Podcast appearances and mentions of Peter principle

Most high performers don't get passed over because of what they know. They get passed over because of how they lead. In this episode, Dr. Bushra Khan makes the case that emotional intelligence isn't a soft skill, it's the strategic operating system every leader needs right now, especially as AI reshapes what work looks like. In this conversation, she breaks down: Why 'be more strategic' on a performance review usually means something specific and fixable. How influence actually works in the brain, and why title alone won't get people to go above and beyond. A concrete KPI approach for measuring emotional intelligence that most organizations aren't tracking yet. Timestamps [00:00:42] Emotional intelligence as the operating system for the future of work [00:02:30] Why 'soft skills' is out — and 'strategic skills' is in [00:03:10] How technical experts plateau: the real meaning of 'not strategic enough' [00:05:47] What 'be more strategic' is actually code for [00:07:26] Micromanagement as a symptom of not knowing how to teach others [00:09:09] The Peter Principle in action: when great individual contributors struggle to lead [00:12:19] Why title doesn't equal influence — and what builds rapport instead [00:16:55] Integrity in leadership: what it looks like when leaders actually walk the walk [00:17:15] How to give feedback that makes people better, not defensive [00:19:57] Measuring emotional intelligence: the KPI framework most orgs are missing Guest Bio: Dr. Bushra Khan is a founder, educator, and leadership expert with over 15 years of experience in organizational development and adult learning. With a doctorate in Educational Leadership, deep research in emotional intelligence alongside global experts, and the creation of a top-rated executive leadership program (clients include Google, Government of Canada, and ERCOT), her impact is both measurable and deeply human. Dr. Khan helps high-performing professionals strengthen their strategic capabilities, lead with integrity, turn their expertise into meaningful influence, and shape their leadership philosophy. She describes her work as a calm, compelling signal in the noise — a space where leaders come for clarity, rising professionals see possibility, and organizations recognize that emotional intelligence isn't a nice-to-have: it's the operating system for the future of work. Brought to You by Paylocity Paylocity is the fastest growing unified platform for HR, Finance, and IT. Paylocity brings your people, processes, and data together in one place so HR leaders can spend less time managing systems and more time doing the work that actually moves their organizations forward. Learn more at paylocity.com Keywords: emotional intelligence, EQ, leadership, strategic skills, soft skills, HR leadership, performance management, people management, coaching, micromanagement, influence, integrity, feedback, AI and leadership, KPIs, organizational culture, future of work, Dr. Bushra Khan, HR Mixtape, Paylocity

Welcome to episode #1036 of Thinking With Mitch Joel (formerly Six Pixels of Separation). Ashley Herd did not set out to become a management expert. Trained as an employment lawyer and later serving in senior HR and leadership roles supporting organizations including McKinsey & Company, Ashley built her career at the intersection of people, performance and workplace culture. What began as practical leadership advice shared through short-form social media videos evolved into a massive online following, with hundreds of thousands of managers turning to her for direct, actionable guidance on how to lead teams without burning people out. Her new book, The Manager Method - A Practical Framework to Lead, Support, and Get Results, distills that experience into a deceptively simple framework built around Pause, Consider, Act… a reminder that leadership is not about reacting faster, but thinking more clearly. In this conversation, Ashley explores why so many organizations continue promoting high performers into management roles without preparing them to lead people, why workplace culture is often shaped more by individual managers than company values, and how the modern workplace has been reshaped by the pandemic, generational shifts and AI. Ashley argues that the biggest failures in leadership are rarely strategic… they are relational. Silence, unclear expectations, lack of feedback and the inability to coach people effectively create cascading organizational problems. At the same time, she remains optimistic that AI can become a meaningful thought partner for managers… not replacing judgment, empathy or coaching, but helping leaders pause long enough to think better about how they communicate and support others. Grounded in practical experience rather than abstract theory, Ashley's work is ultimately about helping managers become more human… and helping organizations remember that people are not line items on a spreadsheet. Enjoy the conversation… Running time: 1:00:07. Hello from beautiful Montreal. Listen and subscribe over at Apple Podcasts. Listen and subscribe over at Spotify. Please visit and leave comments on the blog - Thinking With Mitch Joel. Feel free to connect to me directly on LinkedIn. Check out ThinkersOne. Here is my conversation with Ashley Herd. The Manager Method - A Practical Framework to Lead, Support, and Get Results. Follow Ashley on Instagram. Follow Ashley on YouTube. Follow Ashley on LinkedIn. Follow Ashley on TikTok. Chapters: (00:00) - Introduction to Ashley Herd and The Manager Method. (02:57) - The Power of Social Media in Leadership Development. (05:50) - The Journey from Law to Leadership. (09:05) - Understanding Management Challenges and the Peter Principle. (12:08) - The Role of Empathy in Management. (15:09) - Navigating the New World of Management Post-Pandemic. (17:54) - The Importance of Clear Expectations in Leadership. (21:02) - The Impact of Generational Differences on Management. (23:51) - The Role of AI in Modern Management. (27:04) - Coaching vs. Managing: The New Paradigm. (30:12) - Creating a Culture of Feedback and Recognition. (32:54) - The Importance of Pausing and Reflecting in Leadership. (36:02) - Final Thoughts and Resources for Managers.

At the next stop of Ethan's and Mike's journey to explore the driving forces behind workplace morale, they dig into what actually makes someone an effective manager. First, they examine why money rarely sustains morale and how the Peter Principle lands skilled individual contributors in leadership roles they were never trained for. Then they discuss the day-to-day behaviors (regular check-ins, honest conversations, real investment in people's growth) that build the trust and engagement every team needs to thrive. This week, we're giving you an exclusive preview of something we've been building for years: the Mind and Heart University app, our leadership development course coming soon to your pocket. What you're about to hear is the audio from the course videos themselves, and we think you'll get a lot out of it even in this format. Interested in getting the app when it drops? Sign up for our mailing list by texting the word "LEADING" to 66866.

Program Makan Bergizi Gratis menyimpan ambisi besar, namun implementasinya memunculkan pertanyaan. Dari kepemimpinan Dadan Hindayana, anggaran Rp268 triliun, hingga kontroversi motor trail listrik yang membingungkan Menteri Keuangan, fenomena ini membuka satu hal, yakni ketika kapasitas tertinggal dari jabatan, Peter Principle mulai bekerja dalam skala negara.

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Maybe we can discover our gifts, by giving! Peter denied having healed a man. The man was healed, no question about that. But the Apostle told everyone that this miracle had come, "by the name of Jesus Christ the Nazarene." And that was something he could share. Well, what do we have to share? Today Jim will suggest that we can find out, by sharing. Instead of pleading that God would reveal our spiritual gift, maybe we could just give! We're in Acts, chapter 3. Listen to Right Start Radio every Monday through Friday on WCVX 1160AM (Cincinnati, OH) at 9:30am, WHKC 91.5FM (Columbus, OH) at 5:00pm, WRFD 880AM (Columbus, OH) at 9:00am. Right Start can also be heard on One Christian Radio 107.7FM & 87.6FM in New Plymouth, New Zealand. You can purchase a copy of this message, unsegmented for broadcasting and in its entirety, for $7 on a single CD by calling +1 (800) 984-2313, and of course you can always listen online or download the message for free. RS03302026_0.mp3Scripture References: Acts 2, 3-5

I was originally going to talk about five different concepts in this episode, but I feel like this one needed its own moment.Because Tall Poppy Syndrome is one of those things that you don't notice at first… and then once you see it, you see it everywhere.In your friendships, online, even in how you hold yourself back before anyone else gets the chance to.And I think the biggest takeaway for me has been this:Not everyone is going to know how to respond to your growth.And that's okay.But you don't get to shrink yourself just to make that easier for them.So if you've been feeling that shift lately, where things feel a little different as you grow, you're not imagining it.This is Part 1 of this series, and in the next episode I'm going to get into another concept that explains a completely different kind of confusion that comes with growing and evolving.So make sure you're following, and let me know if this episode hit for you… because I feel like this is something we all experience but never really say out loud.Stay tuned for the Benjamin Button Effect, The Lindy Effect, The Abilene Paradox, and the Peter Principle!

