Why are there incompetent leaders?

It is common in companies and there is a term that defines it; "Peter principle."

It states that when an employee is promoted based on their performance, achievements and past success, they will reach a position where they will be incompetent, truncating their professional growth. The clear example happens when a collaborator who is an expert in the area, rises to lead a team, lacking the necessary skills.

The term emerged as satire in the book, "The Peter principle" (1969), by Laurence J. Peter and Raymond Hull, but has proven to be real in recent studies.

"In time, every post tends to be occupied by an employee who is incompetent to carry out its duties".

To mitigate this situation, companies should;

• Clearly define skills and competencies for important positions.

• Develop mentoring and training programs (cross-training, job succession plans).

• Even if it is internal or external talent, it must be subject to a trial period, against favorable results, in the new position.

As a professional, the advice is to be constantly learning new skills, preparing for the position we want.

Peter principle, "promote based on achievements rather than potential"