Leveraging status

There was a time when a degree was enough to signal competency. Then it was a master’s, perhaps an accreditation or two, and now it’s a PhD.

Who is benefiting?

Perhaps it’s the hiring organisation, it’s certainly the awarding organisation, but is it helping us do the work we were hired for?

I very much doubt it.

The trick is to notice the status loop, then point it in the direction you want to create change. In the case of a coach, surely it’s towards practice, not theory.