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One of the tenets though, "6. Be Honest and Acknowledge When You Don’t Fit the Role" only is fair to the person if the team/company also follows that advice. I
by supernova87a 6y ago
One of the tenets though, "6. Be Honest and Acknowledge When You Don’t Fit the Role" only is fair to the person if the team/company also follows that advice.
If a team or company does not value, or cannot tell, or does not act if someone is incompetent and unfit for a role, then this advice penalizes those who are honest, and rewards those who are good at faking competence.
You need to have a structure of integrity within which to operate, in order for honest behavior to be rewarded.
- lainga 6y agoI think it's fair. For me, the penalties and rewards you talk about are outweighed by some countervailing factors outside the realm of career development. Even if your current team isn't honest, the ultimate structure of integrity is your very own.
- marcinzm 6y agoI don't see how your statement disagrees with what he said. He's talking about self-acknowledgement which has nothing directly to do with the organization. For example, if the organization values fake competence and you don't then you need to self-acknowledge that and either start faking it, change the organization or find a new job.
- kazinator 6y agoIt's clear doesn't say "acknowledge it loudly to everyone around you so you get kicked out of the role". He says there is more than one solution (e.g. grow to fit the role), and that it's about having the self-knowledge not to stay in a bad place. If an organization pervasively rewards competence fakers, where will that whole organization be in ten years anyway?
- gwbas1c 6y agoI suspect that "or the role can evolve" implies that some roles come with unrealistic expectations. I see this when I see job postings with a long laundry list of qualifications and responsibilities. I suspect that part of succeeding in such roles is figuring out how to evolve the role to be more reasonable.