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Making the leap from Assistant Manager or Senior Associate to Tax Manager is a pivotal career move. It’s where you start to step away from just doing the work and move towards leading it.

But many talented tax professionals stall at this level—not because they’re not capable, but because they haven’t shown they’re ready for the shift in mindset, skill set, and visibility.

Here’s how to position yourself for promotion—and make sure you’re seen as a future Manager, not just a high-performing technician.

1. Show You're a Safe Pair of Hands—Without Constant Oversight

Managers need to own workstreams. That means delivering high-quality outputs without needing to be micromanaged.

Ask yourself:

• Can I plan and manage a full client compliance cycle?

• Do I take initiative, or wait to be told?

• Am I updating Partners/Directors before they need to chase?

Tip: Speak the language of ownership. Use phrases like “I’ll lead on this” or “I’ll update you once the draft is ready.”

2. Start Thinking Like a Reviewer, Not a Preparer

To step into a Manager role, you need to show that you can review and coach others, not just produce work yourself.

Demonstrate that you:

• Spot patterns and recurring issues

• Catch mistakes before they escalate

• Give clear, constructive feedback to juniors

Tip: Offer to do informal reviews for newer team members—then ask your line manager if you can start reviewing low-risk work as part of your development.

3. Be a Link Between the Team and Leadership

Managers are often the first line of communication between the team and the Partner or client.

You need to show you can:

• Communicate updates confidently

• Flag issues early (with proposed solutions)

• Handle light client queries or meetings independently

Tip: Volunteer to run client calls or team check-ins when your current manager is away—you’ll quickly build visibility and trust.

4. Understand the Bigger Picture

Being a Manager means understanding why things matter—not just how to do them.

Start showing:

• Commercial awareness (e.g., scope creep, write-offs, client expectations)

• Awareness of deadlines across multiple clients

• Willingness to improve processes, not just follow them

Tip: Ask to join BD calls, internal resourcing meetings, or feedback sessions—you’ll gain insight into the business side of the firm.

5. Act Like a Manager Before You Get the Title

Firms promote based on readiness, not potential. You need to behave like a Manager now, not wait for the title to start.

Do you:

• Take responsibility when things go wrong?

• Offer help proactively to junior team members?

• Step up when your manager is away or overloaded?

Tip: In your development review or promotion conversation, bring examples that show how you’re already operating at Manager level.

Final Checklist: Are You Manager-Ready?

Use this self-assessment to check your readiness:

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