Thanks Nikhil. I recorded in a little airbnb in Salerno, Italy so not ideal recording conditions. That and I also don't know much about recording so I can't promise it won't happen again but I'll try.
Ohh thankfully we have those like your Cacio and Pepe maker who continue to strive for the perfection (?) of their craft. What would our lives be like without beautiful food (with a touch of conversation and laughter added), and beautiful handmade objects and the time taken to test, fail, repeat, ponder? The considered thought, and love for making becomes embedded in these beautiful things and then we are invited to enjoy them.
PS: I was once promoted to an "Associate Director"...... I think sometimes people promote you to "lock you in", deter you from leaving. I lasted a few months - it seemed to me one big con!
Where would we be if there weren't people willing to give up the prestige of being an Associate Director to dedicate their lives to making beautiful maps? The world is better off with these people in it.
Ha! But I am sure that is what you wanted to do and were prepared for it. Of course the flip side of the Peter Principle is that we are often deprived of potentially great managers because they are not so great at their current role.
Thanks for the message Fiona. I don't have any answers to a lot of these questions but there is definitely value in all of us thinking about these things from time to time.
I was asked in my first interview after teacher training the "where I saw myself in 5 years question'. I answered truthfully, that I wanted to really learn how to be a teacher, as primary school teaching has so may aspects to master. I didn't get the job. The 'one' who did, I was told, was headteacher material. She was pregnant 6 months later and went to part-time work.
That has always seemed a silly interview question. I have never known where I will be from one week to the next. In my last interview I was asked (by a robocall) what my biggest weakness was. I wanted to respond "An intolerance of interview questions formulated in the 1980s." Alas I didn't and have regretted it ever since. Thanks for reading!
Management play your Egos…the need to feel better about oneself. And they make you chase the carrot…to get more out of you…not necessarily to pro-mote you.
All clocks have a similar winding mechanism but management sees everyone as a manual winding system… but the ‘one without leadership ambitions’ really is an automatic winding system.
To 'The one without leadership ambitions' who is showing amazing leadership in his approach to life and by this entire blog.
The Peter Principle is a fantastic explanation of what occurs. We are often chasing the next position instead of perfecting our current one. I have definitely done that (am doing that?) throughout my career.
I think it is a reflection of our capitalist society and the ever growing need for things, hence the need for a pay rise to pay for those things. It would be awesome if pay was based upon the skill level of a person and that someone could achieve their desired income by mastering their role.
Loving these blogs mate. You have a way with words/experience to back them up. Keep it up!
Thanks Nathan! I appreciate the comments. I think it is an easy trap to fall into. But likewise, some people are great at management and it is what they want to do, and for them and those that they manage, that is great. But it isn't necessarily for all of us. I think some forms in Silicon Valley are starting to create roles where experts in an area can stay in the area but receive more money and internal prestige through tweaked job titles. So good coders for example get to remain writing code rather than become a manager of coders. Interested to hear if any one has experienced this.
Great piece again Ryan. I have long felt that it is an assumption that people always wish to “progress” in their roles. But are we mistaking progression with simply wishing to earn more? I think becoming a bona fide expert, a specialist, is as valid and as noble as seeking bureaucratic advancement is for people who wish to manage others within an organisation. In Norway I was asked what other role I might see myself doing in the company. None, I answered, this is all I want to do. And that was perfectly fine
I think that is amazing regarding a company accepting you were happy where you were. Also I think I would benefit from the same understanding in my own mind to be happy where I am at.
It's a good feeling when you know the right answer, deliver it and the company backs you. And yes, progression equals more money but I think knowledge acquisition and thought leadership should also equate to more money. Really strange when you see a new person to a role get in to a pay scale that someone who has been twenty years in the company is also on.
This is great. Hits home after working 3 years under a manager who loved to "touch base" constantly, requiring me to come in on my days off to face performance reviews and field questions like "if you were a bird, what kind of bird would you be?" Strangely enough we never got around to the staff meetings where we could offer suggestions for improvement on his managing style.
Great piece as always, Ryan. I think I’m hearing an echo in this recording.
Thanks Nikhil. I recorded in a little airbnb in Salerno, Italy so not ideal recording conditions. That and I also don't know much about recording so I can't promise it won't happen again but I'll try.
