People switch companies, move across divisions and even shift their area of expertise based on trust placed on them by a person with power. Our connections within our network inside or outside our organisation play a significant role in our ability to climb up the corporate ladder. Here’s the testament to our broken promotion system: 1. The inherent assumption that just because a person is doing well in their current role, they will also do wonders at the next level is inherently flawed. It’s the hope that the person will rise to the occasion and embrace the responsibility while failing to consider if the person is suited for the role or even barely interested in it. Promotion is a bet placed on people with high performance without regard for their potential. Seuss Reality of how promotions are stacked upĪs much as leaders and organisations like to believe that they promote people by logic and merit, they do not. Our shells will all crack!īesides, we need food. I know, up on top you are seeing great sights,īut down at the bottom we, too should have rights. ‘Your Majesty, please…I don’t like to complain,īut down here below, we are feeling great pain. “Then again, from below, in the great heavy stack,Ĭame a groan from that plain little turtle named Mack. How else can we justify being around more bad bosses than good ones in our life who are shouldered with more responsibility than they can handle? Yet, it does serve as a reminder that there’s a large part of our workforce which is at the effect of Peter Principle. They operate with a growth mindset to develop the skills required in their role through self-awareness and openness to feedback and learning. I do believe that Peter principle is not a universal phenomenon as there are highly competent people across organisations who exemplify true leadership, serve as role models for many and give us hope of a better future. Peter formulated Peter principle in 1969 in a classic management satire The Peter Principle which states “people in a hierarchy tend to rise to the level of their incompetence” In a culture where title carries more weight than the desire to do your best work, staying in a position for long is considered a sign of incompetence and promotions are a means to drive authority and exert influence, the classic Peter principle comes into play.ĭr.
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