As an executive coach, I am often brought into organizations to help leaders develop critical leadership and management skills – notably “soft skills” that may have been lacking in the past but were not necessarily a derailer. Often, these leaders have strong technical expertise (i.e., engineering, finance, sales, law, etc.) and are promoted based on their technical capability and performance, not their leadership ability or potential. A recent study showed that the costs of such inefficient promotion decisions are often high (https://bit.ly/3iAKnOZ).