Task Relevant Maturity / TRM
Updated 2026-08-05
INTRODUCTION
English translation pending.
CORE DEFINITION
Task relevant maturity, introduced by Andy Grove in High Output Management, holds that a person's readiness is not a fixed trait but a function of the specific task, formed by their competence and their motivation for that task. Someone may need only delegation on work they know well and step-by-step instruction on work that is new to them. The key qualifier is that maturity must be reassessed whenever the task changes.
SCAFFOLDING EFFECT
Reduce cognitive load
- Style switch: Choose delegation, coaching, or instruction based on the task, not on the person's history. - New-task reset: When a proven performer takes on unfamiliar work, manage them as a beginner. - Label audit: Notice when a reputation for reliability is being used to justify leaving someone unsupported.
Anchor fast decisions
Competence and motivation are task-specific, so a single label such as reliable or senior predicts performance poorly across different kinds of work. When management style is matched to actual maturity, support is concentrated where it is needed and withdrawn where it only adds friction. Mismatches are costly both ways: too little support on new work produces failure, too much support on mastered work produces resentment and dependency.
MINIMUM ACTION
In progress 0/1Practice this model in one real situation:
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Source support: Explicit
- en.wikipedia.orghttps://en.wikipedia.org/wiki/High_Output_Managementverified
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