IS IT REALLY A “PETER” THING?
So often organizational superstars are promoted into leadership positions as a reward for their excellence, only to find out that the reward challenges them more than they could ever have imagined.
I recently had a conversation with a young banking business development manager, who due to his extraordinary development capacity, was promoted to Regional Director of Business Development. Within three months of his new prestigious role, he became very despondent and frustrated—nobody listens to him, none of his direct reports take direction or advice from him, he misses feeling accomplished and successful.
It could be said that he is just another example of the “Peter Principle”. But that could be unfair, he is a trained Business Development Professional. He received a formal education and many hours of Continuing Education to build the skill set. Leadership is a new role, for which he had no training. No-one gets to fly a plane without training, or drive a car or ride a bicycle. Leaders need training and development.
The “Peter Principle” is the observation that in a hierarchy people tend to rise to “their level of incompetence.” Therefore, as we promote our talent, they become progressively less-effective because good performance in one job does not guarantee similar performance in another. However, would promoting an engineer, lawyer, physician or electrician to the role of regional director warrant the definition?
In their book “Learning Leadership”, Kouzes and Posner state that by 2025 75% of the workforce will be millennials, at the same time most organizations around the world do not feel they have a strong enough leadership pipeline to meet present and future needs of the organizations. Some of the answer in here lies in research conducted by Jack Zenger. He looked at a global database of people participating in leadership development. The average age was 42. However, the average age of supervisors is 33. The conclusion is that these supervisors are flying solo without training for almost a decade.
A recent survey completed by the World Economic Forum found that 86% of the respondents agree that leadership in crisis today. “There is an alarmingly weak correspondence between power and competency. Those in power are not necessarily up to the job of discharging their responsibilities to the benefit of those they lead.” as per Chris Pearce in Forbes. The issues driving the disconnect can be attributed to a lack of leadership development once again—myopic focus on outcomes, activity and a narrow perception of the organization, too much ego and low self-awareness.
What is the collateral damage of untrained leadership?
- Communication Issues
- Difficult Employees
- Resistance to Change
- Low Employee Morale
- Lack of Responsibility and No Initiative
- Low Motivation
- Problems Managing Peers
- Rotten Attitudes
- Poor Relationships
- Decreased Productivity
- Reduced Profits
- Staff Turnover
- Employees Quit But Don’t Leave
- Increased Mistakes / Waste
- Poor Safety / Increased Accidents
- Poor Employee Engagement
- Wasted Time and Opportunities
- Departmental Conflict
Sage and Summit’s philosophy in leadership development is that each leader that commits to a path of strengthening their leadership skills is beginning the journey from a completely unique position. Their development needs, the pathway and the learning style, along with their immediate and long term development needs are the sum of their personality, background and experience. We offer an in-house leadership development program for supervisors and managers that virtually eliminates the problems caused by poor leadership skills.
We customize the development program to the culture and values espoused by your organization,
Sage and Summit offers individualized leadership development that addresses both soft and hard skills that are required by effective leaders. The outcomes of leadership development with us are:
- Confident leaders who are self-aware and foster positive relationships
- Leaders who communicate powerfully and effectively
- Leaders who are adept at difficult conversations and conflict resolution.
- Leaders who lead themselves well, and navigate time constraints, change and complexity with ease.
- Leaders who can confidently manage and engage their teams.
- Leaders with influence
- Leaders who are ambassadors for your business culture, values and principles.
We help leaders accelerate their development and impact through a deepened awareness of our inner dynamics – the belief systems and emotions that shape our leadership. Our leadership development program is evidence based, and started and ends with an assessment to ensure the needle has moved in the right direction.
The High performance Leadership development program qualifies for the Canada Alberta Job Grant, and can be offered as an individual program, or a team program.