Career Development: What It Means to Be a Manager, Director, or VP (2015) (kellblog.com)

Article summary

The article discusses the concept of career development and the differences between being a manager, director, and vice president in a company. The author argues that traditional leveling systems can be flawed and encourages a non-thinking approach to career development. Instead, the author proposes that there are three meaningful levels in management: manager, director, and vice president, each with distinct responsibilities and expectations. The author emphasizes the importance of understanding these differences to achieve success in one's career.

Main themes

• Career Development
• Management Levels
• Leveling Systems
• Salary Negotiation
• Leadership Expectations
• Company Hierarchy

What commenters say

• Some commenters agree that traditional leveling systems can be arbitrary and encourage a 'climb the ladder' approach, rather than focusing on actual value creation.
• Others argue that leveling systems can be useful for transparency and goal-setting, but may not always reflect the actual value an employee brings to the company.
• There is disagreement on whether the concept of 'fair' compensation is based on market value or the value created by an employee, with some arguing that it can be unfair to pay employees equally for unequal work.
• Some commenters believe that career advancement is often based on being people-oriented, building relationships, and being trustworthy, rather than solely on skills or accomplishments.
• Others argue that having a clear plan and being able to execute it is crucial for success, especially in large organizations, while some disagree, saying that plans often mean little and things get done despite them.
• A few commenters suggest that the concept of 'fair' compensation is complex and can depend on various factors, including the value created by an employee, their skills, and market conditions.
• Some argue that the current system can lead to burnout and exploitation, with companies taking advantage of employees who are willing to work for lower pay, while others see it as a natural consequence of market forces.