Leadership pathway
Promote RSD to VP of Sales — What Must Be True
Promoting a strong RSD to VP fails when the job expands to org design and board-level forecast ownership without a readiness plan. Use a clear bar—then post externally if the bench is not ready.
Readiness bar
Quota success ≠ VP readiness.
Skill gaps
Org design and board fluency must be coached.
External option
Post free if the bench is not ready.
What strong leaders deliver
- Define VP competencies beyond regional quota
- Create a 90-day stretch plan before title change
- Backfill the RSD role before promotion creates a hole
- Install forecast and leadership standards the new VP will own
- Decide promote vs hire-out with evidence—not loyalty alone
Interview prompts
- What VP skills is this RSD missing today?
- Who backfills the region if they move up?
- What would make you hire externally instead?
- How will you measure the first two quarters as VP?
- What coaching will you provide in the first 90 days?
Signals to weigh heavily
- RSD already develops managers and influences peers nationally
- Comfortable in executive forums with clear metrics
- Has redesigned coverage or hiring standards—not only hit number
- Wants the VP job for scope—not only compensation
- A credible backfill exists for their region
Planning an RSD → VP move—or hiring externally?
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