Avoid the "Peter Principle." This post is part of Forbes’ Career Challenge: Position Yourself For A Promotion In 15 Days.
Every additional year I spend in the workforce, I realize promotions become increasingly mystifying. The guy you never thought would advance suddenly gets a raise. Your colleague who definitely didn’t deserve it gets promoted. Your peer, who is no smarter nor harder working, gets promoted more quickly. But you also get promoted faster than you expected maybe as many times as you’re disappointed. You are recognized for work you thought everyone was doing. And you get a raise when you least expect it. After 10 years of watching these promotion cycles, I’ve decided they only get more and more complex. Promotions at work, by and large, still mimic “promotions” at school. At school, you do well in an intro-level class, and you then advance to the next. That process, however ill-suited, is the same one in place for promotions at work. Do well in your existing job and you will excel. But the skill set to excel in your current job doesn’t necessarily match the skill set required for the job you’re stepping into. You don’t have to look far to find examples. It’s common to see great software developers who get promoted and then poorly manage, great writers who get promoted to editors and then poorly edit, business analysts who get promoted and then poorly manage or sell the work. In short, the promotion problem is everywhere. So common, in fact, that there’s an entire management theory around it: The Peter Principle. The Peter Principle
Content gathered & updated by the Bergen Review Media team.