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AITA?

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AITA?

I started a new job in a newly created role a few months ago.

The last person to do similar work left the organization six years ago and had been doing only part of the tasks I've been assigned in a part-time and more junior capacity than I've been hired into. The position I've taken is at the director level.

On my first day, a fellow director was kind enough to share a binder full of legacy information from the former part-time junior person along with the digital files. I have found some of this helpful to get a sense of what's in place but not helpful for where I see the work going.

Every time I mention that I'm doing something that even remotely touches on something that this previous employee had done, the same person is always quick to remind me that there's probably something to reference in the binder she gave me. She did this yesterday during a senior team meeting, and I politely responded that I have that information for reference. But every time she does this, I want to roll my eyes and say, you know, I do have ideas of my own. And pragmatically, while this other person did good work, it didn't take root in the way that I hope the things I create do.

So, AITA? Am I being over-sensitive, and this person is just trying to be helpful?

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  1. Anonymous

    You are hired at a Director level so of course you will lead change and massive improvement. You are an unproven contributor. Now that you've been there a few months you'll shake things up. I would accept the comments as uninformed and merely chalk it up to ancient history. It was 6 years ago. Technology moves quickly. That was another world.

  2. Anonymous

    Really, we're using AITA here? I believe EI will serve you well and make sure you are self assessing as how you are coming off, and this is just from the snapshot of how you worded your concern. One professional recommendation is to make sure they hear YOUR voice in your projects and feedback. Also, a great way to build relationships with other Senior leaders is to understand the business acumen and where they're at more as an organization and grow from there. Something like ' I am creating this process to tackle the root causes of ABC and while doing this I looked at the resource from 6 years ago to see if it was approached then and to see what their wins and challenges were, as we all know that business from 2 years ago let alone 6 years ago has drastically changed. These are my takeaways from those notes and this is where I've landed in my thoughts and where I am currently benchmarking the steps to getting this drafted for review'. If you don't make a priority to build those relationships your eye roll will be towards the door............ IMO

  3. Sandy Spence

    In private: During a one-on-one conversation, you could politely but firmly address the issue. You could say something like, "I appreciate you pointing out the past work on this project, but I'm confident in my own abilities and approach. While [previous employee's] work is valuable, I want to explore different avenues and contribute my unique perspective."

    In the moment: If it happens again in a meeting, you could calmly acknowledge the reference and redirect the conversation back to your own plans. For example, "Thanks for reminding me about that resource, but I'm actually taking a slightly different approach here. I'm excited to share these [specific ideas] with the team."

  4. Anonymous

    This is a bit odd, and it sort of sounds like there's some backstory where this other director was somehow involved with the previous work.
    Honestly, the next time the person mentions it, I'd say something like, "Yes, I reviewed the binder, but the approach listed there really isn't going to provide the results I'm looking for here."

  5. Anonymous

    I had wondered that too. Maybe this person had supervised the previous person and is now having some kind of hangup about not being as involved in the work.

  6. Tamara

    If this colleague is going to keep doing this, I would recommend reading the whole binder and developing an impression of what the former person was going to do so you can express an opinion about the recommended approach. They may say "Former person recommended to do XYZ to solve this problem, it's in the binder" and you can say "Yes I've considered that but things have changed and the approach I think would be more effective is ABC." I do think it's a good idea to know the history even if you'd like to take a different approach now.

  7. Anonymous

    I have read through the whole binder, and from what I can tell, many things were left unfinished as the person was there for what seems like less than a year. Many of the people this previous employee worked with have left the organization, and many of the systems they had begun putting in place don't exist anymore or aren't being used by most of the staff. The files helped get an understanding of what had been attempted before, but there is still a great need to start from the ground up in many cases.

  8. Anonymous

    You did let us know, OP, you've read the binder and that's how you knew there was incompleted tasks, plus your predecessor was part-time and less Senior in their role.

    I am not sure why this commenter said their response ? that way. It was not helpful.

  9. Anonymous

    Are you asking her for help when you are referencing the work? If so, then maybe she is trying make you more independent in your role, I had this happen to me.

  10. Anonymous

    I'm not referencing the work or asking for help. I'm sharing that say, I created a survey for a certain population that uses out resources as part of an update with the senior team, and she's chiming in that the binder she gave me has a survey for the same population already in it.

  11. Anonymous

    That clears it up some more. I would be annoyed by that. I would just politely say, yes thank you for bringing that to my attention and let it go.

  12. Jenn Paster Detmer

    I always start with curiosity as often times someone's comments are more about them than you. I might thank the person for the binder and ask them what they are hoping you will take away from the binder? Even in the meeting, you could say, "Yes, I have the binder. Is there something in particular that's coming up for you in this meeting that you want to draw my attention to?" It may help you understand if there are specific things they are concerned about or drawn to so you can help them feel comfortable giving you the freedom you desire to make your vision a reality. With that said, not being int he room, if you truly think its designed to undermine you, don't be afraid to speak up about how you want to hear feedback and I agree with Sandy Spence that it's best to start 1 to 1 and then escalate as needed.

  13. Kimberley Ferretti Hammett

    You're human. It's normal and ok to be annoyed. Just take a beat then think of what questions you can ask that can open up a conversation about the impact you hope to make. Maybe ask how you can learn from this reference both things to apply, and what can be improved on in the changing environment. You can pull directly from it too so they don't tell you to look at it again like "I saw this done this way, can you tell me how that approach was recieved? What were some of the challenges with that?"

  14. Tami L Cannizzaro

    Ugh - it's difficult to step into a role where, apparently, the work of the previous employee was thought to be stellar. Perhaps take a slightly different approach - rather than present your idea and wait for the boss to reference the Golden Binder, start with the fact that you've reviewed the binder to understand what was done in the past; according to the notes it 1) wasn't completed or 2) project wasn't executed or 3) <insert appropriate answer here>. In light of this and <insert new information here>, I'm doing.......

    Maybe this will show her and others you are taking the binder seriously while not putting yourself in a defensive position.

  15. Anonymous

    The person who keeps referring to the binder isn't my boss. They're a director, as I am, and we both report to the Executive Director.

  16. Anonymous

    I completely agree. I work in an organization that has high turnover at the director level. Being gracious and open to historical knowledge that is being shared with you, AND bridging your ideas from the successes and failures of the past is a great way to build your colleagues’ confidence in you and build momentum for your plans. Sadly , most people DON’T read the binder and waste the time of others in the process. Prove to them that you are different and won’t make this mistake

  17. Regina Brown

    She is giving you the info she has. Look in the binder AND provide suggestions on how to change/improve what you are doing. Is this work process "written in stone" ? is it mandatory that you follow the binder? Have you spoken to your supervisor about the ideas you have?

  18. Anonymous

    Own the role, use the documentation to see what was done in the past and get over it. She clearly has given you what she has and now it's yours to revise adjust, optimize etc. Go for it!

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