The biggest source of waste is not low performers or having too many employees. The biggest source of waste is untapped skilled pragmatists. The number of skilled pragmatists in any given company is much larger than people realize and, therefore, represents a HUGE opportunity. But almost by definition, they are less visible.
I agree: there are more calm and talented people than “noisy” ones. Personally, it always seemed to me that such a situation (namely, an attempt not to stand out and work calmly, do what is needed) is a symptom. when it is easier for a person to realize himself outside of work than at work, he will choose a pet project
Thanks for sharing your thoughts! I really enjoyed reading your post and I noticed that your quadrant seems to align quite closely with the [DISC theory](https://discinsights.com/pages/disc-theory) quadrant.
It's fascinating to see how different motivations can drive us, and I completely agree that there are loyal, passionate partners out there who also tend to be quite self-centered.
This is interesting to me because there is a correlation between collectivist cultures and your "skilled pragmatism" vs individualist cultures and "agitators". I often see people/women of diverse cultures getting passed over for growth, as they are doing good work quietly.
I hear you about the issue for Maria is NOT about agency; she is exercising her agency in choosing not to play the game. However, Learned Helplessness figures significantly in Maria’s decision making. She and the legion of her fellow Skilled Pragmatists have more power to change the game than they think, but for each individual, it does not seem to be worth the risk. The Risk / Reward equation does not encourage her to raise her profile until the norms of the organization change. If the Skilled Pragamatists truly account for about 3/4 of the population, it seems likely that that could happen. The fact that it rarely happens makes me wonder if you haven’t significantly overestimated that percentage.
An interesting question would be, how significant is the overlap between skilled pragmatists and people with impostor syndrome?
Not all of them know how much benefit they could provide but are scared that somebody will find out they are faking it all and just keeping a low profile.
The biggest issue with this is middle management & combining the Skilled Pragmatists with people who aren't right in their position. Skilled Pragmatists want to do their best, but they fear their ideas to be wasted on, let's say, a mediocre social media manager, a bad writer they have to work their idea out with, an intern in video editing who doesn't know what he's doing. The best 2 things to avoid skilled people only doing the bare minimum: Erase mediocre people in their team & give them responsibility and freedom.
What I have noticed that people are not born as Maria. In fact, I belive that when people join a company, they are non-Marias, but they become a Maria there over time. I have experienced that myself when I look back at my career.
It used to be that Line Managers were given authority and discretion to hire people who were “skilled pragmatists”. Great line managers knew exactly how to engage these people and how to use these people’s skills!
If your institution has neutered Line Management, there’s not much you can do.
From personal experience I can attest that the highly skilled and experienced that get gaslit the most and are the nails that stand up are a bigger loss to the company. As they are actively prevented from doing what they can to improve things for everyone. While simultaneously having to watch the egomaniacs fumble their way in the dark while trying to implement a jacked up version of what the 5%ers wanted to but was prevented from executing/implementing/coding and use as a launchpad for doing more and making everyone's lives easier and more "motivated" by example. I've never tried to stop a teammate from implementing an idea. No matter the source. As the exercise alone is motivating for all and lifts all boats. Plus with a 5%er around, the project will succeed as 5%ers don't let their teammates fall on their face as it makes the whole team look bad. Unlike the backstabbers the 5%ers support. Backstabbers will always be able to blame the guy they got fired with innuendo and complaints to shield themselves from what they perceive as a threat, a competent capable enthusiastic motivated teammate with good ideas to spare.
I agree: there are more calm and talented people than “noisy” ones. Personally, it always seemed to me that such a situation (namely, an attempt not to stand out and work calmly, do what is needed) is a symptom. when it is easier for a person to realize himself outside of work than at work, he will choose a pet project
Thanks for sharing your thoughts! I really enjoyed reading your post and I noticed that your quadrant seems to align quite closely with the [DISC theory](https://discinsights.com/pages/disc-theory) quadrant.
It's fascinating to see how different motivations can drive us, and I completely agree that there are loyal, passionate partners out there who also tend to be quite self-centered.
Thanks again for sharing your insights!
This is interesting to me because there is a correlation between collectivist cultures and your "skilled pragmatism" vs individualist cultures and "agitators". I often see people/women of diverse cultures getting passed over for growth, as they are doing good work quietly.
I would very much like to read a part 2, as an agitator myself.
Gives a part 2 😎
Beautifully maps to 'losers' from 'clueless', 'losers' and 'sociopaths' in the classical Gervais Principle: https://www.ribbonfarm.com/2009/10/07/the-gervais-principle-or-the-office-according-to-the-office/
I hear you about the issue for Maria is NOT about agency; she is exercising her agency in choosing not to play the game. However, Learned Helplessness figures significantly in Maria’s decision making. She and the legion of her fellow Skilled Pragmatists have more power to change the game than they think, but for each individual, it does not seem to be worth the risk. The Risk / Reward equation does not encourage her to raise her profile until the norms of the organization change. If the Skilled Pragamatists truly account for about 3/4 of the population, it seems likely that that could happen. The fact that it rarely happens makes me wonder if you haven’t significantly overestimated that percentage.
An interesting question would be, how significant is the overlap between skilled pragmatists and people with impostor syndrome?
Not all of them know how much benefit they could provide but are scared that somebody will find out they are faking it all and just keeping a low profile.
This is further discussed here:
https://news.ycombinator.com/item?id=40065704
Should I wade in?
Yes.
Although engagement might me limited going forward since the post is more than a couple days old.
Thanks for sharing, Could not agree more !
The biggest issue with this is middle management & combining the Skilled Pragmatists with people who aren't right in their position. Skilled Pragmatists want to do their best, but they fear their ideas to be wasted on, let's say, a mediocre social media manager, a bad writer they have to work their idea out with, an intern in video editing who doesn't know what he's doing. The best 2 things to avoid skilled people only doing the bare minimum: Erase mediocre people in their team & give them responsibility and freedom.
I'd love to hear your thoughts on how this relates to Glue Work.
What I have noticed that people are not born as Maria. In fact, I belive that when people join a company, they are non-Marias, but they become a Maria there over time. I have experienced that myself when I look back at my career.
It used to be that Line Managers were given authority and discretion to hire people who were “skilled pragmatists”. Great line managers knew exactly how to engage these people and how to use these people’s skills!
If your institution has neutered Line Management, there’s not much you can do.
From personal experience I can attest that the highly skilled and experienced that get gaslit the most and are the nails that stand up are a bigger loss to the company. As they are actively prevented from doing what they can to improve things for everyone. While simultaneously having to watch the egomaniacs fumble their way in the dark while trying to implement a jacked up version of what the 5%ers wanted to but was prevented from executing/implementing/coding and use as a launchpad for doing more and making everyone's lives easier and more "motivated" by example. I've never tried to stop a teammate from implementing an idea. No matter the source. As the exercise alone is motivating for all and lifts all boats. Plus with a 5%er around, the project will succeed as 5%ers don't let their teammates fall on their face as it makes the whole team look bad. Unlike the backstabbers the 5%ers support. Backstabbers will always be able to blame the guy they got fired with innuendo and complaints to shield themselves from what they perceive as a threat, a competent capable enthusiastic motivated teammate with good ideas to spare.
I see you Maria.