Sometime… somewhere we have all heard the phrase: “Don’t Lower The Bar”. And if discussed in a professional development situation… the phrase most often refers to lowering the standards/expectations that need to be met to qualify for something. So as a consultant advising business or organizational leaders… do you think there would ever be a time or event that would push me to suggest “lowering the bar”? 

Working with people no matter the job or the position you hold is one of the toughest professional tasks. And although there may be decision-making moments that would offer positives if lowering the bar of requirements were made. In the long-term however… any precedent-setting action of lowering qualification requirements… may cause multiple non-progressive results. 

What challenge/results am I referring to?  Check out the following TRIPLE III TIME “Don’t Lower The Bar” concerns: 

• Lessening the number of learnings needed to attain certain credentials. 
• “Squashing down” the time needed to certify total completion of requirements. 
• Taking “assumed-learning” as “good enough”. 
• Convincing yourself that more experience will fill-in the learning gaps. 
• Not worrying about your own credibility when you sign a certificate of completion or letter of recommendation for someone. 
• Remembering that job orientation/on-boarding learning normally occurs just once. 
• Finally, regarding awarding promotions and advancements, lowering the bar based on employee longevity… existing degree status… or friendships and company/agency loyalty… can often result in unfortunate outcomes. 

Applying the “Don’t Lower The Bar” principle may be difficult in some unique categories. However it has been my career-long experience that maintaining and maybe even RAISING THE BAR of professional standards/expectations… can produce quality progressive outcomes in creative ways!