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Consequences of Turning Down a Promotion?
The Fun Guy asks: "I'm part of a research team, doing interesting work on an important topic. However, I've been getting some signals from various superiors that I might be put in charge of another team; the trouble is, that team is dysfunctional, unproductive, and the focus is not as cool as what I'm working on now. I do have career ambitions to move up the ladder of responsibility and authority, and even recently applied for a job three rungs up, mostly as a way to get noticed by the big wigs. It looks like they noticed, but that project looks like a minefield. I really think I'd rather be second banana on a great project than top banana on a lousy one. How bad would it be for my long-term prospects if I say 'Thanks, but no thanks, I'll wait for a better offer'?"
Troubled projects are always in search of fresh meat to run them. Nine times out of ten the poor sap that takes on the responsibility fails, after suffering for a long time, and screwing up his future with the company in the bargain.
Be very careful when you choose a project to run. Remember that you will forever be associated with it for good or bad. Much better to start running a new project, or one that's already in decent shape.
Facts are stubborn things.
At some stage in your career if you have any ambition you will need to accept a job that you don't really want to do in order to move ahead.
Rejecting an offer will often be seen as a sign you're happy where you are. The next offer might not come your way.
Think of it this way - at least you seem to work for a company that's doing some sort of career planning for you.
Besides, do a good job and turn a team around and you'll be very highly considered in future.
It is obvious from your description that your superiors feel the other teams problems come from the head. They also feel that you might be the person to take charge and fix the other team. If you don't feel up to the challenge, be honest about it, but expect it to effect future promotion opportunities. If you feel like taking on the challenge you have the potential to make yourself look very good. I suggest getting some good leadership books.
This signiture copied from somewhere.
Seriously, honesty in this case would be the best way to handle the situation. You should share with your supervisors exactly how you feel! They're sure to understand. They will appreciate your communicativeness. Tell them that you're really flattered for being considered for the promotion, then be frank about your concerns about the other team. Remind then that you really enjoy your present position, and let them know that you'd still be interested in other opportunities for advancement, but just not right now. If they really, REALLY want *you* to do it, then they might end up upping the ante and making you an offer you can't refuse.
Anyone can sit along for the ride on a project that is already well run and staffed with motivated people. If you really want to show your employers what you are made of, you will takeup the lead position in the lagging, "uncool" project and turn it around. This is an opportunity.
As to the consequences of turing it down think about this: Companies want people who can rescue projects, motivate staff and above all communicate setbacks to superiors effectively. You don't need to be a superstar, but declining the position will show that you are scared of a challenge and like to hedge your bets rather than commit.
Take the job and don't look back: Be direct with the existing project team and make sure that you understand the sources of their frustration and conflicts. Then decide on a direction, communicate it and provide leadership. Tell the truth and tell it early.
Good luck!
Dialectician. Archology.
My (limited) background: I've been in Tech for 10+ years, some of it as a manager, VP, SVP. I've actually gone up the ladder, gone back to being technical (coder/architect) and gone back up to management. And I've had my share of people refuse 'promotions'. I disagree with the guy who said "you're obviously the wrong person for the job." Some of the most intelligent managers out there know when to avoid a mess. I personally would much prefer choosing someone who recognizes the mess over someone who is just excited to be managing.
The answer to your particular situation depends a lot on your corporate culture. The following questions might help clarify things:
* What happens to managers who fail in your company? Are they fired? Do they get another chance?
* Does the company routinely promote technical people into management? Or do they prefer bringing in outside people? Or do they just keep the managers they have? Or to put it another way, is this your last chance? Or will there be more opportunities?
* Are you highly valued? That is, if someone says "Hmmm... X, Y, and Z are great", are you X, Y, or Z? [A mediocre worker might need to seize at any opportunity. A great one will probably get several chances.]
Some other thoughts:
* If the team is really so dysfunctional, then it's unlikely that someone new to management will be able to fix it. It sounds like they need someone seasoned enough in management to be able to use their authority easily, discern whose opinions can be trusted, defuse the existing problems, etc. You might not be a good choice.
* Make SURE that you get the authority to remove people from the project. Without requiring someone else's approval. Otherwise, you might get stuck with a bad team and the inability to fix it. (Hiring the right people is really the greatest tool a manager has - everything else pales in comparison to having the right people on the team.)
* If you don't want to take the job, you need a good excuse why you shouldn't. 'The project isn't cool' is terrible - and, at least for me, would prevent you from ever getting considered for another promotion. I want managers I can depend on, even when the work is boring but necessary.
* A good excuse might be something like: "I appreciate the offer, but our team is really working well right now and I don't feel right about abandoning them at this crucial point." or "I think we're on the verge of some critical research right now, and I would really like to stay on the team." If you can subtly make the point "well, I could do it but I think there are other things that are more important for me to do", you would be in the best position.
* Finally, if you do take the position: There is absolutely nothing (in my opinion) so kickass as turning a dysfunctional team into a functional one. For me, it rivals any coding that I've ever done. The perception that "oh, THAT team will definitely get it done." is great - and when you know you turned it around, that's a bonus.
No matter how you look at it, you all are arguing about a fictional character from the future.
Which has next to no bearing to reality.
That is, unless upper management is a bunch of trekkies and that's how you ingraciate yourself with them.
Gentoo Sucks