The work world knows all about competence. Most evaluations and rewards are determined by a person’s competence. Vocational guidance emphasizes it in testing which areas of work one would be most competent in. Transfers and promotions are based upon competence. In business and the professions, you get in and get ahead by demonstrating your competence. But somewhere along the way—as early as thirty-five for some people, but as late as fifty-five for others—competence begins to lose its force as a source of motivation. Continue reading →