The Peter Principle was postulated about half a century back, but its postulates remain relevant even now. The principle states that employees keep getting promoted till a point where their skill sets are unable to cope up with the details. This happens because employees getting promoted on the basis of their existing profiles, not on the basis of their work being suited to the position up the chain. To solve this, the leadership team needs to introspect regarding some key questions. One of them is whether the said candidate has the leadership skills to be a top contributor at a higher position. While the person’s individual performance measures may stack up positively, his/ her other aspects’ performance may be lagging. So, the next question is whether the individual scores can be mapped towards a management position. The talent management team also has to look hard to understand whether the candidate- based decisions will take the company forward or back.

Source:https://hbr.org/2019/08/hire-leaders-for-what-they-can-do-not-what-they-have-done

Uploaded Date: 14th December 2019