of their skills.  They should know already where you think they are strong and weak.  

And it doesn't matter if your boss follows your recommendation.  It's his decision.  He wants your input.  That's good.  


Mark's picture
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Pick the one that will do the best for the organization in the role you are filling. Usually, for most management roles the primary driver there is the ability to get the most out of the team that reports to you...but not always.  I don't know enough here to say for certain, but it's likely.

If you can't choose easily, come up with a matrix of the top criteria, weight it if you like, and see what the math says.

And sorry, but stop worrying about your relationship with the one who doesn't get your nod.  If the relationship can't stand that, they forgot that you were their boss.  It's hard, but if it were easy....well, you know.

If you sense that the boss wants a recommendation but you want to really have an impact, take the time to put together a persuasive case for your boss on whom you recommend.  Go to bat.  Prepare, present, persuade.

Cheers and good luck,