AVOID PROMOTING TO FAILURE

Oct 25, 2023


As I chatted to a friend over the weekend, she remarked that her boss is like her baby; he screams and wakes her up every hour. Recent stats by Thrive My Way (https://thrivemyway.com/leadership-stats/) highlights that an unbelievable “40% of leaders will fail in the first 18 months of their job”, and that only “11% of companies believe they have strong leadership”.

How often have you witnessed a high performing specialist being promoted into a leadership role? How many of these individuals have successfully transitioned the leap required of them?

The Peter Principle is a concept that suggests that individuals may be promoted based on their performance in their current role until they reach a position where they are no longer effective. To avoid promoting to failure, organisations need to navigate for the Peter Principle.

Psychometric assessments can play a valuable role in helping organisations manage the Peter Principle by making more informed decisions about promotions and career development.

Here’s how:

  1. Assessment of Competencies – Psychometric assessments can be used to evaluate an individual’s competencies, skills, and capabilities. These assessments can provide objective data on an employee’s strengths and weaknesses, helping organisations identify whether an individual is suited for a promotion.
  2. Identifying Potential – Psychometric tools, such as cognitive assessments, can help organisations identify employees with the traits that are required for promotion into a role or future roles.
  3. Development Plans – Psychometric assessments can inform individual development plans. An employee’s assessment can reveal areas of improvement as well as strengths that can be leveraged. Organisations can provide targeted training and development opportunities to help them acquire or harness the necessary skills and competencies for a higher-level role.
  4. Succession Planning – Psychometrics can be used as part of succession planning efforts. By assessing the potential of employees and their readiness for higher-level roles, organisations can identify and groom individuals for leadership positions.
  5. Feedback and Coaching – Psychometric assessments can be used to provide employees with constructive feedback about their strengths and areas for improvement. This feedback can guide coaching and mentoring efforts to help employees reach their full potential.
  6. Benchmarking – Psychometric data can be compared against established benchmarks for specific roles within the organisation. This can help identify whether an employee’s profile aligns with the requirements of a particular position.
  7. Data-Driven Decision Making – By collecting and analysing psychometric data on a broader scale, organisations can make data-driven decisions about promotions and career development.

Using psychometric assessments as part of your organisation’s talent management strategy can help you make more informed and objective decisions about promotions and career development, reducing the likelihood of employees being promoted incorrectly, as described by the Peter Principle.

Feel free to reach out to us if you would like to discuss this further – meetus@jp.co.za.