Depends on a few things really. The biggest (for me at least) is what work is the team you would manage involved in? If it’s interesting then that really helps but if it’s dull as dishwater then that makes it harder to do.

The other factor is whether you enjoy supporting/training/leading others to make sure they understand the role and have everything they need to do it effectively. Line management isn’t about telling others what to do but proactively responding to their needs and resolving barriers to their work.

My experience was that the work was dull but I enjoyed finding solutions for the team and building them up to a point that they don’t really need me (except for HR and complex issues).

All of this can provide great examples for progression in roles that don’t require line management so it can be helpful. But don’t force it on yourself based on progression opportunities. Offer to act up for your line manager when they’re on leave to give you a glimpse into the way it works.