Ever felt completely out of your depth just when things started going well? That's the Peter Principle in action. This episode dives into why promotions, new projects, or leveling up can suddenly make you feel inexperienced, overwhelmed, or even worse like you're failing. I share personal stories of stumbling through ambitious projects, starting over, and learning to embrace being a beginner again, without losing confidence. If you've ever leveled up and thought, “Wait, I'm not ready for this,” this episode will give you perspective, humor, and a roadmap to handle growth like a pro. Part 5 of a 5-part series on the invisible rules of success.

"Out of the abundance of the heart, the mouth speaks," and out of the cupboards of our lives, we give. We've been watching the Holy Spirit's work in the book of Acts, and today we'll focus on an incident involving Peter. He's going to respond to the need of an unbeliever, and he'll have to give the man not what he asks for, but what he, Peter, has in stock. And the question will come back to us: What do we have? What can we give? Here's Pastor Jim with Part 1 of, The Peter Principle. Listen to Right Start Radio every Monday through Friday on WCVX 1160AM (Cincinnati, OH) at 9:30am, WHKC 91.5FM (Columbus, OH) at 5:00pm, WRFD 880AM (Columbus, OH) at 9:00am. Right Start can also be heard on One Christian Radio 107.7FM & 87.6FM in New Plymouth, New Zealand. You can purchase a copy of this message, unsegmented for broadcasting and in its entirety, for $7 on a single CD by calling +1 (800) 984-2313, and of course you can always listen online or download the message for free. RS03272026_0.mp3Scripture References: Acts 2, 3-5

Send us Fan MailSometimes the very people who excel in their roles struggle once they step into leadership. Not because they lack ability, but because the job itself has completely changed. In this episode, I'm diving into the Peter Principle, the idea that employees are often promoted based on success in their current role until they reach a level that requires entirely different skills.In industries like hospitality, where organizations move quickly and promote from within, this dynamic happens more often than we realize. If you've ever seen a rock star employee suddenly look overwhelmed after a promotion, this conversation will help explain why and how leaders can support that transition more intentionally.What You'll Learn:How the Peter Principle shows up in hospitality and service industriesWhy great individual contributors sometimes struggle as new leadersHow organizations can better prepare employees for leadership rolesKey Takeaways:Leadership requires a completely different skill set than doing the workPromotion should reward both performance and leadership potentialGreat leaders grow into the role through learning, mentorship, and timeCall to Action:Reflect on the leadership pathways within your organization. Are people being promoted with the training and support they need to succeed? This week, look for one opportunity to develop leadership skills in someone on your team before the next promotion ever happens.Listen on: Apple Podcasts, Spotify, and more.______________________________You can find me here:Instagram: @gingerbizWebsite: https://www.katymurrayphotography.com/Facebook: https://www.facebook.com/groups/TipsandTricksforyourbusinessX: https://twitter.com/GingerBizKMLinkedIn: https://www.linkedin.com/in/katy-murray-ginger-biz/

Send us Fan MailEver feel like you're doing everything right, but your career just stopped moving?In this episode, we talk through why that happens. We start with the Peter Principle—the idea that people get promoted until they reach a level where they're no longer effective—but we don't stop there. We get into what's really behind stalled careers and why strong performers across every level can lose momentum.Early on, it's easy to stand out. You bring energy, say yes to everything, and pick things up quickly. But over time, that can turn into routine. The reality is, companies don't just reward performance—they reward growth. When that growth slows down, so do the opportunities.We also spend time on the people side of things—mentors, sponsors, and the relationships that actually help you move forward. Not in a forced or transactional way, but by building real trust and showing up consistently.From there, we get practical. We talk about how to identify where you're falling short, how to build new skills, and what it really means to step into a leadership role. As you move up, the job changes. It's less about doing everything yourself and more about leading, delegating, and thinking bigger picture. If you stay too deep in the day-to-day, you can end up holding yourself—and your team—back.If you've been feeling stuck or wondering why your results aren't turning into growth, this episode will help you take a step back, reset, and move forward.Hit play, subscribe, and share it with someone who's ready to take the next step. Support the show

TJ Blackwell and Andy Walsh dive deep into the quirks and complexities of Michael Scott from "The Office", unveiling the layers behind this iconic character who often straddles the line between hilarity and cringe. They explore how Michael's desperate need for friendship shapes his questionable management style, revealing that his antics stem from a tragic backstory filled with loneliness and a longing for connection. The duo shares their experiences with the show, discussing how Michael's evolution reflects not only the growth of the character but also the changing dynamics at Dunder Mifflin. With a blend of insightful analysis and casual banter, they dissect Michael's relationships with iconic characters like Jim and Dwight while touching on the show's cultural impact. Listeners can expect a relaxed yet thought-provoking conversation that both challenges and celebrates the legacy of "The Office" and its unforgettable characters. Michael Scott, the beloved yet cringe-worthy character from "The Office", takes center stage in this episode of Systematic Geekology, as TJ Blackwell and Andy Walsh dive into the complexities of his character. They kick things off by reminiscing about their personal connections to the show, highlighting how Michael, portrayed by Steve Carell, is the epitome of the Peter Principle – a classic case of being promoted to one's level of incompetence. In their laid-back banter, the hosts explore Michael's growth throughout the series, delving into how his early antics often bordered on inappropriate and cringe-worthy, making it hard for viewers to root for him right away. Yet, as they dissect his relationships with other characters, notably Jim and Dwight, they illustrate how Michael's desperate need for friendship and acceptance drives his often misguided attempts at camaraderie. The conversation wanders into the influence of other characters on Michael's development, particularly Todd Packer, whose lack of scruples serves as a double-edged sword for Michael. Packer's toxic masculinity and crude humor highlight Michael's struggles with identity and leadership, as he tries to navigate the thin line between being a friend and a boss. Blackwell and Walsh also touch upon the cultural impact of "The Office", noting its evolution from a mere sitcom to a cultural phenomenon that resonates with audiences even today. They emphasize how the show reflects the absurdities of office life, encapsulating the humor and heartbreak of striving for human connection in a corporate world. In wrapping up their insightful discussion, the hosts encourage listeners to reflect on their own experiences with office dynamics, all while playfully debating which Dunder Mifflin manager they would prefer to work under. With a mix of nostalgia, humor, and thoughtful analysis, this episode not only celebrates Michael Scott's character but also prompts deeper questions about mentorship and the complexities of workplace relationships, making it a must-listen for both "The Office" aficionados and new fans alike.Takeaways:Michael Scott, the quintessential cringe-worthy boss, embodies the Peter Principle as he showcases maximum incompetence while desperately seeking friendship and approval from his employees.The transformation of Michael Scott from an unlikable character to a more relatable figure is a testament to the show's growth and writing, making it a classic in American television.The relationship dynamics between Michael, Jim, and Dwight illustrate how contrasting personalities can influence personal growth and workplace camaraderie in unexpected ways.Despite his many flaws, Michael's character offers a humorous yet tragic exploration of loneliness and the lengths one might go to in order to connect with others.The Office's cultural impact is reminiscent of modern hits like Stranger Things, showing how certain shows can dominate conversations and become ingrained in popular culture.Michael Scott's journey emphasizes the importance of mentorship and the consequences of dysfunctional leadership styles, as he learns how to balance friendship and authority..Be sure to check out our merch, find extra content, and become an official member of Systematic Geekology on our website:https://systematic-geekology-shop.fourthwall.com/.Check out this year's annual theme, "The Faces Behind Us":https://player.captivate.fm/collection/dd903597-98be-49ed-998c-5cdaf73b6af4.Check out other episodes with Andy:https://player.captivate.fm/collection/c86f7a67-357b-4324-bf95-e42cedb9932a.Listen to every episode with TJ:https://player.captivate.fm/collection/f4c32709-d8ff-4cef-8dfd-5775275c3c5eMentioned in this episode:Check out our Fourthwall site for quite literally everything to do with our show!All SG merch, extra content, our youtube page, SG memberships, tips / donations, etc. can all be found at this one convenient spot!SG on FourthwallThe Anazao Podcast NetworkBe sure to check out the network website to see other podcasts trying to engage honestly with Scripture, Theology, Pop Culture, Martial Arts, Science, and more!Anazao Podcast NetworkFollow us on Instagram and BlueSky to keep up to date!Follow our show on our socials to keep up to date and get some exclusive content and fun memes!Systematic GeekologyOur show focuses around our favorite fandoms that we discuss from a Christian perspective. We do not try to put Jesus into all our favorite stories, but rather we try to ask the questions the IPs are asking, then addressing those questions from our perspective. We are not all ordained, but we are the Priests to the Geeks, in the sense that we try to serve as mediators between the cultures around our favorite fandoms and our faith communities.Join our Facebook group and Discord ServerFind our Facebook group, "Priests to the Geeks", then join our Discord server with this link to continue on the conversation with us!Discord

