You ever notice how everyone’s quick to point fingers when things start falling apart? It’s like the minute the wheels come off, the blame game kicks into high gear. But here’s the kicker—most of these problems can be traced back to one root cause: leaders who were promoted for their technical skills but never really had the opportunity to grow the Core Skills they needed to truly lead.

Now, I’ve got to say it—every time I hear someone, sorry but I’m not sorry, especially HR folks, talk about "soft skills," I can’t help but roll my eyes. Seriously, what kind of term is that? It sounds like something you’d pick up at a weekend workshop and forget about by Monday. But here’s the truth: these so-called "soft skills"—which I prefer to call Core Skills—are anything but optional. They’re the real foundation of leadership. Without them, all the technical know-how in the world won’t save you.

The Promotion Paradox: Why Technical Skills Aren’t Enough

Here’s where things often go sideways. As I reflect on my own journey, I remember being promoted because I had proven myself technically. I had the skills to get the job done, and that’s what got me noticed. But I was lucky enough to have a coach who saw that if I wanted to succeed at the next level, I needed to grow my leadership skills too. Not everyone gets that kind of guidance, though, and too often, promotions are handed out based on technical expertise alone. Don’t get me wrong—those technical skills are crucial, but they won’t carry you very far if you don’t have the Core Skills to back them up.

Letting Go to Grow: The Leadership Trade-Off

Every time you move up in your career, there’s a trade-off—you have to give up parts of your old job to make room for new responsibilities. It’s like cleaning out your closet: to make space for new, better-fitting clothes, you need to let go of the things that no longer serve you. In leadership, that means stepping away from the day-to-day technical tasks you once excelled at and embracing a more strategic, long-term view.

This transition is where many leaders stumble. They try to hold onto their old responsibilities—maybe because they’re comfortable, or maybe because they’re not quite ready to trust others with them. But here’s the deal: to succeed as you move up, you need to shift your focus from the immediate, hands-on work to guiding your team and shaping the future.

Red Flags: When Technical Skills Aren’t Enough

When a leader moves up the ranks without developing their Core Skills and making this crucial trade-off, it’s like trying to build a skyscraper on a shaky foundation—kind of like the Millennium Tower in San Francisco. You know, the one that’s leaning because it was built on unstable ground? They even tried to point fingers at the Salesforce building, blaming it for causing vibrations, but the truth is, it was a bad foundation from the start. Similarly, when leaders neglect to develop their Core Skills, the whole structure of their leadership starts to tilt, and before long, the blame game begins:

1. Micromanagement: If a leader is too focused on the technical side, they tend to micromanage, unable to let go of the details. This stifles creativity and innovation, turning a capable team into one that just goes through the motions. And when things go south? It’s all about pointing fingers. Micromanagement often stems from the fear of incompetence—a need to control everything because you’re worried you’re not good enough at the broader leadership role.

2. Inability to Delegate: Leaders who lack Core Skills often struggle with delegation. They hold onto tasks because they trust their own abilities more than their team’s, which leads to burnout and a lack of team development. And guess what happens when the leader burns out or drops the ball? The blame gets passed around like a hot potato. This ties closely to the fear of appearing foolish—if you delegate and things go wrong, you might look bad, right? But the bigger mistake is not trusting your team.

3. Strategic Blind Spots: Technical experts who haven’t honed their Core Skills can miss the forest for the trees. They get so caught up in the details that they overlook the bigger picture, leading to a lack of strategic direction. When the team hits a dead end, it’s easy to blame everyone else instead of owning the strategic misstep. This is where the fear of failure often rears its head. Leaders might avoid thinking strategically because they fear making a wrong decision that could have long-term consequences.

4. Poor People Management: Leadership is about people, plain and simple. If a leader hasn’t developed their emotional intelligence or communication skills, they’ll struggle to connect with their team, resulting in low morale and high turnover. And when the team starts falling apart, it’s easy to blame them rather than looking at your own leadership. This is where the fear of vulnerability can really trip you up—showing empathy, connecting with your team, and admitting when you don’t have all the answers requires being open, which can be intimidating.

Conclusion: Let’s Get Our Priorities Straight

It’s time to stop calling them “soft skills” and start recognizing them for what they are—Core Skills. They’re the foundation of effective leadership. As you move up, remember that growth means letting go of some of the tasks that got you here, so you can focus on where you’re going. It’s about shifting your mindset from doing the work to guiding the work—from short-term tasks to long-term vision.

And if you’re ever in doubt, just think about me dancing around my kitchen this morning—it’s all about finding your rhythm, adapting to the beat, and leading with a little bit of flair. Having a coach to guide you through these steps is amazing; they help you see the blind spots and push you to develop those Core Skills that truly make a difference. Now, go out there and build on your Core Skills, embrace the trade-offs that come with leadership growth, and let’s drop the blame game while we’re at it—because real leaders own their role in every success and every failure.