“A man’s got to know his limitations” Harry Callahan
“Never mistake activity for achievement.” John Wooden
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We have all experienced this situation at one time or another…a brown-nosing co-worker or employee that continually networks up, impresses the bosses, and every year or two gets promotion after promotion…only to find themselves promoted to their level of incompetence (or beyond).
The proto-typical peter principled manager looks really good on paper and interviews well but is lacking in meaningful experience. They only stay long enough in a position to put it on their resume….and then proceed to the next position.
When business is good – the peter principled manager can appear impressive to the bosses upstairs. They receive the credit for the work of their better experienced underlings – and keep getting promotions.
However, when bad things happen (and eventually bad things do happen) – the peter principled manager is exposed.
All it takes is the loss of a key client/customer, someone to file a lawsuit, or a federal / state regulatory investigation.
And suddenly the very polished and slick manager stumbles and fumbles along…has a few tantrums in the office…attempts to deflect the blame and responsibility…and is ultimately shown the door….and someone else has to clean up their mess.
On a personal note – like a lot of people, I have witnessed the Peter Principle at work time and time again. (The view from the gallery can be very educational.)
Ambition and the desire for power and prestige are very seductive.
But, ultimately these things are short lived if there is no character or experience (or expertise) in the mix.
In other words, it is okay to be an ambitious arrogant bastard – if you have the goods to back it up. ;-) (In which case the Peter Principle doesn’t apply)
But time and karma are great equalizers. And the journey on the downside can be quite a humbling experience for those that fall victim to the Peter Principle.
With a little luck they just may learn that there are no short-cuts to success.
The proto-typical peter principled manager looks really good on paper and interviews well but is lacking in meaningful experience. They only stay long enough in a position to put it on their resume….and then proceed to the next position.
When business is good – the peter principled manager can appear impressive to the bosses upstairs. They receive the credit for the work of their better experienced underlings – and keep getting promotions.
However, when bad things happen (and eventually bad things do happen) – the peter principled manager is exposed.
All it takes is the loss of a key client/customer, someone to file a lawsuit, or a federal / state regulatory investigation.
And suddenly the very polished and slick manager stumbles and fumbles along…has a few tantrums in the office…attempts to deflect the blame and responsibility…and is ultimately shown the door….and someone else has to clean up their mess.
On a personal note – like a lot of people, I have witnessed the Peter Principle at work time and time again. (The view from the gallery can be very educational.)
Ambition and the desire for power and prestige are very seductive.
But, ultimately these things are short lived if there is no character or experience (or expertise) in the mix.
In other words, it is okay to be an ambitious arrogant bastard – if you have the goods to back it up. ;-) (In which case the Peter Principle doesn’t apply)
But time and karma are great equalizers. And the journey on the downside can be quite a humbling experience for those that fall victim to the Peter Principle.
With a little luck they just may learn that there are no short-cuts to success.
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