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!
May 12, 2022Ā·edited May 12, 2022Liked by Ryan Butta
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.
Management play your Egosā¦the need to feel better about oneself. And they make you chase the carrotā¦to get more out of youā¦not necessarily to pro-mote you.
All clocks have a similar winding mechanism but management sees everyone as a manual winding systemā¦ but the āone without leadership ambitionsā 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!
Great piece again Ryan. I have long felt that it is an assumption that people always wish to āprogressā 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
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 Iām hearing an echo in this recording.
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!
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
Love this one Ryan. No-motion of confidence!
Your piece is a pleasure to read: entertaining, thought-provoking and involving food. Trifecta!
your pieces are always so relevant and thought provoking for me, thankyou Ryan!
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.
Management play your Egosā¦the need to feel better about oneself. And they make you chase the carrotā¦to get more out of youā¦not necessarily to pro-mote you.
All clocks have a similar winding mechanism but management sees everyone as a manual winding systemā¦ but the āone without leadership ambitionsā 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!
Great piece again Ryan. I have long felt that it is an assumption that people always wish to āprogressā 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
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.