Talent, Career & Institutional Constraints
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Summary
The question is why people who work hard, commit and deliver still do not advance as they should.
The argument is that the problem is often not the person but what the organisation’s system rewards.
Some systems reward capability, effort and results. Others reward trust, relationships and proximity to power.
Key points
What the system rewards is the first question
Working harder inside a system that does not reward output raises your cost without raising the result.
Results and opportunity are different things
Results mean you deserve the opportunity. They do not deliver it, and that gap has to be seen.
Trust is not always the villain
Executives give important work to people they trust, which has its reasons, even when it is not fair.
Recognising it as structural makes the choice clearer
Seeing it as the system rather than your own deficiency clarifies whether to adapt, fight or leave.