The Peter Principle [Book Review]

Why are there so many incompetent leaders?

Find out the simple explanation from the classic bestseller

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Here’s some key messages from this episode:

– Why Super Competent people get fired

– Why the exceptions to the Peter Principle prove the rule

– How incompetence shows up in Diversity and Inclusion

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Here’s some key takeaways from this episode:

People are promoted to their highest level of competence 

“The only time people stop being promoted is when they are incompetent in their current role. ”

The only real promotion is from a position of competence 

“Anyone who gets a promotion for any reason other than being competent is fake.”

Good Followers do not always become Good leaders 

“The central premise of the book is that promotion is based on past experience in an existing role”

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In every episode you will find:

– A specific question for you to answer

– A challenge for you to consider

– An action for you to take

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Here’s some resources so you can go deeper:

The Peter Principle

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Check out these related episodes of the show.

The 3 Reasons Why Diversity & Inclusion Jargon Is Harming Your Organisation

The Missing Character Of Diversity and Inclusion Work

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The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences