Why is everyone incompetent

Let go of the drama of it all and just focus on taking care of yourself. Much of what we do in life are from learned behaviors that we have observed others doing in our past. It is time to learn new and more positive behaviors that are healthier and more realistic and relaxed.

There are reasons that incompetent people exist and continue to function as they do. Volumes have been written about why this is so. However, the real issue is not about them; instead, it is about how your own reactions to the situation damage and enslave you and your life. Remember, no one is perfect. This allowed the researchers to mine the anonymised data of nearly 39, sales workers, 1, of whom were promoted to management roles over the six-year study period.

As you might expect, the team found that the best salesmen or women were the ones who tended to be promoted. To assess their aptitude for the new managerial position, the researchers then examined the effect of this move on their team members. Managers who used to be very high-performing sales workers tended not to bring a significant boost to their colleagues, while the lower performers were often much better at raising the average sales within their team.

Shue was not entirely surprised by the result. Indeed, one inspiration was the US version of The Office, in which the protagonist Michael Scott — who used to be a great salesperson — became an absolutely terrible manager.

There are lots of potential reasons why this might occur, says Shue. Along these lines, Shue found that the sales workers who already had a record of working collaboratively tended to be much better managers. Although she does not yet have the data, Shue suspects that the problems described by the Peter Principle may also be rife in science, technology and engineering. As Lawrence J Peter had originally noted in his book, the rise of incompetent managers is also a common complaint in academia and education.

Yet that strategy can also come at a price. The possibility of a promotion is a positive incentive for many people, boosting their individual performance. Bill Dueease. Posted September 27, at AM. Russell Purkiss. Posted October 16, at AM.

Posted October 18, at AM. PJ Steinfort. Posted November 2, at PM. Russ Bastable. Posted November 15, at AM. Posted November 20, at PM.

Anh Nguyen. Posted February 3, at PM. Posted February 15, at PM. Posted May 5, at PM. IPW, Inc. Posted May 15, at PM. Brad Dudley. Posted May 18, at PM. Ezekiel Ogboko. Posted September 7, at PM. Michele Ulino. Posted September 18, at AM. Noreen Arshad. Posted September 4, at PM.

Memphis Thompson. Posted March 10, at PM. Posted June 12, at PM. Posted November 26, at AM. Zen Zone 40 Firehouse Zen. Leave a Reply Cancel reply You must be logged in to post a comment. Goodreads Book Giveaway. What if it is them? A three-step process First — examine why you think they are not able to do the work. There are many potential reasons: Lack of training or knowledge — Hired a promising, organized person to be a project manager, but they received no training.

Peter Principle — Was good at one job skill so promoted, but not skill set for instance, great at sales but not as a sales manager. Medical or health issue — Any age can have cognitive issues, mental health challenges or mini-strokes. ADHD or learning disorder — How the brain processes information can affect job performance and many people have never been diagnosed.

Source: Wikipedia Note - Remember that these issues are different than someone not wanting to do the work. Also realize that other complicating factors such as arrogance or the inability to listen, often accompany some of these reasons, such as the Dunning-Kruger effect.

Third — and most important, how does their inability to do work affect you? I rely on them doing their job to do my job.

If you can, talk with your supervisor and give three or four specific examples to ask for support, ideas or help addressing. Try to help the person learn.