Live event info and tickets here.If something is going wrong in your workplace, there's probably a law that explains why. Meetings always seem long, and never end early? There's Parkinson's Law, which says work expands to the time allotted, or, restated: meetings will always take up all the time blocked on Outlook calendars. Is your boss bad at managing? Check the Peter Principle, which says people are promoted to their level of incompetence. A good worker does not a good manager make. And yet … here we are. Once you hear these laws, and a few others, you start to spot them everywhere. Today on the show, we picked a few of the most famous and powerful ‘laws of the office' and tested them out on each other. Pre-order the Planet Money book and get a free gift. / Subscribe to Planet Money+Listen free: Apple Podcasts, Spotify, the NPR app or anywhere you get podcasts.Facebook / Instagram / TikTok / Our weekly Newsletter.This episode was hosted by Kenny Malone, Sarah Gonzalez, and Alexi Horowitz-Ghazi. It was produced by Alexi Horowitz-Ghazi. Bryant Urstadt edited this show. Planet Money's executive producer is Alex Goldmark.To manage podcast ad preferences, review the links below:See pcm.adswizz.com for information about our collection and use of personal data for sponsorship and to manage your podcast sponsorship preferences.Learn more about sponsor message choices: podcastchoices.com/adchoicesNPR Privacy Policy

We walk through the Four Streams of Leadership—reservoir, downstream, upstream, and side stream—and show how leadership is a continuous flow. Reservoir is self-management: values, habits, and the reflection that keeps you steady under pressure. Downstream is team and operations: assembling roles, setting standards, and maintaining momentum. Upstream is partnering with your boss and senior leaders: aligning priorities and preventing strategic drift. Side stream is collaborating with peers: building shared commitments and removing cross-team friction. When each stream runs clean, you move faster with fewer surprises.• reframing the Peter Principle as unpreparedness• replacing stories with explanatory frameworks and exercises• defining the four streams: reservoir, downstream, upstream, side stream• building a culture that holds when we are absent• habits to fill the reservoir: reading, audiobooks, feedback loops• composing teams with visionaries, implementers, and closers• interviewing for role fit through consistent depth• timing process for discovery versus reliability• making disagreement and commitment possible with a clear why• further reading influences: Popper, Feynman, Deutsch• where to learn more and get the bookHiring and team design get specific through three vital roles: visionaries who define the problem and direction, implementers who build the thing, and closers who ship it. Too many visionaries means swirl; too few closers means value never lands. We share interviewing tactics that probe for consistent depth across envisioning, building, and finishing, so you can place people where they thrive. Then we tackle the third rail—process. Early on, heavy process kills discovery; after product-market fit, light process kills reliability. We map the why, when, what, and how of process so your team can innovate without chaos and deliver without drift. Along the way, we unpack “disagree and commit” the right way: explain the why, or you'll get “disagree and resent.”If you're ready to trade fables for frameworks and build a culture that acts the right way when you're not in the room, this conversation is your field guide. Subscribe, share with a manager who just took the leap, and leave a quick review to tell us which framework you'll try first.

I have a lot of anxiety and resentment present in me right now and in my never ending quest to understand how I got here, I turned to something truly holy: memes. They led me where I didn't expect, which was down a path of contemplation of what karma really means and how what I can get done in 15 minutes changes by the day. Key Takeaways:    [0:39] Having a lot of anxiety right now  [2:41] Toxic positivity  [3:27] Americanized karma is crap  [6:51] The Great Law [8:40] The Law of Creation  [10:11] The Law of Humility  [13:56] The Law of Personal Growth  [16:12] The Law of Responsibility  [18:05] The Law of Connection  [19:45] Hamlin's Razor  [20:43] The Peter Principle  [23:19] The Dunning Kruger Effect  [26:32] Parinson's Law [27:43] The Pareto Principle  [28:52] What law or principle stood out most for you? Connect with Barb:   Website   Facebook    Instagram   Be a guest on the podcast    YouTube   The Molly B Foundation  

It's promo season, and I've gotten roughly 1000 questions through nikhyl.ai—the pattern is unmistakable: people aren't just asking how to get promoted, they're asking whether the system is broken and whether they should quit over it. In this episode, we dissect five real questions from PMs who've been passed over. What becomes clear is the mistakes aren't in execution—they're in how people think about promotions in the first place. The tough reality is promotions are harder to get in this market. The question isn't whether you'll get promoted. It's how you respond when you don't.Key topics• Why promotions are harder now—and why that's not dysfunction• The five-point framework for what to do when you don't get promoted• The self-fulfilling prophecy that derails your career• The one question that changes everything when you're passed over• Why treating promotion as a game to win backfires• The Peter Principle: why companies make you prove it before they promote you• When "my career has flatlined" actually means you've hit the expected difficulty curve• Why the skills that got you here won't get you there• Why leadership might not be your destination—and that's okay• The feedback gap: why your manager says you're great but leadership won't promote you• Why leaving gas in the tank puts your career at risk• Why you work for the company, not your manager• What to do when your skip starts building a case against youBrought to you by:• Framer—Build websites with enterprise needs at startup speeds: https://framer.link/dFacxBQ• Dust—The operating system for AI agents: https://dust.tt/skipWhere to find Nikhyl:• Twitter/X• LinkedInWhere to find Carly:• LinkedIn• She Leads Podcast• Twitter/XJoin The Skip:• Skip Coach• Skip CommunityFind The Skip:• Website• Substack• YouTube• Spotify• Apple PodcastsTimestamps(00:00) Why you're not being promoted(03:42) Why promo season brings more angst than any other time of year(04:57) Question 1: L5 at Google denied promotion twice—is this organizational dysfunction?(06:22) Why assuming your company is broken becomes a self-fulfilling prophecy(09:50) What to do when there's literally no next-level job in your location(11:45) Question 2: Six years at my company, seven rounds of interviews—still passed over for Executive Director(14:06) The Peter Principle: why companies make you demonstrate next-level skills first(17:18) Why promotion as a game to win is dangerous thinking(21:12) When you've hit the ceiling—and that might be okay(24:41) What to avoid when being passed over(26:48) Question 3: I'm on track for promotion but political meetings drain my energy(27:57) When the next level isn't for you—finding companies where leadership looks different(32:11) Question 4: Three years since my last promotion to PPM—has my career flatlined?(32:58) Why the IC-to-leader skill gap takes years to close(35:50) The soft skills problem: leadership presence can't be taught in a class(36:56) Question 5: My skip is suddenly giving me feedback my manager never mentioned(38:42) Why you should never leave gas in the tank(43:30) You work for the company, not your manager—why that matters(45:25) The five biggest mistakes to avoid when you don't get promotedDon't forget to subscribe to The Skip to hear me coach you through timely career lessons. Access exclusive sessions from 100+ top product leaders at skip.coach. If you're interested in joining me on a future call, send me a note on LinkedIn, Threads, or Twitter. You can also email me at nikhyl@skip.community This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit theskip.substack.com

New details have been revealed in the tale of Scott Robertson's sudden departure from the All Blacks. NZ Herald Editor-at-Large Shayne Currie has delved into the story in an article called ‘From Twickenham flashpoint to ‘hit job' claims: The untold story and new details of Scott Robertson's All Blacks exit', with first-hand accounts and sources giving shape to the saga. Sources claimed as All Blacks coach, Robertson was unrecognisable to players he coached in Super Rugby, as he was always on edge and tense, and the fun stuff was gone. Neil McGregor is a Leadership and Organisational Culture Consultant from Human Synergistics NZ, and he joined Piney to discuss how common is it for someone who is very well credentialed for a job to struggle once they start that role. “There's an old saying, I think they call it the Peter Principle, where someone gets promoted to the level of incompetence,” he said. “I've always thought that was not quite right, I always thought that actually it's where people get promoted to the level of in-confidence.” LISTEN ABOVE See omnystudio.com/listener for privacy information.

