> we improve it when we do wrong

The question of whether it's better to frame a reaction to issues in a positive, do-better-next-time or a negative, don't-do-that-again way (fwiw, I agree that the positive way is better) is orthogonal to the argument I was trying to make about who is the recipient of that reaction. Scapegoating the agent is farcical. Clearly, "make no mistakes" style prompts are a poor approach to agentic development.

> the manager's job is to enable career progression of their reports... we aren't enabling the career progression of [fancy calculators]

While I do agree that good human managers concern themselves with career development of their human direct reports, I disagree that it's a fundamental part of the job description. The foundation is for a manager to get and keep their reports being productive. Human workers are often concerned with career progression, so good managers concern themselves with such career progression as well. Agents are not, but that doesn't mean that lauding good agentic work is meaningless. Lauding the work is also valuable for: (a) reinforcing a culture of positivity and celebration, which rubs off on human workers as well, (b) part of a culture of continuous evaluation of agents and models - asking questions like, are there cheaper or faster models that would be just as effective?