The entire education system is built around competency assessment. From schools to universities, progress depends on demonstrated skill and knowledge. The same is true for professional sports—athletes advance only after passing structured, performance-based tests. Even in fields like the military, medicine, and law, advancement follows a rigorous, measurable process.
Yet, the corporate world often abandons this logic. Promotions are too often awarded through the soft currencies of tenure, relationships, and perceived likability. The people who move up the ladder may not always be the most capable—they’re simply the most agreeable.
As a result, little emphasis is placed on developing the skills that truly matter: listening deeply, thinking strategically, working intentionally, and staying open-minded. Character takes a back seat to charm. Performance is measured not by results achieved, but by how happy the stakeholders feel.
This creates a silent crisis in leadership. Organisations end up entrusting transformation initiatives to those who are popular, not necessarily competent—and when these initiatives fail, everyone pays the price.
There’s an opportunity here for senior leaders to course-correct. Talent decisions can once again be based on capability, not comfort. Transformation is hard work, and it demands people who can think, lead, and deliver.
The opportunity is real—and it’s in your hands to act on it. Because if you keep promoting comfort over competence, the cost will not just be failed projects—it will be the quiet decay of your organisation’s future.
