Our Executive Director Won't Tell People What To Do
August 10,2020 at 1:26PM UTC
I work for a small education profit, although we have a large network of teachers who use our materials we're a small team of 9 full-timers and 3 part-timers. My department is myself and an wonderfully talented intern. The Executive Director had shared that he had planned to make a full-time hire for my department for the Fall in order for me to transition away from some aspects of my job and lean into others, and also give my department the staffing it needed to take on new projects and grow. With Covid, that's off the table and he's since committed to having members of different departments (one particularly by his own admission is over-staffed) help out with the overflow from department support new projects.
I cautiously took on a new, large project a few weeks ago that was presented to the organization after discussing him how this would be good for the organization strategically but that I had to be sure that I would have the other help he mentioned before taking in because it would simply be too much to manage otherwise. We met with the head of the other department who said he and his team were on board to help and that they were excited at this opportunity to break down some of silos that had previously been in place.
However, as we're getting close to starting date I'm starting to get nervous that my colleagues aren't going to provide the support that I thought they agreed to. My boss, the Executive Director, is hesitant to ever tell anyone what to do directly and I'm concerned that if he doesn't tell them that they have to assist in the way that I understood that they would, that the project is going to suffer.
What's my move here?
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I am having such a difficult time obtaining remote work.
I never thought it would be this difficult. I thought it may have been my resume so I had a few done professionally and still rejection email after rejection email. This is so discouraging. Wishing success to us all during these difficult times!
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Am I barking up the wrong ladder?
And, if I am not, how do I constructively talk to my boss?
I work a union position as web content lead for a state agency. The position is newer and still has some fleshing out to do when it comes to the full scope, but my position description is pretty clear that I handle the management of our public facing sites and serve as advisor and journey mapper as we modernize those we have.
My boss is from the private sector. This their first time managing and we are a team of four. There is a lot to unpack here but I will try to keep this lean.
One their former bosses (who is a friend of mine and sometimes tries to help me navigate the situation) described my boss as "Ready, Fire, Aim!" which is accurate. They have a history of rushing into decisions (often that the team needs to fix), glazing over during any detailed information anyone gives and rushing us along, and generally charging ahead and then being demonstrably upset when they are stalled by the processes necessary when serving the public. They have (by their own and their bosses' admission) poor delegation skills and tend to micromanage and take other peoples work without telling them when stressed, which is often. They routinely have issues with one or more teammates who are a bit more set in their ways. This is the tip of the iceberg.
They are not a bad person, and are good at some things. They are a terrific salesperson, excellent speaker, protective of their crew and flexible about personal matters. It's nice that they have a lot of vision and ambition, too. We need that! It's just that I and the team wish we had a bit more insight into where they were going before they go there.
Recently we started wrapping up a major website revision project which I am kind of leading (I'm a collaborative sort and this is a very collaborative effort). They announced to me in an off hand manner during a 1x1 that they were moving ahead with several other major projects in my focus are and I was like, oh, this is the first I have heard of that. They seemed very nonchalant about this fact and kept right on talking, like oh, yah, I'm doing that and that and that. I let them know about some preliminary hurtles they would need to address and they were like, ok, thanks.
I have to admit I am a bit insulted. I'm trying to keep it in perspective and think this is obviously in keeping with how they are on a regular basis. But it does affect my work. On the one hand, if they charge ahead and I am blindsided, I won't be able to contribute. On the other if they just take the work away I don't get the growth and experience and chances are very likely I will end up fixing the mistakes.
Would I be stepping out of my boundaries to say hey, this is part of the scope of my job and I would like to understand your vision and timeline and be a part of this? And, if it comes to it, to explain that these things are in my job description? We are a union shop and it's generally not considered cool to duplicate duties. I'm just lost as to how to set my boundaries with this person without starting a war, or if I even should.
Thanks for listening. :)
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Sometimes the best-fit career path isn't obvious at first.
Take the time to reflect on your journey and don't be afraid to pivot when needed.
Watch this video to learn how to optimize your potential: https://www.youtube.com/watch?v=z1ZwZo0mMVY
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I have to just say to all employers.
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Has a one been passed up for a promotion by someone 20 plus younger, no experience, no college degree, never managed in their life.
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Work pet peeves?
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