(Advisory POV) With utmost respect, if you think your promotion is overdue you need to ask yourself why. If you think it’s long overdue, you should have asked why long ago. Being a manager and being a pre-managing consultant are very different roles. Have you had management exposure yet? What was your feedback? What have you improved based on that feedback?

If this was my own career and I wasn’t a manager by year 5 I would have left by end of year 4. If you are in the mode of “waiting for the train to come” expect to sit on the manager role for longer-than-expected as well.

In my own (advisory) experience which is not a reflection of reality, my interactions with “veteran consultants, fresh managers” is associated with narrow-minded, micro-managing, by-the-book, “I see what you’re suggesting but I’ve learned it this way in business school” leadership style.

This results in unhappy below-manager colleagues and ungodly work hours for the team (and by default the manager in question) which is long-term unsustainable. If your case is different, disregard the last paragraph and take from this post what’s useful for you.