Based on a theory of lifelong development proposed by Robert Kegan, this article explores the idea that certain important and typical managerial strengths and weaknesses arise from the personal meaning systems of managers. This article asserts that strengths arising from a stage in the development of personal meaning characterized by self-differentiation and identity formation are highly prized by most organizations. In seeking to be effective and successful in such organizations, managers are consequently fixed in this stage of development. The strengths of this stage have concomitant weaknesses that successful managers cannot avoid. The author concludes that further development in the meaning systems underlying organizations and managers will be necessary in the future.
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