Don’t be the meat in the Peter Principle Sandwich:
Peter Principle Theory
By: Harry H. Holdorf
The Peter Principle is a management theory in which the selection of a candidate’s performance is based on the candidate’s performance in their CURRENT role rather than on abilities relevant to the intended role.
HENCE, employees only stop being promoted once they can no longer perform effectively, and…
“Managers rise to the level of their incompetence.” -Raymond Hull
“A gentle answer turns away wrath, but a harsh word stirs up anger” -Solomon
Good Leadership practices seem to evaporate in the air when those promoted into lofty positions are faced with making decisions that they exclusively own.
How does true leadership work? It is not generated by your title. In fact, being named to a position is the lowest of the levels every effective leader achieves.
To be more than a boss that people are required to follow, the successful leader must master the ability to inspire and invest in people. You need to build a team that produces not only results, but also future leaders.
With skill and dedication, you can reach the pinnacle of leadership-where your influence extends beyond your immediate reach for the benefit of others.
The levels of leadership are the following:
- FIRST LEVEL: You have reached a position in which people follow you because they have to. If not for these rights, people may choose not to follow you.
- SECOND LEVEL: People now follow you because they want to. You have developed a relationship with your team: they have permission to follow you and they choose to do so.
- THIRD LEVEL: People follow you because of what you have done for the organization. You have produced results and how have some street cred.
- FORTH LEVEL: People will follow you for what you have done for them. You have lifted them up, and they are grateful.
- FIFTH LEVEL: You have reached the APEX of a desired management style. People follow you because of who you are and what you represent. THEY RESPECT YOU!!!
Question: What’s the difference between a GO-GETTER and an OVER-REACHER?
Answer: Go –Getters know their limits: Over-reachers don’t.
I have always been an advocate of saying YES if asked to do something. Why? They usually will only ask you once, and if you say no to one thing, you probably won’t be asked to do anything else.
REGARDLESS, know when to say NO. Perform an honest self audit. Ask yourself, ‘can I really do this job?’
Don’t be the meat in the Peter Principle sandwich. It does not taste so good…