![]() ![]() Presume the best: See problems as opportunities.That’s: The Pissed-off Principle.Īvoid activating The Pissed-off Principle: ![]() You have created your new career ceiling. You can’t be trusted with more, because you can’t handle what you have. You have reached your level of emotional incompetence. The new understanding: they know you are weaker. Passion: (Greek: “to suffer”) Emotion/Intensity are over the top or out of control.Fury: The person who makes you mad knows what buttons to push.Indignation: You don’t know what to expect.Frustration: You don’t know how to solve a problem.Annoyance: People can get under your skin.People have a new understanding about you. What happens If you get pissed-off at work? Your new ceiling is not an HR/Legal conspiracy (though HR/Legal offices are always concerned). Getting angry, visibly frustrated, or pissed-off creates a new ceiling. When you get mad at work, you look like you are off your game or are losing your cool. It said followers want four things from leaders: Trust, Compassion, Stability and Hope. In Strengths-Based Leadership, co-authors Tom Rath and Barry Conchie shared their revealing Gallup research for today’s leaders and managers. Today, getting pissed-off is not okay, and you probably know some people who should be told. Today’s teams are built though appreciation and collaboration. You have proved to be a hothead … a loose cannon … a lawsuit-waiting-to-happen. You may never be considered for a promotion again. In 2020, if you get mad, angry or pissed-off at work, it’s a problem. Exhausted and frustrated, another assignment is added to his plate, and he gets pissed off. “Eric, a sales manager, is carrying the load of a position not filled. As you have moved from office to office, or business to business, you have likely seen it too. There is no scientific research - it comes from years of personal observation. The Pissed-off Principle is today’s Peter Principle. Being a positive, supportive and stable leader is a requirement for achieving the desired results. The boss must get their teams to rise to their challenges, be creative and imaginative … and successful. If they have people on their team, it’s probably because they can’t be replaced by a machine. In today’s competitive, ever-changing, business world … managers, supervisors and team leaders are charged with motivating the required human capital. It was generally acceptable for bosses to “read them the riot act”, “set them straight.” Anger was an occasional, but necessary evil for leadership: “ The boss is not afraid to kick some butt.” A paycheck was the reward for doing a good job.įifty years ago, leaders were expected to be driven, strong and tough. If the boss got mad, yelled, called people names, it wasn’t personal, it was professional. People were the cogs in a wheel that moved the product down the line. On the assembly lines of the past, a person’s job was usually mechanical (Google: secretarial pool). So, if not incompetency, what can get a person stuck in the same job for life?Ī person can get mad. When competency is questioned, it can be addressed in a fair, methodical process. When concerns arise, there are often support systems that can guide, train and coach. ![]() Though there is some crossover, most managers get hired to manage, and salespeople get hired to sell. Today, promotions will often match a job’s required core competencies with a candidate’s resume, education and even their personality traits. They approach promotions with concern beyond seniority or success in a different area. The Peter Principle is still alive for some, but now most companies and organizations are smarter. It turned out The Peter Principle was a common reality. People read the book and recognized their company. Peter and Raymond Hull, the concept may sound funny, because the book was written tongue-in-cheek. This concept could work across all departments to create a systemic dysfunction. So, they will just have to retire in the job they can’t do. They could never be considered for another promotion because they’re incompetent. They will keep getting promoted until they reach a position where they prove to be incompetent. The basic premise of The Peter Principle: Fifty years ago, there was a popular business book titled, The Peter Principle. ![]()
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