Stop Promoting Your Best Employees Without Training Them to Lead Growing companies hit a predictable wall when their star employees get promoted to management positions without proper training. Ryan Castle, co-founder of Level 10 Leaders, joined The Right-Hand Roadmap to tackle this common entrepreneurial business challenge head-on. After working with over 250 organizations, Castle has identified the gap that stops companies from scaling: while visionary founders and Integrators may excel at leadership, they often struggle to develop the next layer of managers. Most businesses take their best doers, slap a manager title on them, and hope for the best, creating bottlenecks and overwhelmed Seconds-in-Command who end up co-managing departments instead of leading strategically.  You'll hear all about: 02:07 - What Level Ten Leaders does and how they help entrepreneurial companies scale leadership across the organization 03:18 - The difference between leadership (doing the right things) and management (doing things right), and why entrepreneurial founders often excel at one but not both 06:18 - The biggest mistake companies make: promoting top performers without teaching them how to lead, creating a capability gap between executives and managers 10:19 - The Peter Principle problem and why being great at a job doesn't automatically mean someone will be a great manager 13:54 - Navigating the transition from peer to manager while maintaining relationships 16:06 - Why second-in-commands and managers have the toughest jobs in organizations 19:00 - The player-coach dilemma: balancing individual contributor work with management responsibilities 20:42 - Transformation story: how Level Ten's program changed a "blame guy" into a valued team member 22:26 - Advice for second-in-commands: stop being a bottleneck and delegate to create leverage 26:16 - How to connect with Level Ten Leaders and get a free copy of "The Active Manager" book   Rate, review & follow on Apple Podcasts Click Here to Listen! OR WATCH ON YOUTUBE If you haven't already done so, follow the podcast to make sure you never miss a value-packed episode. Links mentioned in the episode: Free Book from Level 10 Leaders! Ryan Castle LinkedIn Level 10 Leaders Second First Membership Second First One-on-One Coaching Second First on Instagram Second First on LinkedIn Megan Long on LinkedIn

Sean Barnes breaks down one of the most common career myths: that hard work alone guarantees advancement. Spoiler alert: it doesn't. Sean walks through why so many high performers stall out at the manager or director level, how the Peter Principle quietly derails careers, and what it really takes to move from individual contributor to executive leader. This episode is a must-watch for professionals who feel stuck despite working harder than everyone around them.   Podcast Show Notes – Episode 264 | 01.13.2025 Episode Title: Why Hard Work Alone Won't Get You Promoted   Key Moments 00:00 – Why “do the work” isn't the whole story 00:29 – The corporate pyramid and the hustle mindset 01:06 – Why hard workers still get stuck 01:33 – Skill gaps that prevent upward movement 02:06 – The Peter Principle explained 02:31 – When titles outpace leadership capability 03:32 – Step 1: Observe leaders above you 04:16 – Executive communication vs task-level thinking 04:46 – Confidence vs competence in leadership 05:45 – Step 2: Intentionally develop new skills 06:20 – Why proximity to excellence matters 06:56 – Step 3: Apply, test, and refine 07:25 – Becoming a force multiplier 07:57 – The real path to meaningful career progression   Key Takeaways Hard work alone won't move you up. Advancement happens when you develop the skills required at the next level, not just when you work harder at your current one. Observe how leaders above you actually operate. Pay attention to how executives think, communicate, and influence, not just what they tell you to do. Leadership is learned through observation as much as instruction. Career growth shifts from output to impact. As you level up, success is no longer about individual contribution. It's about becoming a force multiplier who elevates the people and outcomes around you.   Host: Sean Barnes Website: https://www.wolfexecutives.com   https://www.seanbarnes.com LinkedIn: https://www.linkedin.com/in/seanbarnes/ https://www.linkedin.com/company/wolfexecutives https://www.linkedin.com/company/thewayofthewolf/ LinkedIn Newsletter: https://www.linkedin.com/newsletters/7284600567593684993/ The Wolf Leadership Series: https://wolfexecutives.com/wolf-leadership-series/ YouTube: youtube.thewayofthewolf.com Twitter: https://x.com/seanbarnes https://x.com/wolfexecutives Instagram: https://www.instagram.com/the_seanbarnes https://www.instagram.com/wolfexecutives https://www.instagram.com/the_wayofthewolf TikTok: https://www.tiktok.com/@the_seanbarnes Email: Sean@thewayofthewolf.com Audible: https://www.audible.com/pd/The-Way-of-the-Wolf-Podcast/B08JJNXJ6C Spotify: https://open.spotify.com/show/2BTGdO25Vop3GTpGCY8Y8E?si=ea91c1ef6dd14f15

Welcome to the WealthBuilders Podcast with Karen Conrad Metcalfe and Ray Patterson discussing how to develop leaders with clarity and compassion.Karen and Ray list key principles of effective leadership, sharing stories about helping employees succeed, handling tough conversations with compassion, and guiding team members through promotions and challenges. Learn the importance of honest feedback, mentoring future leaders, and striking a balance between management and leadership roles.Tune in to gain an understanding of employee “sweet spots,” and how to avoid the Peter Principle. The Art of Honest Leadership: Developing Strategies for Leading 

Send us a textThe Ladder of Conscious CompetenceFour stages: Conscious/Unconscious Competence & Incompetence.This can explain why there's a lack of knowledge transfer at your schoolWhy having unconscious competence makes skills hard to teach.The Peter Principle in EducationPeople are promoted beyond their skillset (shifting from teaching children to teaching adults).Success in one role doesn't guarantee success in another.Effective leadership requires a balance of three key skill sets: technical, conceptual, and humanCoaching Missteps to AvoidAvoid coaching people to mimic your personality or style (Focus on enhancing the coachee's unique strengths.)Avoid sharing personal success stories excessively ("When I was a teacher, I...").Ignoring the critical need for developing adult-learning skills.

In 1969, a satirical book, The Peter Principle, suggested promotion led to incompetence.It was written by a Canadian Professor of Education, Dr Laurence J Peter and playwright Raymond Hull. The book was a parody of management theory, but its core message struck a chord with many: “In a hierarchy, every employee tends to rise to his level of incompetence". It became an instant classic, selling millions of copies around the world. In 2021, Alex Last told the story of how Dr Peter came up with his theory using an archive interview he gave to the BBC in 1974. Eye-witness accounts brought to life by archive. Witness History is for those fascinated by the past. We take you to the events that have shaped our world through the eyes of the people who were there. For nine minutes every day, we take you back in time and all over the world, to examine wars, coups, scientific discoveries, cultural moments and much more. Recent episodes explore everything from the death of Adolf Hitler, the first spacewalk and the making of the movie Jaws, to celebrity tortoise Lonesome George, the Kobe earthquake and the invention of superglue. We look at the lives of some of the most famous leaders, artists, scientists and personalities in history, including: Eva Peron – Argentina's Evita; President Ronald Reagan and his famous ‘tear down this wall' speech; Thomas Keneally on why he wrote Schindler's List; and Jacques Derrida, France's ‘rock star' philosopher. You can learn all about fascinating and surprising stories, such as the civil rights swimming protest; the disastrous D-Day rehearsal; and the death of one of the world's oldest languages.(Photo: Dr Laurence J Peter. Credit: Getty Images)

Galen and Hunter go deeper on practical leadership—why people follow for their reasons, how to avoid the Peter Principle trap, and a simple framework for hiring only high performers while pairing relentless accountability with genuine appreciation. They swap must-read books (Lencioni, Berg, MBS) and share real-world tactics you can use tomorrow. Jump in now—and unlock Hunter's VIP segment plus tools, book lists, and extras for just $4/month on Patreon.      

