Comments on: Even Leaders Have Leaders – How Do We Sort Out Who Leads Whom?

By: Dan Brusca

Dan Brusca — Tue, 24 Jan 2012 10:44:47 +0000

I’ve seen my fair share of managers who really shouldn’t be where they are, and have seen the effect it can have on those that work under them. So I agree with Graham – get rid of these outdated ideas! Promote people based on merit rather than tenure…

By: Susan Pinner

Susan Pinner — Tue, 04 Oct 2011 21:33:06 +0000

It is not unusual to have a manager who seems “out of their depth” or weaker in areas than you. But to “resent that their manager has the right to assess their performance” is a sign that you yourself are not ready to lead. A true leader rises above these situations and naturally progresses. Someone who resents will simply stay where they are.

By: Graham

Graham — Fri, 16 Sep 2011 15:15:27 +0000

I am a great believer in the “Peter Principle”. This is where, purely through tenure, people are promoted to just beyond their own level of competence.

I am sure many of us have come across managers who are simply out of their depth. The sad thing is usually they are ideally suited to their pre-promotion position.

In the long run this promotion of people based purely on their time within an organisation, and not on their ability to do the job, has a detramental affect on us all.

By: Zoey

Zoey — Tue, 03 May 2011 22:28:09 +0000

I am not sure you can always create a good leader. When you see someone who has people following them as if they would walk into battle with them, then you’re on to something.

By: Wellington Bellawa

Wellington Bellawa — Fri, 19 Mar 2010 00:37:01 +0000

Iam interested i your materials and Elliot Jaques’s book “Requisit Organisation”