Clarity to Lead | Production Manager @Gameloft, Master International Business @RMIT.
That's an unfortunate conclusion from the Peter Principle: "In any hierarchy, an employee tends to rise to his level of incompetence". Wow.
It sounds ridiculous at first, but the more you think about it, the more it makes sense.
When an employee becomes excellent at their current job, what is their reward? A promotion to a new role with new responsibilities and a new list of skills to master! Of course, they will be incompetent for quite some time.
What happens when they finally got good at their job again? The organization promotes them to a new role that they are not yet good at. Again. And again.
When will the loop stop? When they are stuck in a role that they can not become great at.
As a result, in most organizations nowadays, most managers are not good at their job.
Let that sink in.
How can we break out of this depressing situation? What can we do, what can I do, as a mid-rank manager that does not have the power to change the whole company policy, but does have the power and responsibility to take the best care of my people - who are excellent at their technical skills like programming and design?
I want to give them the best training and onboarding possible, so they can truly make an informed decision about taking the leap to become a great manager (or not!). I want to give them a roadmap to get to that point, and all the support they need along the way.
Are you also thinking about becoming a manager/leader? Maybe I can help you too. Stay in touch.