This week we dig into the essential productivity laws that govern real estate investment. We discuss various principles such as the Peter Principle, Pareto Principle, Gore's Law, Parkinson's Law, and more. Emphasizing their significance in making informed investment decisions. It's crucial having a trusted team to navigate the complexities of property investment effectively, stand by the pros. Listen to episode 267 now!   I discuss -  00:00 - Introduction to Productivity Laws in Real Estate 03:06 - Understanding the Peter Principle 08:33 - The Pareto Principle: 80/20 Rule in Real Estate 12:12 - Gore's Law: Evolving from Simple to Complex 15:32 - Parkinson's Law: The Importance of Time Management 20:01 - SIPs Law: The Impact of Team Dynamics on Decisions   Don't hesitate to hit me up on Facebook @SamSaggers. DM me with any of your questions :)   If you're yet to subscribe, be sure to do so on your favourite channel.    Apple - https://pre.fyi/upi-apple   Spotify - ⁣⁣https://pre.fyi/upi-spotify ⁣ YouTube - https://pre.fyi/upi-youtube   And remember, I'm really good on 1.25 or 1.5 speed :)   Take care,  Sam   Hey Investors! It's great to see you here. To get you started on your journey we've popped a few educational resources below for FREE! ➡️ DOWNLOAD The Part Time Property Investor ebook-https://pre.fyi/yt-part-time-investor-ebook ➡️ DOWNLOAD The Property Investor's Cashflow Calculator-  https://pre.fyi/yt-cashflow-calculator  ➡️ REGISTER for a Property Investing Webinar -  https://positivere.events/learn-to-invest    Positive Real Estate's Property Investor Masterclass

In those days Peter stood up among the believers (a group numbering about a hundred and twenty). . . . — Acts 1:15 Have you heard of the “Peter Principle”? It's a management theory by Laurence J. Peter suggesting that employees will rise to the level of their incompetence. In other words, people can be promoted into roles for which they don't even have the necessary skills. And people at the top are often not the best suited to fill those top positions. What about Peter in the Bible? Was he suited for his position at the head of the early church? Though Peter's heart was often in the right place, he was prone to extreme ups and downs, from boldly proclaiming Jesus as the “Son of God” to denying that he even knew his Lord. But before Jesus ascended to heaven, Jesus gave Peter the charge to take care of his sheep. So in the opening chapter of Acts, we see Peter speaking as the leader of the disciples and Jesus' other followers in Jerusalem. He leads the process of selecting Matthias to replace Judas, who had betrayed Jesus to the religious leaders. From this time on, Peter stands at the head of the founding and growth of the church in its early days. Was Peter suited for this role? In truth, no. Nevertheless, Jesus chose him, despite his flaws and failings, for a pivotal role in nurturing the early church. Are we suited for serving Jesus? In truth, no—but he will use us, if we listen to him. Before you, Jesus, we all fall short. Thank you for loving us and calling us to enjoy life in you. Help us to honor and serve you faithfully. Amen.

In this episode of the Fundraising Masterminds Podcast, we're discussing some of the common fears in nonprofit leadership and the Biblical principles that refute them.Join us as we talk through four of the most crippling fears we face as nonprofit leaders and how to overcome them. From practical leadership struggles to Biblical reminders and advice, we're talking about everything you need to replace fear with faith and confidence in your calling.Uncover how the "Peter Principle" could be sabotaging your leadership. Learn why thinking like a real estate agent is the secret to handling rejection. Discover the hidden trap behind financial fears that keep leaders stuck. And find out how chasing other leaders' success sets impossible expectations and silently kills your vision.So whether you're a new executive director struggling with self-doubt or a seasoned professional who still wrestles with insecurity, this episode will give you the spiritual clarity you need to move forward with boldness and trust.Remember to subscribe to our channel for more nonprofit mindset training!ASK US A QUESTION:⁠⁠⁠⁠⁠⁠⁠https://www.speakpipe.com/fundraisingmasterminds⁠⁠⁠⁠⁠⁠⁠NEED HELP WITH YOUR NONPROFIT?Most nonprofits are under-funded. Even if you think your nonprofit is doing well, we've found you could be doing much better. However, most nonprofits don't have a clear development strategy that keeps them grounded. As a result, they "get creative" and "try new things" based on what is popular or trending, or they get comfortable with where they are at and don't realize the dangers they will be facing in just a few short years.The Perfect Vision Dinner Course is a 20-week "live video" course that addresses this problem head on. The course was developed by Jim Dempsey after 38+ years as a Senior Development Director at Cru. After Jim had personally done over 2,500 vision dinners in his lifetime and raised over $1 billion worldwide, Jim and Jason have partnered together to bring you Fundraising Masterminds. Our first course, The Perfect Vision Dinner is a time-tested proven formula that will introduce our development system and grow your nonprofit to its maximum potential.The course includes 20-hours of personalized development coaching from Jim Dempsey and Jason Galicinski and also includes a real-time community group where you have access to everyone attending the course and also our Masterminds throughout the course.The goal for this course is to fully equip you with a Biblical basis for Development so that you can Win, Keep and Lift new partners to higher levels of involvement with your nonprofit. → ⁠⁠⁠⁠⁠⁠⁠https://FundraisingMasterminds.net⁠⁠⁠⁠⁠⁠⁠FOLLOW US ON SOCIAL MEDIA:→ Instagram: ⁠⁠⁠⁠⁠⁠⁠https://instagram.com/fundraising.masterminds⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠→ Facebook: ⁠⁠⁠⁠⁠⁠⁠https://facebook.com/fundraising.masterminds⁠⁠⁠Episode Keywords:

Welcome back to the Evolved Radio Podcast! Today, I've got a really fun and insightful episode lined up for you. Dustin Puryear and I are diving into the “Peter Principle.” that all-too-familiar scenario where someone keeps getting promoted for being good at your job, but eventually land in a role where you're suddenly feeling out of your depth. We chat about the common traps people fall into on the career ladder, why owners and managers struggle to let go, and how the difference between delegation, abdication, and micromanagement shapes the success of your team. Plus, we'll dig into practical advice around KPIs (you know I love talking dashboards), the most common mistake managers make when promoting team members, and even some hard-won lessons from the front lines—including what happens when someone has the courage to step down from a role that isn't the right fit. Whether you're thinking about your own career path, building a team, or just love some good management strategy, this episode is packed with practical takeaways you can start using today. Let's jump in!

Dr. Don Trest teaches from 1 Peter the principles needed to make the Christian life work for you.bfc4u.org, facebook.com/bfc4u

In this episode of Confessions of a B2B Entrepreneur, Shenandoah Chefalo, the host of Mindful Management: Creating a Trauma-Informed Work Environment, welcomes Tom Hunt, the Founder and CEO of Fame. What happens when a CEO admits they're figuring it out as they go? Tom candidly shares his blueprint for building a thriving 70-person remote company, emphasizing the power of trust over micromanagement and delving into the essence of trauma-informed leadership. Discover Fame's innovative strategies for fostering team cohesion, including empowering employee autonomy and unique initiatives like the 'Culture Club'. This episode offers practical wisdom for leaders on manager training, building genuine connections, and why embracing vulnerability can be your most authentic leadership strategy in the modern workplace.

What do you think of this episode? Do you have any topics you'd like me to cover?Women's happiness has been in decline since the 1970's despite increased freedoms and opportunities, says Dr Giselle Goodwin. I've you've ever felt burnout out and the sense that you're somehow failing at being a woman and a mother you'll have a sense of it happening, but you may feel guilty, particularly given the opportunities we've been given compared with what our own mothers had. She says that when women were told we could have it all, it seems what we really heard was we must do it all. It's been dubbed The Female Paradox and in this episode Dr Goodwin shares her personal struggles balancing career and motherhood. She talks us through how societal expectations haven't really changed, even while women are expected to go out to work, resulting in what's been dubbed the "second shift" of domestic responsibilities. We also explore the Paula Principle, where women often take jobs below their skill level for flexibility to fit in with home life, contrasting it with the Peter Principle where men are promoted above their competence. In spite of the problems, Giselle emphasizes it's vital for women to be in high-level roles for societal representation and equity and the real work needs to be done in discussions about how we divide up the mental and physical labour of or lives.She advises young people to view their careers as a portfolio, adapting to life's seasons, and encourages midlife reassessment.Dr Giselle Goodwin: https://gisellegoodwin.com/BOOK: Can Women Really Have it All?: A Happiness Handbook for Working Mothers Research shows that working mothers experience up to 40% more stress and that women's happiness has been declining since the 1970s. How do we fix this? Backed by compelling research and packed with actionable suggestions, this groundbreaking book answers the burning questions of working mothers today:Why do so many mothers feel chronically guilty?What actions can women take to improve their own happiness?What changes do we need from society to improve women's lives?Does working outside the home make mothers happier?Is part-time work the answer, or does it bring its own problems?What advice should we give to our children?Support the showThank you so much for your support. Please hit the follow button if you like the podcast, and share it with anyone who might benefit. You can review us on Apple podcasts by going to the show page, scrolling down to the bottom where you can click on a star then you can leave your message. I don't have medical training so please seek the advice of a specialist if you're not coping. My email is teenagersuntangled@gmail.com And my website has a blog, searchable episodes, and ways to contact me:www.teenagersuntangled.comInstagram: https://www.instagram.com/teenagersuntangled/Facebook: https://m.facebook.com/teenagersuntangled/You can reach Susie at www.amindful-life.co.uk

