From Technical Expert to Adaptive Leader: Closing the Promotion Gap

Here’s a truth many organisations don’t like to admit: most leaders are promoted for the wrong reasons. They rise through the ranks because they’re technically brilliant, not because they’re equipped to lead people. And while technical expertise is valuable, it doesn’t automatically translate into leadership capability.

This “promotion gap” is becoming more dangerous in the age of AI and disruption. Technical knowledge has a shorter shelf life than ever, but human-centred leadership skills, clarity, adaptability, emotional intelligence, are what make or break performance.

The Promotion Trap

I’ve coached countless leaders who’ve said, “I was great at my job, but nothing prepared me for leading a team.”Suddenly, they’re responsible for motivation, conflict, and culture—but no one’s trained them for it. They fall back on what they know: control, detail, and technical skills.

The problem? That approach doesn’t scale. The higher you go, the less your technical expertise matters. What your people need from you is vision, trust, and connection.

Why This Matters Now

The speed of change makes the promotion gap wider. AI is automating many technical tasks, meaning the “expert leader” model is even less relevant. At the same time, hybrid and distributed teams demand skills like empathy and adaptability. Leaders who were promoted for their knowledge are being tested in ways they’ve never experienced.

And the data is stark: Gallup research shows that 82% of companies fail to choose the right managers, often because they promote based on technical skill rather than leadership potential.

Closing the Gap

So, how do we fix it? It starts with organisations redefining what they reward. Technical expertise should open doors, but leadership skills should determine progression.

What this looks like in practice:

• Train new leaders in emotional intelligence and coaching, not just process and compliance.

• Redesign performance reviews to measure leadership behaviours as much as technical output.

• Provide mentoring and coaching to support the shift from expert to leader.

I’ve seen remarkable transformations when organisations take this seriously. Leaders who once micromanaged learn to empower. Teams that were disengaged become energised. All because the leader closed their promotion gap.

Final Thought

Technical brilliance gets you promoted. Adaptive leadership keeps you effective. If organisations want to thrive in the future of work, they must stop rewarding only what people know and start developing how they lead.

Because in the end, people don’t follow your technical expertise, they follow your courage and clarity.

If you would like to book in a time to speak with Ally: CLICK HERE.

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Ally Nitschke is a best-selling Author, an award-winning Thought Leader and Speaker. She has been working with leaders and as a Leader for over 20 years.

She is on a mission to change the way we communicate at work, to lean into those uncomfortable conversations and lead with courage.

Ally is a Keynote Speaker at conferences, delivers Transformational Programs & highly engaging workshops as well as provides Executive Coaching.