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The reasons why people become incompetent at work

Management Potential

Apart from a regular performance review, some companies have started a different form of appraisal called the management potential review, which essentially gauges the leadership specific skills of an employee who may or may not score well in the performance review.

Better management training for upcoming leaders also plays a great role in grooming management talent.

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The reasons why people become incompetent at work

The reasons why people become incompetent at work

https://www.bbc.com/worklife/article/20200612-the-reasons-why-people-become-incompetent-at-work

bbc.com

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Key Ideas

The Peter Principle and Occupational Incompetence

Peter J. Lawrence, whose 1969 bestseller “The Peter Principle” satirically provided many insights on the hows and the whys of incompetents working among us, is now being taken more seriously.

People are promoted to a job they are incapable of doing, based on their previous performance. This makes most employees rise to their level of incompetence.

Different Competencies

The skills that made a great performer excel, the aggression and the drive, did not translate well when the same performer was in charge of a team, where other skills like people management come into play.

The best teacher of the school cannot be simply promoted as a school principal.

Hiring The Right Person

A manager wouldn’t be able to handle a team of specialists (like Doctors or Scientists) efficiently, without any direct experience. This makes excelling at the current role a huge requirement for anyone being hired as a manager.

A fine balance between the two aspects is required while hiring, with one option being to change the hierarchy of the company itself. The person can be promoted without a typical career ladder, and continue to do his current role, which he is doing well.

Management Potential

Apart from a regular performance review, some companies have started a different form of appraisal called the management potential review, which essentially gauges the leadership specific skills of an employee who may or may not score well in the performance review.

Better management training for upcoming leaders also plays a great role in grooming management talent.

EXPLORE MORE AROUND THESE TOPICS:

SIMILAR ARTICLES & IDEAS:

Promotion of Position = Demotion of Value
Promotion of Position = Demotion of Value

When a person is promoted, they usually turn to different responsibilities and roles which requires completely different skills and insights.

Later on, the company will notice that they made ...

Experience is not everything
Experience is a good thing, but this does not automatically make an employee the best person to be promoted to a more responsible job.

Before promoting an employee, the company should know the employee's level of knowledge, skills and ambitions. They should know if that person really deserves that spot. 

Saul Syndrome
Saul Syndrome

The Saul Syndrome is based on a biblical character named King Saul who crumbled because of his lack of character and integrity. And because of his pride, he disobeyed the Lord's command. Saul’...

Peter Principle vs. Saul Syndrome

Peter principle is about promoting people to their level of incompetence.

Saul syndrome promotes people beyond their integrity and character.

Promotion = Competence + Character

Because a leader must teach his followers not only to be competent, but to also develop their character as they progress.

Responses to the Peter Principle

"Women and minorities were exempted from the idea because they often weren’t promoted despite their competence and so didn’t get the chance to r...

A Reverse Peter Principle

Most managers address the bad boss problem by getting out of the subordinate role as quickly as possible and, by improving their own leadership skills, becoming a good boss.

Incompetence is Everywhere

Incompetence can also be seen on how subordinates deal with their bosses.

Workers feel anxious on how their bosses think about them. Should I correct my boss? Does he think of me as a competitor? Am I capable enough? Should I take an action?

Of course, everyone would think of those question before making a move. But a wise subordinate know can recognize that a boss does not know what he needs and the best thing to do is address their suggestions to the boss. Why? Because the boss is the one with the greater power to act.

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