Get my new book: https://bronsonequity.com/fireyourselfDownload my new special report - How to Use Inflation to Your Advantage - www.bronsonequity.com/inflationWelcome to our latest episode!Break free from fear and discover your purpose through small, intentional steps. Join host Bronson Hill and co-host Nate Hambrick, author of The 18 Laws of Leverage, for a transformative conversation with Julie DeLucca-Collins, Chief Innovation Officer, certified Tiny Habits coach, and author of Confident You. From her roots as a teacher to climbing the corporate ladder as a VP and C-suite executive, Julie faced the “friendnemy” of comfort that kept her stuck—until a layoff during the pandemic forced her to embrace change and launch her coaching business. Now, she empowers women and others to leave jobs they hate, build confidence through tiny habits, and pursue passion-driven lives. Sharing insights on reframing failure, finding “believing mirrors,” and creating systems to navigate setbacks, Julie offers practical strategies to move from stuck to unstoppable.TIMESTAMPS00:41 - Introduction: Embracing change for freedom 02:03 - Guest intro: Julie DeLucca-Collins journey 04:21 - Corporate traps: The Peter Principle and golden handcuffs 06:11 - Brené Brown's arena: Daring greatly despite setbacks 08:20 - Steps to quit: Building passive income and confidence 10:24 - Tiny habits: Starting small for big change 12:12 - Empowering women: Representation and believing mirrors 14:49 - Possibility vs. threat: Rewiring mindset for growth 17:19 - Leaning into failure: Becoming a badass through rejection 20:58 - Questioning stories: Shifting from stuck to possibility 22:38 - Falling and rising: Lessons from Bonnie St. John 26:07 - Faith and resilience: Coaching through life's setbacks 30:28 - Finding purpose: Passion, proficiency, and values 35:42 - Tiny habits in action: Pausing to recalibrate 37:52 - Connect with Julie: Website and resources 39:52 - Key takeaways: Friendnemy behavior and purpose-driven lifeConnect with the Guest:Website: https://goconfidentlycoaching.com/#EmbraceChange#FindYourPurpose#TinyHabits#FinancialFreedom#WomenEmpowerment#ReframeFailure#FriendnemyBehavior

Matt Zimmerman, a loyalty professional with years of experience across hospitality, gaming and travel.Matt'sloyalty journey began for with sheer persistence —after two years of consistently calling, they finally secured a role as a Loyalty Analyst at Albertsons (the U.S. equivalent of Woolworths). From there, the moved into the fast-paced world of Caesars casinos, followed by several loyalty consulting roles that honed their strategic expertise. A move to Australia opened new opportunities, including leading the loyalty program at HotelClub, then joining Menulog during the height of COVID. Most recently, they transitioned to the product space at Endeavour X, where he designed and launched a new loyalty program, pub+, and app from the ground up.Hosted by Carly NeubauerShow notes:1) Matt Zimmerman2) pub+3) Peter Principle

Disclosure - the idea of this podcast episode isn't new. It's the Peter Principle. What is new is looking at the concept of rising to a level of incompetence's flaw, as seen through the naturally occurring order in a group of wolves.In a world where what passes for radical honesty usually means someone is just letting things fly outta their pie-hole without much care for others, it's time for radically authentic conversation. Conscious communication is simple, but often isn't easy. That's why Cathy Brooks created Talk, Unleashed – a weekly podcast of radically honest conversation about — everything. Whether her own musings or in conversation with industry leaders, each episode invites curiosity. Curiosity not about what people do, but why they do it. Who they are and what makes them tick. It's about digging underneath to reveal the thing that is most true - that we are more alike than we are not. A mix of solo episodes where Cathy shares her insights and experience or Cathy engaged in conversation with fascinating humans doing amazing things. No matter the format - it's unvarnished, radically honest and entirely unleashed. This podcast compliments Unleashed Leadership, the coaching business through which Cathy works with symphony orchestras, corporate clients, and individuals to help them unleash and untether their leadership and connect with others in a way that truly engages.#ThePeterPrinciple #hierarchicalthinking #organizationalbullshit #radicalhonesty #consciouscommunication #leadership #Conversation #connection #TalkUnleashed #fiercecompassion #UnleashedConversation #UnleashedLeadership #FixYourEndofTheLeash

In this episode, Josh Anderson and Bob Galen tackle the infamous Peter Principle — the idea that people are promoted until they hit their level of incompetence. But they go deeper than the theory, asking why it happens so often, how to recognize it in your organization, and what great leaders do differently.Josh offers a spicy take: the Peter Principle is inevitable — and even necessary for growth. Bob pushes back hard, arguing that it's often the result of lazy leadership and avoidance. What follows is a lively and honest conversation about promotion, failure, responsibility, and what it really means to lead people well.Whether you're a leader making promotion decisions or someone who's been “Petered” yourself, this episode brings the clarity, candor, and coaching you didn't know you needed. Stay Connected and Informed with Our NewslettersJosh Anderson's "Leadership Lighthouse"Dive deeper into the world of Agile leadership and management with Josh Anderson's "Leadership Lighthouse." This bi-weekly newsletter offers insights, tips, and personal stories to help you navigate the complexities of leadership in today's fast-paced tech environment. Whether you're a new manager or a seasoned leader, you'll find valuable guidance and practical advice to enhance your leadership skills. Subscribe to "Leadership Lighthouse" for the latest articles and exclusive content right to your inbox.Subscribe hereBob Galen's "Agile Moose"Bob Galen's "Agile Moose" is a must-read for anyone interested in Agile practices, team dynamics, and personal growth within the tech industry. The newsletter features in-depth analysis, case studies, and actionable tips to help you excel in your Agile journey. Bob brings his extensive experience and thoughtful perspectives directly to you, covering everything from foundational Agile concepts to advanced techniques. Join a community of Agile enthusiasts and practitioners by subscribing to "Agile Moose."Subscribe hereDo More Than Listen:We publish video versions of every episode and post them on our YouTube page.Help Us Spread The Word: Love our content? Help us out by sharing on social media, rating our podcast/episodes on iTunes, or by giving to our Patreon campaign. Every time you give, in any way, you empower our mission of helping as many agilists as possible. Thanks for sharing!

How can finding the right people transform your business and free up your mental space? In this quick-hit episode of the Overlap Podcast, hosts dive into the powerful "Who Not How" concept, exploring how identifying the right individuals—rather than obsessing over processes—can drive success in business, leadership, and life. Drawing from real-world experiences, they share insights on navigating personnel changes, avoiding common pitfalls like the Peter Principle, and leveraging the OODA loop for smarter decision-making. Packed with actionable takeaways, this episode will inspire you to rethink how you build your team and scale your vision.   What You Will Learn How to prioritize finding the right "who" over perfecting the "how" in your business operations Strategies for identifying and placing team members in roles that maximize their strengths The importance of the OODA loop in making adaptive, competitive business decisions Common mistakes leaders make when promoting or elevating team members and how to avoid them Key Topics Discussed The "Who Not How" philosophy and its impact on business efficiency and growth Real-life examples of personnel shifts that transformed an organization's operations Why character and core values matter more than skill in long-term team success The dangers of the Peter Principle and elevating people beyond their capacity How the OODA loop, a military decision-making framework, applies to outmaneuvering competitors in business Show Resources and Links Book: Who Not How by Dr. Benjamin Hardy – Learn more about the concept discussed in the episode Overlap Podcast Homepage: overlaplife.com Contact the Overlap Podcast Team: overlaplife.com/contact Sponsor Spotlight Barranco and Associates: Johnny Barranco offers holistic financial consulting and tax preparation to align your business with long-term goals. barrancoandassociates.com C2 Wealth Strategies: Wes Cody and his team provide personalized financial planning to help you achieve wealth and financial freedom. c2wealth.com Content Fresh: Transform your social media presence with Content Fresh, driving massive growth in reach and engagement. contentfresh.com Roadmap for Growth Online Course: treebusiness.com Quotes “If you find the right who and you give 'em guardrails... they're going to figure that out faster and better than your fully worked out job description.” “The folks that wanna play it safe all the time, never progress very fast.” “You become the bottleneck. So then you start adding people, and the Peter Principle usually falls into place.” This episode of the Overlap Podcast delivers a compelling case for focusing on who rather than how when scaling your business. By prioritizing the right people, embracing adaptability through frameworks like the OODA loop, and learning from inevitable leadership mistakes, you can unlock new levels of efficiency and growth. Tune in, reflect on your team dynamics, and take the first step toward building a business that thrives. Visit overlaplife.com to connect with the hosts and share your thoughts on this episode.

