Most business professionals know of the Peter Principle, if not by name, then at least in application. It occurs when an employee is eventually promoted to a position they are not competent to assume. Dr. Laurence Peter and Raymond Hull proposed the principle in the late 60s.

Let's look at this practice as it applies to the Craftsman personality type.

To management, a pure Craftsman is a loyal employee, a well-liked employee, and is very knowledgeable about the particular product or service. In short, the Craftsman is the ideal candidate for a promotion.

What many companies fail to realize is that a perfect employee does not always make a perfect manager. Frankly, when it comes to decision making and managing others, a strict Craftsman personality is NOT what you want.

From the employee's viewpoint, they simply see the higher position as an increase in status and income, often with increased benefits. They may feel they are owed a promotion due to their length of service to the company.

What the Craftsman fails to realize are the changes that come with a promotion, such as less time for family, friends and hobbies, or becoming the new boss to colleagues who he once worked along side.

A promotion isn't the only way to reward a Craftsman for loyalty and hard work. Awards of recognition, increases to benefits, and salary bumps are just a few of the obvious choices, so get creative. The ideas are endless.

Until next time, make it a great day -- it is in your power.