Typical behaviors of incompetent individuals who manage to promote themselves at work

We all know at least one colleague who seems to have mastered the art of appearing competent without actually being so. Somehow, despite their lack of expertise, they manage to climb the corporate ladder, leaving truly skilled individuals frustrated and overlooked. But how do they do it?

According to clinical psychologist Claire Petin, these individuals rely on deception, confidence, and manipulation—often without even realizing it themselves. Their ability to self-promote far outweighs their actual skills, making it difficult to spot them until it’s too late.

The Dunning-Kruger Effect: Overconfidence Without Competence

One of the biggest drivers of workplace incompetence is a well-known psychological phenomenon called the Dunning-Kruger Effect. First described in 1999 by psychologists David Dunning and Justin Kruger, this cognitive bias explains why the least skilled individuals tend to overestimate their abilities.

People who lack expertise often have no awareness of their shortcomings. Worse, they fail to recognize the skills of those around them. As a result, they come across as confident and self-assured, even when they have no idea what they’re talking about. This can make them seem like strong leaders, even though their decision-making may be deeply flawed.

The Art of Speaking Without Knowing: Ultracrepidarianism

One of the most obvious traits of workplace impostors is their tendency to have an opinion on everything—even topics they know nothing about. This behavior, known as ultracrepidarianism, describes people who offer unsolicited advice or speak authoritatively on subjects outside their expertise.

“They always have so-called expert opinions, even when they lack the qualifications to back them up,” explains Claire Petin. “This often comes from poor self-awareness, where they fail to recognize their own limitations.”

Interestingly, the opposite is also true. Highly competent individuals tend to underestimate their abilities, assuming that if something is easy for them, it must be easy for everyone else. Ironically, these truly skilled professionals are often the ones suffering from imposter syndrome, while the least qualified feel no self-doubt at all.

The Rise of the Incompetent: Workplace Kakistocracy

When an organization is led by unqualified managers, it becomes a kakistocracy—a term derived from the Greek words “kakistos” (worst) and “kratos” (power), meaning “rule by the least competent”.

Management researcher Isabelle Barth has explored this phenomenon in her book The Kakistocracy: When the Worst Take Power, analyzing why certain unskilled individuals end up in leadership roles. She points to hiring and promotion systems that favor:

• Networking over expertise
• Prestigious degrees over real-world skills
• Internal alliances and favoritism

As a result, talented professionals are often overlooked, while mediocre but well-connected individuals climb the ranks.

The Strategic Use of Incompetence

Not all incompetence is accidental. Some employees pretend to be unskilled as a way to avoid additional responsibilities—a tactic known as strategic incompetence.

“Some individuals deliberately downplay their abilities to avoid extra workload,” says Claire Petin. “It’s a conscious strategy to protect themselves from burnout or being assigned unrewarding tasks.”

For example, in the workplace, an employee might pretend not to know how to use a certain software to avoid being assigned repetitive tasks. In a relationship, a partner might claim they can’t do laundry to ensure the other person always takes care of it.

While this tactic can sometimes be a form of self-preservation, it can also backfire. If a manager catches on, they may react with frustration or resentment, leading to increased scrutiny or even disciplinary action.

How to Spot—and Avoid—Workplace Impostors

While strategic incompetents may eventually be found out, genuine impostors can often go undetected for years. However, their inability to perform usually catches up with them in one way or another.

Here’s how to identify and protect yourself from workplace impostors:

Pay attention to their actual work, not just their words. Do they deliver results, or just talk a good game?
Look for deflection. Do they take credit for others’ ideas and shift blame when things go wrong?
Watch for excessive confidence. If someone seems too sure of themselves, especially in areas they aren’t trained in, be skeptical.
Trust expertise over self-promotion. The loudest person in the room isn’t always the most competent.

While true talent will always stand out in the long run, understanding the psychological tricks of workplace impostors can help level the playing field—and ensure that real competence is recognized and rewarded.