1 Peter 3:1-7 Pastor Eric Mounts

In this episode of the Startup Therapy Podcast,Ryan and Will delve into the emotional journey of startup founders who feel out of place in the very companies they built from scratch. They discuss the guilt and struggle founders experience when their roles change and they no longer enjoy their jobs. They share personal anecdotes and examine the impact of forced roles, from management misfits to a loss of personal fulfillment. The duo also explores the concept of evolving with or beyond your startup, and how to come to terms with these difficult but often necessary transitions.Resources:Startup Therapy Podcast https://www.startups.com/community/startup-therapyWebsitehttps://www.startups.com/beginLinkedIn https://www.linkedin.com/company/startups-co/Join our Network of Top Founders Wil Schroterhttps://www.linkedin.com/in/wilschroter/Ryan Rutanhttps://www.linkedin.com/in/ryan-rutan/What to listen for:00:48 The Shift from Building to Managing01:29 The Struggles of Management02:13 The Evolution of Roles04:17 The Peter Principle in Action05:29 The Emotional Toll of Management08:34 Reflecting on the Past and Moving Forward09:57 The Realization and Acceptance12:39 The Dilemma of Founder Evolution13:10 Learning from the Past13:42 Commitment and Introspection15:02 The Cost of Doing What You Hate17:40 Recognizing and Embracing Change20:16 The Hard Decision to Move On25:03 Celebrating Growth and Moving Forward

In this first installment of our historical series, Caylen Wojcik is joined by assistant instructor and lifelong rifleman Nate Humbard for an unfiltered, in-depth conversation tracing the roots of American sniping—from the frontiersmen of the 1700s to the modern-day warrior's mindset.They discuss the origins of riflemanship, the powerful role of mentorship, and the timeless warrior values passed down through generations of American marksmen. You'll hear stories of legendary figures like Lewis Wetzel, Daniel Morgan, Jack Hinson, and Billy Dixon—along with hard-earned wisdom for young men seeking discipline, purpose, and legacy in a world that often overlooks them.What You'll Learn:Why sniping is deeply woven into America's identityThe sniper's historical role in shaping key battlesThe importance of struggle, self-awareness, and mentorshipWhat history teaches us about honor, focus, and quiet masteryHow to avoid the “Peter Principle” and align your path with your natureWhy preserving the sniper's legacy matters—now more than everFollow us at Instagram: @moderndaysniperYoutube: @ModerndaysniperJoin Our Community Today!https://www.moderndayrifleman.com

So much to cover, so little time. Vance kills the pope, Trumps are headed to Rome, Dog Doo, Mike Pillow, The Peter Principle, Noem's Purse, Elon is Getting Salty, Can Trump Fire Powell?, Makin Beautiful Babies and the Dollar General.

The rise of AI is fundamentally changing and challenging the classic laws and principles of software development and entrepreneurship. Drawing from my experience building Podscan.fm with AI assistance, I dive into how laws like Conway's Law, Brooks' Law, and Postel's Law are being transformed in this new era of AI-assisted development, while sharing practical insights for founders and developers navigating this shifting landscape.The blog post: https://thebootstrappedfounder.com/how-ai-changes-famous-laws-in-software-and-entrepreneurship/The podcast episode: https://tbf.fm/episodes/381-how-ai-changes-famous-laws-in-software-and-entrepreneurshipCheck out Podscan to get alerts when you're mentioned on podcasts: https://podscan.fmSend me a voicemail on Podline: https://podline.fm/arvidYou'll find my weekly article on my blog: https://thebootstrappedfounder.comPodcast: https://thebootstrappedfounder.com/podcastNewsletter: https://thebootstrappedfounder.com/newsletterMy book Zero to Sold: https://zerotosold.com/My book The Embedded Entrepreneur: https://embeddedentrepreneur.com/My course Find Your Following: https://findyourfollowing.comHere are a few tools I use. Using my affiliate links will support my work at no additional cost to you.- Notion (which I use to organize, write, coordinate, and archive my podcast + newsletter): https://affiliate.notion.so/465mv1536drx- Riverside.fm (that's what I recorded this episode with): https://riverside.fm/?via=arvid- TweetHunter (for speedy scheduling and writing Tweets): http://tweethunter.io/?via=arvid- HypeFury (for massive Twitter analytics and scheduling): https://hypefury.com/?via=arvid60- AudioPen (for taking voice notes and getting amazing summaries): https://audiopen.ai/?aff=PXErZ- Descript (for word-based video editing, subtitles, and clips): https://www.descript.com/?lmref=3cf39Q- ConvertKit (for email lists, newsletters, even finding sponsors): https://convertkit.com?lmref=bN9CZw

Maruḩabaa! It's Week 7 of the Ranking Season at The Dynasty Guru and it's time to start talking about pitchers!Chris and Drew kick it off with a look the the TDG's Top 50 Pitching Prospects. In addition to a discussion of how injury histories and organization factors influence our rankings, there's mention of archipelagos, the Pirates' playoff rotation and the Peter Principle. Be sure to check the full lists this week on TheDynastyGuru.comJoin the Global Sensation that is JTR! Timestamps:4:00 The Injury Factor18:00 The Top Ten19:40 Hagen Smith21:30 Chase Burns23:30 Kumar Rocker26:00 Noah Schultz27:30 Bubba Chandler30:00 Travis Sykora32:00 Jacob Misiorowski35:53 Ricky Tiedemann38:05 AJ Smith-Shawver41:45 Brandon Sproat44:04 Quinn Matthews45:30 Tink Hence50:00 Cam Caminiti, Trey Yesavage, Brody Brecht53:35 Emiliano Teodo56:10 Moises Chace1:00:15 Logan Henderson1:03:35 Jaden Hamm1:05:30 Ryan Sloan1:06:30 Jairo Iriarte, Santiago Suarez1:11:05 K.C. Hunt1:15:40 Owen MurphyFind us on BlueSky:Drew: @drewgotigers.bsky.socialChris: @notnotcknock.bsky.socialJoinTheRanks: @jointheranks.bsky.socialIntro and Outro Voiceover provided by Coleson Probst coprovoice@gmail.comIntro Music: One Fine Day by Keep Calm and Podcast On (Podcast.co)Thanks for tuning in!

In the 1970s, there was a popular book called The Peter Principle by Laurence Peter. The premise of the book was that successful people often receive promotions until they're finally promoted to a level of incompetence.  The most common application of this principle is in sales. After many great salespeople have success, they often assume ... The post The Peter Principle appeared first on Unconventional Business Network.

