Why Choose an Engineering Manager Role Over Remaining an Individual Contributor

Engineering managers play a critical role in companies, yet many professionals hesitate to move from their current positions as individual contributors. Transitioning to a management role means more than just a change in title; it requires a shift in mindset and a new set of skills. This article explores the reasons why someone might choose to become an engineering manager instead of remaining an individual contributor.

Why Some Seek to Leave the Bench and Move to the Desk

There are a variety of motivations for choosing to become an engineering manager, beyond the obvious benefits of increased income and status. For instance, if the scope of impact one’s work can have is significantly greater when part of a team, this alone can be a prime motivator. As one contributor eloquently put it, individual efforts may solve problems within a given timeframe, but a team can solve much larger and more complex challenges for a wider audience.

Additionally, as physical and health conditions start to interfere with daily work and career progression, furthering your career as an engineering manager can make better use of your skills. If vision problems or unexplained physical tremors begin to affect your work, a change in focus to a new area can be both sensible and productive. Moving to a different role allows your talents to be utilized more effectively as you continue your career journey.

New Opportunities and Technical Breadth

Engineering managers also benefit from new opportunities and the chance to engage with a wider range of technical disciplines at the onset of new projects. This exposure can provide a more comprehensive understanding of the technical landscape and foster innovation. When transitioning from an individual contributor to a manager, one might move from flight management into flight controls and system integration, and from development into operational support and certification. This shift allows for a broader perspective that can drive the success of the entire organization.

Challenges of Moving to Management

While there are clear benefits, the transition to management is not without its challenges. The skills that made someone successful as an individual contributor do not always translate well to a management role. Leadership, communication, and team management are just some of the areas that might lack proficiency for a newly minted manager. However, if awareness of these challenges is raised, careful application of the appropriate managerial strategies can overcome such obstacles.

Managers are often tasked with the "herding cats" role, where it is essential to guide and motivate a team to achieve a common goal. This can be particularly challenging for those who are used to solving problems alone. It’s important to recognize that leadership and management are art forms that require deliberate practice and learning.

The Role of Career Concepts and Anchors

Understanding career concepts and anchors can also provide valuable insight into the decision-making process. Career Concepts, as defined by Driver/Brousseau and Ed Schein, outline different career paths and the success criteria for various roles. For example, the “Linear” career path is focused on traditional promotion, while the “Expert” path emphasizes becoming a master in one’s field. The “Spiral” path is about continuous learning, and the “Transitory” path involves seeking roles outside traditional work environments.

It's important for individuals to recognize that not everyone is or should be aspiring to be a manager or leader. Wise individual contributors don’t assume that everyone desires or is suited for managerial roles. Many are content in their current positions, and this is perfectly valid. Promotions should be approached with careful consideration, taking into account the specific skills required for success in a managerial role.

Moreover, recognizing the dual career ladder concept, developed first by TRW, can guide individuals in making informed decisions about their professional paths. This model suggests that there are parallel career tracks for both technical and managerial roles, providing a more holistic view of career advancement.

In conclusion, while the transition from individual contributor to engineering manager can be challenging, it offers unique opportunities for growth, impact, and innovation. By understanding the potential benefits and challenges, and making informed decisions based on personal career concepts and anchors, individuals can navigate this transition successfully.