Ohh thankfully we have those like your Cacio and Pepe maker who continue to strive for the perfection (?) of their craft. What would our lives be like without beautiful food (with a touch of conversation and laughter added), and beautiful handmade objects and the time taken to test, fail, repeat, ponder? The considered thought, and love for making becomes embedded in these beautiful things and then we are invited to enjoy them.
PS: I was once promoted to an "Associate Director"...... I think sometimes people promote you to "lock you in", deter you from leaving. I lasted a few months - it seemed to me one big con!
Where would we be if there weren't people willing to give up the prestige of being an Associate Director to dedicate their lives to making beautiful maps? The world is better off with these people in it.
Great piece mate. As someone who did head up the chain....enjoyed the thoughts. Hoping I am operating below the level of my incompetence....haha
Ha! But I am sure that is what you wanted to do and were prepared for it. Of course the flip side of the Peter Principle is that we are often deprived of potentially great managers because they are not so great at their current role.
Love this one Ryan. No-motion of confidence!
Thanks Kana! I should have thought of the no-motion of confidence! :)
Your piece is a pleasure to read: entertaining, thought-provoking and involving food. Trifecta!
Thanks for the kind words Sarah and thanks for reading!
your pieces are always so relevant and thought provoking for me, thankyou Ryan!
Thanks for the message Fiona. I don't have any answers to a lot of these questions but there is definitely value in all of us thinking about these things from time to time.
I was asked in my first interview after teacher training the "where I saw myself in 5 years question'. I answered truthfully, that I wanted to really learn how to be a teacher, as primary school teaching has so may aspects to master. I didn't get the job. The 'one' who did, I was told, was headteacher material. She was pregnant 6 months later and went to part-time work.
That has always seemed a silly interview question. I have never known where I will be from one week to the next. In my last interview I was asked (by a robocall) what my biggest weakness was. I wanted to respond "An intolerance of interview questions formulated in the 1980s." Alas I didn't and have regretted it ever since. Thanks for reading!
Management play your Egos…the need to feel better about oneself. And they make you chase the carrot…to get more out of you…not necessarily to pro-mote you.
All clocks have a similar winding mechanism but management sees everyone as a manual winding system… but the ‘one without leadership ambitions’ really is an automatic winding system.
100% agree Raju. And I think that that constant chasing of the carrot is what leads to burn out. Maybe a topic for another day. Thanks for reading!
To 'The one without leadership ambitions' who is showing amazing leadership in his approach to life and by this entire blog.
The Peter Principle is a fantastic explanation of what occurs. We are often chasing the next position instead of perfecting our current one. I have definitely done that (am doing that?) throughout my career.
I think it is a reflection of our capitalist society and the ever growing need for things, hence the need for a pay rise to pay for those things. It would be awesome if pay was based upon the skill level of a person and that someone could achieve their desired income by mastering their role.
Loving these blogs mate. You have a way with words/experience to back them up. Keep it up!
Thanks Nathan! I appreciate the comments. I think it is an easy trap to fall into. But likewise, some people are great at management and it is what they want to do, and for them and those that they manage, that is great. But it isn't necessarily for all of us. I think some forms in Silicon Valley are starting to create roles where experts in an area can stay in the area but receive more money and internal prestige through tweaked job titles. So good coders for example get to remain writing code rather than become a manager of coders. Interested to hear if any one has experienced this.
Great piece again Ryan. I have long felt that it is an assumption that people always wish to “progress” in their roles. But are we mistaking progression with simply wishing to earn more? I think becoming a bona fide expert, a specialist, is as valid and as noble as seeking bureaucratic advancement is for people who wish to manage others within an organisation. In Norway I was asked what other role I might see myself doing in the company. None, I answered, this is all I want to do. And that was perfectly fine
I think that is amazing regarding a company accepting you were happy where you were. Also I think I would benefit from the same understanding in my own mind to be happy where I am at.
It's a good feeling when you know the right answer, deliver it and the company backs you. And yes, progression equals more money but I think knowledge acquisition and thought leadership should also equate to more money. Really strange when you see a new person to a role get in to a pay scale that someone who has been twenty years in the company is also on.
This is great. Hits home after working 3 years under a manager who loved to "touch base" constantly, requiring me to come in on my days off to face performance reviews and field questions like "if you were a bird, what kind of bird would you be?" Strangely enough we never got around to the staff meetings where we could offer suggestions for improvement on his managing style.