The Crossroads of Psychological Safety in Organizational Culture – Part II "LEADERSHIP WITH A LIFE VEST" How Do Our Crossroads Trap Us?

The Crossroads of Psychological Safety in Organizational Culture – Part II

"LEADERSHIP WITH A LIFE VEST"

How Do Our Crossroads Trap Us?

The Connection Between Psychological Safety and the Peter Principle

In today's dynamic business world, I've observed how two key principles have increasingly gained importance and significantly influenced the development and success of organizations and the leaders I accompany as an Executive Coach.

• PSYCHOLOGICAL SAFETY: "Pillar for Creativity": Calm waters where people feel free to express their ideas, ask questions, and admit mistakes, thus facilitating continuous learning processes and innovation. Essential for organizational success!
• THE PETER PRINCIPLE: "Promotion to Incompetence": Siren's song, paradigm of the limit to efficiency or, according to its authors, Laurence Peter and Raymund Hull. The direct path to ineptitude!

These views, different in nature and seemingly contradictory, touch on crucial points, inviting us to rethink ourselves. Their joint understanding provides valuable strategies for effective talent management and organizational development.

"the Peter Principle" Under the Microscope

According to this principle, a person who performs their job well is rewarded with successive promotions until they reach a point where they can no longer perform effectively. This not only impacts their individual performance but has negative consequences for the efficiency and productivity of the entire organization and, needless to say, for their emotional well-being and self-esteem!

Let's take an example: "Mr. Peter." An excellent salesperson at a multinational company, charismatic, and with great ability to turn around buyers' objections.

• His boss decides to promote him to a managerial position with a team under his charge as a reward for his remarkable performance.
• Soon, Mr. Peter feels tired, his sales decline, and he fails to connect with his team members.
• His skills and abilities no longer match the requirements of his role, and simply working harder, doing more of what he did to get to that position, is not possible.

Let's see another case. "Ms. Raymund." She is very competent and reliable in her work, and it is precisely this efficiency that leads to her promotion.

• Over time, she received a new promotion, being elevated to the next hierarchical level.
• She recognizes her own limits and barriers when performing her duties in the new role but does not want to appear vulnerable.
• She feels that she is not up to the position and that the demands and responsibilities exceed her current capabilities.
• The level of stress is higher than ever before.

You can imagine how these stories end...

What Happens When We Feel Insecure, Physically or Mentally Threatened?

Our horizon becomes blurred, and we enter "uncertainty mode." This is a natural response that warns us of danger. In the workplace and in life, when this mode is prolonged, and we lose sight of the horizon, it becomes detrimental, hindering creative thinking, "controlled" risk-taking, and the development of collaboration. Our survival sensors are activated, focusing our energy on the state of alert.

Dissolving the Peter Principle, Connecting with Psychological Safety

How then to design a promising future amidst the complexities of the professional ocean?

Promotion decisions often consider current job performance. Many times, this happens at the expense of other characteristics that better predict the new role's requirements, such as:

• What talents and skills are needed for the position?
• Should it be someone consultative who leads others to consensus?
• Someone competitive and motivated who sets goals for the team to achieve?
• A practical and reliable person? A creative visionary?
• Someone who helps their team navigate their moods and vulnerabilities in facing day-to-day circumstances?
• A translator of the organization's vision and strategy to their team, coaching and directing them to achieve goals successfully?

Fostering a culture in a high psychological safety environment, where the Peter Principle has no place, enables:

• Members to have confidence in recognizing and communicating their limitations and areas for improvement when facing the challenges of higher positions.
• A context where conversational rituals facilitate and promote honest and constructive dialogues, promoting continuous development and productivity.
• A continuous learning culture ensuring employees acquire the necessary competencies before being promoted and taking on new responsibilities successfully.
• An environment providing opportunities to develop critical skills for future roles, reducing the risk of reaching "incompetence."
• Horizontal promotion encouraging employees to develop their talents, leveraging their strengths to serve both their teams and the company.

A culture where the Peter Principle dissolves below the waterline!

Landing on New Shores

Managing change is like being a captain on the open sea. Purpose is the compass, and although the horizon may seem confusing and endless, trusting it is the key to staying oriented and moving forward, even when the shore is not visible.

Coaching as a Beacon Illuminating the Path:

COACHING, a safe, neutral relational space in the transition to these new forms. An inspiring learning environment where one can dive in confidently, meet oneself in a different way, reflect on our role, how we feel, what we need to strengthen to broaden our perspective, and chart the next steps.

THE COACH, a thought partner, a great ally in this process of transformation and evolution.

CHANGE, EVOLUTION, the tide of the sea, inevitable and constant. Sometimes, it may seem to drag us into the unknown. By learning to read the currents and adjust our sails, we can use its force to move forward and find new opportunities in the vast ocean of possibilities.

So, dear navigators, I invite you to hoist the sails and embark on this journey of self-discovery and growth through the waters of change!

Together, we will transform the waves of uncertainty into impulses, reinforcing the achievements reached and charting new courses!