• DO YOU KNOW PETER?

    DO YOU KNOW PETER?

    DO YOU KNOW PETER?
     
    Peter just got promoted! 
     
    You may work for him, with him or just know someone like him.  But, Peter is incompetent.
     
    Why?  It’s the Peter Principle. This is defined as a special case of an ever-present observation: anything that works will be used in progressively more challenging applications until … it fails.
     
    What happens to poor Peter?
     
    He becomes more anxious and stressed-out than usual.
    Why?  Because he keeps telling others, “I can do this” and he’s bought into his own hype believing that he can.  
     
    His goals that he once thought were reasonable now seem highly unrealistic and overwhelming.
     
    He’s depressed when he should be feeling just fine?
    After all, he just got promoted so, what’s the problem? Or, did “they” just give him enough rope to hang himself?
     
    His time is constantly slipping away.
    Or it seems that everything is slipping away and out of control.  If it’s not one thing, it’s another. And management’s starting to get really tired of it.   I can do this has turned into I’m going to do this if it kills me. Poor Peter, unfortunately it won’t kill him but he may lose his job.
     
    Peter works all the time now even when he’s not physically at work … and shouldn’t be.
    He thinks about work at all the time, day and night. Working longer and longer hours but coming home with less and less accomplished.
     
    Peter is making major screw ups … and he used to not be a screw up.  What’s wrong with Peter?
     
    Peter, here’s your sign:  You’re in over your head.
     
    Poor Peter has fallen victim to the Peter Principle and incompetency has risen to the top.
     
    There are several solutions for preventing this problem but the one I favor is to stop promoting employees until they show the skills and talent needed to succeed in the next position.  In other words, don’t promote someone to manager until they’ve shown management and leadership abilities.
    Just because an employee is dedicated does not mean they deserve to be promoted. 
    Don’t promote your problems either.  Remember the Dilbert Principle?  Companies promote their least competent employees into management in order to reduce the amount of damage they do within the company.  And the problem doesn’t go away.  You just moved it.
     

    “Leadership is nature’s way of removing morons from the productive flow”.
    Dogbert
     
    The real solution is to create multiple, parallel career paths along with assessments and training.  How many rungs in the ladder, better yet how many ladders do you have in your company?  Do you know Peter?  
    Oh, what happened to Peter - he got fired.

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