Dr. Laurence J. Peter famously described the Peter Principle: people tend to get promoted until they reach their level of incompetence.
Why does that happen?
Because the knowledge and skills that made them successful in the past are no longer enough to meet today’s challenges. Unfortunately, some leaders stop developing and learning new skills. They rely on what worked before and struggle when facing new demands.
Effective leaders do the opposite; they continue to learn and adapt.
Keep learning
Learning involves updating your skills and thinking as new information emerges. It requires questioning assumptions and re-evaluating previous methods. The best leaders learn quickly from experience. They see mistakes, feedback and unexpected outcomes as data and ask, “What can I learn?” They read widely, listen to different viewpoints and challenge their own beliefs.
They possess a growth mindset.
When Satya Nadella became CEO of Microsoft in 2014, he didn’t start by changing products. He began by shifting the mindset. He told employees, “We must be learn-it-alls, not know-it-alls.”
That shift led to bold actions: Microsoft moved from Windows-first to cloud-first, brought Office to competing platforms and embraced collaboration and open source.
Nadella stopped safeguarding the past and positioned the company for the future.
I play tennis with a group of 24 guys. Many have plateaued and say they’re satisfied with their current level. I’m not. My goal is to keep learning and improving by watching videos, attending clinics and working with coaches.
Keep adapting
Adaptability is the ability to change your approach as conditions, challenges or opportunities develop. It also includes observing how competitors and benchmark companies are adapting and applying those insights to your situation.
Success favors leaders who continue to learn and apply their knowledge. However, adaptability can be uncomfortable, as it often requires letting go of the familiar and trying new approaches while others watch.
Here are the typical behaviors of leaders who resist change.
- They dismiss evidence, trends or feedback that suggest a different approach is needed.
- They become defensive when challenged.
- They hide behind rules and policies instead of exercising judgment.
- They discourage experimentation and punish mistakes.
Kodak is a well-known example of a leadership team’s failure to adapt.
Kodak invented the first digital camera in 1975. The problem wasn’t a lack of knowledge — it was resistance to adapt to a new technology. Leaders believed film would always drive profits and feared digital photography would undermine their core business.
Kodak’s leaders weren’t oblivious. They were concerned about losing profits and abandoning what had made them successful.
Fear is often the emotional barrier that keeps you from taking risks and stepping outside your comfort zone. Letting go of what made you successful isn’t easy, but necessary.
The payoff
Leaders who continuously learn and adapt remain effective. They spot opportunities more quickly, respond faster to changing circumstances and make smarter decisions. In addition, people are more willing to follow leaders who demonstrate a commitment to learning and the courage to keep evolving.
Dexter Southfield is a prep school in Brookline, Massachusetts. I love their motto: “Our Best Today, Better Tomorrow.”
What will you do to perform at your best today and improve for tomorrow?
Stay curious. Embrace change as a growth opportunity. Make small experiments, learn quickly and adapt. When plans fall short, stay positive and focus on solutions.
Keep learning and adapting so you don’t become a victim of the Peter Principle.
Opinions expressed by SmartBrief contributors are their own.
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