[EP 25-076] James Woods tweeted: Two guys who have more money than they'll ever need are working for NO SALARY 16 hours a day to make the lives of hard-working Americans better. And all the Democrats do is bitch and moan. Former FBI assistant director Frank Figliuzzi just claimed that "If you voted for [Trump], you really need to question whether you're American anymore." This is a particularly chilling statement from a person appointed by Robert Mueller to head counterintelligence operations...I wish Elon Musk would use DOGE to find every anti-American and anti-Trump post on social media, so President Trump knows DIRECTLY who to fire.The Peter Principle, cooked up by Laurence J. Peter, is the brutal truth that in any hierarchy, people get promoted until they're bad at their jobs. You start off great, climb the ladder, and then—oops—you land in a role where you're completely out of your depth. Why? Because being good at one job doesn't mean you'll be good at the next one. It's like promoting a star quarterback to coach, only to realize he can't draw up a play to save his life. The idea was laid out in a 1969 book co-written by Peter and Raymond Hull. It was meant to be satire, but it hit a nerve because, let's face it, we've all worked for someone who proved the point. Now, it's a staple of management theory—and a perfect excuse for why your boss is the way they are. In short: promotions don't stop until incompetence does. Funny? Yes. Painfully accurate? Absolutely.Become a supporter of this podcast: https://www.spreaker.com/podcast/the-kevin-jackson-show--2896352/support.

Ever wonder what our live leadership development workshops are like? This episode is a short clip of a live workshop we put on a couple of months ago. If you sign up for this online workshop series, use this code at checkout to get a 25% discount: MINDANDHEARTPOD We edited out any voices of participants, plus all the group work, breakout rooms, and Q/A, so you'll just hear Ethan. In this short episode, Ethan discusses a common issue in nearly every workplace, the Peter Principle, and how to overcome it with good leadership training. 

Podcast Show Notes – Episode 211 | 01.14.2025 Episode Title: Njsane & Sean     Episode summary introduction: Sean Barnes and Njsane Courtney delve into the importance of perseverance and the art of combining storytelling with emotional impact in public speaking. They explore the challenges and power of entrepreneurship and networking, highlighting vulnerability in leadership and audience connection. The discussion covers adapting leadership styles, managing time during speeches, and balancing focus between numbers and people. Trust, culture, and AI's role in performance management are examined, alongside AI's impact on resume screening and decision-making. Personal branding, historical technological perspectives, and the future of human-AI interaction are discussed. The episode concludes with insights on continuous learning and future podcast topics.   Key Moments 0:00 – The importance of perseverance 1:38 – Combining storytelling and emotional impact in public speaking 4:23 – The challenges and power of entrepreneurship and networking 8:49 – Vulnerability in leadership and connecting with your audience 20:49 – Adapting leadership styles and managing time during speeches 23:24 – Empathy and the Peter Principle in leadership 27:38 – Balancing focus between numbers and people in management 34:41 – Trust and culture in organizational performance 41:03 – Evolving performance management and the role of AI 50:08 – AI in resume screening and the human element in AI processes 1:00:21 – Context and accountability in AI decision making 1:04:07 – Personal branding and the future of human-AI interaction 1:07:16 – Historical perspectives on technological advancements 1:10:42 – Building connections and the value of spontaneous conversations 1:15:18 – Balancing personality tendencies and continuous learning 1:20:57 – Leveraging resources for self-improvement and knowledge prioritization 1:23:01 – Future podcast topics and episode conclusion   Key Takeaways Consistency and perseverance are key to achieving long-term success, even when immediate results aren't visible. Engaging storytelling can create a powerful connection with an audience, making complex or emotional topics more relatable and impactful. Balancing empathy and accountability is crucial in leadership, helping to support and motivate employees while still driving performance and results. Guest: Njsane Courtney LinkedIn: https://www.linkedin.com/in/njsanecourtney/ Website: https://myfriendinhr.buzzsprout.com/ Instagram: https://www.instagram.com/myfriendin_hr/   Host: Sean Barnes Website: https://www.wsssolutions.com/ LinkedIn: https://www.linkedin.com/in/seanbarnes/ https://www.linkedin.com/company/wsssolutions/ https://www.linkedin.com/company/thewayofthewolf/ YouTube: youtube.thewayofthewolf.com Twitter: https://twitter.com/the_seanbarnes Instagram: https://www.instagram.com/the_seanbarnes https://www.instagram.com/the_wayofthewolf TikTok: https://www.tiktok.com/@the_seanbarnes Email: Sean@thewayofthewolf.com

In Episode 506 of For All You Kids Out There, Jeffrey and Jarrett talk about the latest Pete Alonso contract rumors, the current state of scouting, and answer your correspondence.

Send us a textBecca and Dr. Chris Jones co-host another episode where they discuss the challenges that come when instructional coaches and school leaders are "naturally gifted" in certain areas. Here are the highlights:The Ladder of Conscious CompetenceFour stages: Conscious/Unconscious Competence & Incompetence.This can explain why there's a lack of knowledge transfer at your schoolWhy having unconscious competence makes skills hard to teach.The Peter Principle in EducationPeople are promoted beyond their skillset (shifting from teaching children to teaching adults).Success in one role doesn't guarantee success in another.Effective leadership requires a balance of three key skill sets: technical, conceptual, and humanCoaching Missteps to AvoidAvoid coaching people to mimic your personality or style (Focus on enhancing the coachee's unique strengths.)Avoid sharing personal success stories excessively ("When I was a teacher, I...").Ignoring the critical need for developing adult-learning skills.The Whole Educator PD:The Whole Educator AcademyBreaking Through Resistance and Building Buy In PDAll Professional DevelopmentsLearn more about Dr. Chris Jones and VATLL (previously VASCD)Let's Stay Connected!Website | Instagram | Twitter | Linkedin | Facebook | Contact Us

As we stand on the brink of a new year, Baylor Barbee explores the intriguing concept of the Peter Principle in this episode of "Shark Theory." Expressing enthusiasm for the prospects of 2025, Baylor shares insights gained from a recent conversation that spurred him to reflect on career growth and personal development. This episode serves as both a reflection on past achievements and a call to action for listeners to maximize their potential by embracing new challenges strategically. The discussion dives deep into understanding personal and professional ceilings—the limits that keep us from advancing in our careers and lives. Baylor emphasizes that stagnation doesn't imply a lack of intelligence but rather points to a need for growth and adaptability. He challenges listeners to identify their current limitations and strategically train themselves, not to increase their workload, but to optimize their capabilities. He passionately advocates for turning aspirations into actionable plans, highlighting the importance of training over simple participation to achieve career advancement and broader, more versatile skill sets. Key Takeaways: The Peter Principle suggests individuals are promoted to the level of their incompetence, underscoring the need for continuous growth. Recognizing and improving one's "current ceiling" is crucial in overcoming stagnation and advancing in both career and personal life. Efficiency in skill development is more important than mere increased effort; working smarter, not harder, is key to growth. Embrace comprehensive training methods and seek new skills to be well-rounded and adaptable in career and life challenges. 2025 should be seen as a year of personal empowerment and transformation, where each individual focuses on becoming their best self. Notable Quotes: "In a hierarchy of a business, you rise, you get promoted to the level of your respective incompetence." "I'm not going into 2025 saying you got to work harder, you got to do more. I'm saying you can get more results by being efficient." "If you're stuck, you are your own bottleneck." "Focus on being great at something, but then work on some lateral movement type skills." "2025 is going to be the most confident, most powerful, most get it done version of you."

People who are good at their jobs routinely get promoted into bigger jobs they're bad at. We explain why firms keep producing incompetent managers — and why that's unlikely to change. SOURCES:Nick Bloom, professor of economics at Stanford University.Katie Johnson, freelance data and analytics coach.Kelly Shue, professor of finance at the Yale University School of Management.Steve Tadelis, professor of economics at the University of California, Berkeley Haas School of Business. RESOURCES:“People Management Skills, Employee Attrition, and Manager Rewards: An Empirical Analysis,” by Mitchell Hoffman and Steven Tadelis (Journal of Political Economy, 2021).“Promotions and the Peter Principle,” by Alan Benson, Danielle Li, and Kelly Shue (The Quarterly Journal of Economics, 2019).“Bosses Matter: The Effects of Managers on Workers' Performance,” by Kathryn L. Shaw (IZA World of Labor, 2019).“The Value of Bosses,” by Edward P. Lazear, Kathryn L. Shaw, and Christopher T. Stanton (Journal of Labor Economics, 2015).The Peter Principle: Why Things Always Go Wrong, by Laurence J. Peter and Raymond Hull (1969). EXTRAS:“The Secret Life of C.E.O.s” series by Freakonomics Radio.“What Does a C.E.O. Actually Do?” by Freakonomics Radio (2018).