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Comment by eastbound | Hacker News Reader

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eastbound·

Different levels of maturity (see Tribal Leadership).

P2 - Apathetic member

P3 - Performing-but-solitary performer

P4 - Performing-and-coach in the company

P5 - Collective intelligence and ability to introduce P3-P4 to other P3-P4 because they’ll do awesome work together.

You may be at P2, but the risk of communicating too much about it, is to demotivate potential P3 into P2.

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Nice scale. I'm definitely a P2 but I fake being a P4 mainly because companies pay more. I couldn't give a damn about the product I work on, but I'm good with computers and I'm good with people, and getting more money for doing P4 level work is worth it.

Conflating maturity with buy in worryingly resembles a cult. Especially with the jargon designation starting to sound like like Scientology.

There is a huge difference between apathetic and putting in my best work for 8 hours that they pay for and logging off and enjoying life.

And THAT’S the employees I like best. For me that’s the ultimate goal: Being able to develop a personal life (7hrs work in France), but being correctly dedicated when at work.

I’m not an experienced manager so I suppose this is a pipe dream. We need to account for employees with newborns and divorces, how we can modulate work for them.

Enjoying life for me == traveling the US and occasionally Canada and Mexico doing the digital nomad thing with my wife.

Can you provide a reference for the framework you’re using?

It’s the book “Tribal Leadership”, there are summaries on the net. The book itself is not very well written, but still inspiring. I thought it was a classic because I saw it in several companies.

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