You want to be a rising star in your company, but your meteoric rise can peter out, literally, if you get Peter Principled. The Peter Principle states that people get promoted to their level of incompetence because their promotions are based on their performance in the current role, instead of on their potential to excel in the next role.
To keep growing on a steep trajectory and avoid getting stalled out by the Peter Principle, find ways to start taking on some of the responsibilities of the next level and see how they fit with your strengths before you ask for that promotion. Here’s a checklist of things you can be doing to ‘try on’ the next level and see how it fits:
Today’s managers and leaders are operating in an environment in which the pace of change is faster than ever before. The question is not if you’ll need to help people transition through change but when. And oftentimes change is so rapid and constant that, “When will we not be changing?” might be a more appropriate question.
In this week’s podcast we’re discussing why and how managers make a difference by overcommunicating about change and intentionally preparing for an unknowable future as we explore questions like:
Join us on this week’s podcast as we look back at key takeaways on the priorities and strategies of managers who make a meaningful difference in the lives of the people they lead.
Cultivate Positive Relationships
Relationships are the foundation for everything managers do, and individualized relationships are the key to managing to make a difference. We’re hitting key points in this week’s podcast. Dive deeper with these specific podcasts from earlier in the year:
Are you in a situation like this? Your work was exciting when you started this job, but the shine has worn off over time. You’re bored. It’s a good paying job with a good company. You like your manager and the people with whom you work. But that doesn’t make the work any less boring. Should you start looking for another job?
Changing jobs isn’t your only choice. There’s no guarantee that you won’t experience the same kind of boredom after a short time at a new job. But that doesn’t mean you should settle for boredom either. Boredom with your work should be a signal that you need to engage in some self-reflection and make some changes. Here’s what you can do:
Technology recruiting is some of the most challenging work in the recruiting industry. A lot of technology candidates won’t even reply to an email or take a phone call from someone they don’t know personally. With unemployment hitting historically low rates, this challenge will only grow. Getting good technology talent in the front door is hard, and losing technology talent is expensive, with the cost of turnover estimated at 6-9 months of salary. If you’re smart, you’ll be figuring out how to keep the back door tightly closed.