impose their own technical decisions on those who are more than capable of making them themselvesConsensus-building is a major part of management, of course. Someone who can't do that shouldn't be managing. That said, now imagine a technologically clueless manager impose their own misconceptions on a team of experienced engineers, such doesn't go well for long. It's worse if the workplace is strictly hierarchical, as US workplaces will be.
Moving from title-inflated midlevel engineering to management just isn't a good idea. Three years isn't enough - last week I actually interviewed for a laboratory management position at a certain institution where they were quite adamant that they were looking for perhaps 10 or 15 years experience, otherwise you cannot talk to research directors at eye level. The place is large, most of the work will be delegation and directing people. If they decide to extend an offer then the cup comes to me - facility management or people management, it's going to be a tough decision. The fact that the institution is self-aware enough to insist on that level of experience speaks in their favour, of course.