Hi everyone!

Anonymous

November 19,2022 at 2:38PM UTC

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Hi everyone! I’m looking for some advice. Last year, my boss (a VP) had a medical emergency and I stepped in an managed our team. I was happy to do it and appreciated the opportunity to stretch myself professionally. Well, long story short, even when my boss came back, she wasn’t herself. I continued leading the group and was often considered the “go-to”’in the organization for our department.

Our department was re-org’ed over the summer and my boss promoted me to a Director. I was very appreciative and excited. I was given a team to lead, more strategic decision making authority, and an opportunity to really make an impact. With the re-org, another Director level position was created and filled with a colleague from another department. I was a little surprised by this choice but happy for him. My boss worked with both of us and it was clearly indicated that we were equals.

Shortly after the re-org, my boss stepped down. I wasn’t surprised. Like I said, she hadn’t been herself over the past year and I think it was the right decision. The leadership team announced they would be looking for her replacement. Immediately, my co-workers started asking if I was going to fill the role. Now, I realize this would have been a big jump but ultimately, I had been doing a lot of the job for a year so I did reach out to my COO. He explained what they were looking for, but was also very complementary of my leadership and my skills. I wasn’t upset or even disappointed. I was still excited about my new Director position.

We recently hired a new VP and so far, I thought it was going well. She seems very nice, open and wanted to learn our process and industry. She asked me about my recent promotion and the creation of the new part of the department I was leading. She asked if this new role was where I always see myself or did I move into the role because it was what the old VP wanted. I told her that I was excited by the opportunity to make an impact with our organization and that this new area was needed within our company, but I always try to keep an open mind in terms of my career.

Yesterday, she threw me for a loop. She asked me if I would like to go back to my old role. She said she has a different vision for my previous role and even though that title isn’t Director, she sees it as a Director-level role and maybe even above what I doing now, more in line to the other Director in the department (the one that was promoted at the same time as me - my supposed equal). I was floored. I didn’t know what to say. I asked her what her vision was and everything she said to me was exactly what I had been doing before, so I said something like I feel like that would be a step back for me and she said she would like to discuss it more after the holiday.

I don’t know what to think. I am beyond disappointed. I have had a total of three conversations with her over two weeks and she wants to change my role? I didn’t even get to ask what happens to my current role or my newly formed team. I have never received the first bit of negative feedback from anyone or any redirection. Both the CEO and COO had praised my leadership skills and the efforts I had put into my team. I am just so sadden by this conversation.

What advice do you have? I just don’t know where to go from here.

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AnonymousNovember 19,2022 at 3:29PM UTC
This is very challenging because it appears that senior leadership has given the new VP latitude to redesign the department as they choose. Sometimes that happens. I worked for a company that actually allowed brand new leaders to come in and demote people within the first few weeks based on their 'future vision.' From what you've shared, I don't see that your company is valuing you in the way that they should. That gives you a few choices. Wait things out and see what the new VP has in mind. You may want to ask the VP for some key responsibilities and performance metrics so that you can validate whether or not it truly is going backward, or expanding your previous role. It's important to understand the difference as you evaluate. If you are still not happy, it may be worthwhile for you to discreetly begin putting out feelers, including the discrete open to work option on LinkedIn that only notifies recruiters that you are open.
AnonymousNovember 19,2022 at 5:11PM UTC
Hi, I see through this. If you feel comfortable, tell her no thank you - you worked hard to become a Director. Human behavior repeats itself. She is either threatened by you or has someone else in mind for your job. New VP’s often bring in their own people to stay safe.
AnonymousNovember 21,2022 at 4:02PM UTC
Start polishing up the CV….nothing works better than showing your company what you are worth- let them work to keep you-
Kristie WhiteNovember 19,2022 at 5:31PM UTC
Let’s see, what could go wrong? She demotes you and then you start reporting to that other “equal” Director. She demotes you and those intangible responsibilities never materialize and you are stuck explaining why you were demoted from a Director level. She doesn’t keep your pay the same which negatively impacts your merit increases for years to come and budget could be why she wants to demote you. You have a great reputation and the C-suite “sees” you, she is trying to minimize you and may want to move you out because she isn’t giving you a choice. So for the sake of your future career - tell her you must keep the title and compensation. If the responsibility is greater, then you are open to changes to your job duties with more compensation but no change to title. If you let go of the gain, it will haunt you.
AnonymousNovember 20,2022 at 12:33AM UTC
I think you hold tight, tell her you are not interested in returning to your former role, offer her a few names as suggested candidates. Your new role is a director role with a new team. Do not give that up. If she forces the issue take the fight to management and HR. Do not step down around or to the side without a fight.
This is insane if you ask me. People are not chess pieces.
AnonymousNovember 20,2022 at 12:36AM UTC
Tell her no you are nit interested but suggest she offer the opportunity the male newly promoted Director and see if he will step down for her.
Amy JeffreyNovember 21,2022 at 1:28PM UTC
I hope I'm wrong but your situation surely sounds a whole lot like what I've recently been through. I held my original position as Director of Finance and Operations for about 3 years before my superior, the ED, was dismissed. Then I did my original job AND was Interim ED for 14 months. When the new ED was hired, she was UBER threatened by me and it was a complete nightmare. She tried to get me fired even after the Board of Directors told her that was the one thing she could NOT do. Long story short, it sounds like you may be dealing with an insecure, threatened boss who is afraid if she fails, it will be all too easy for the higher ups to simply slide you back into the role - even if only temporarily. What I suggest is that you take the time you've been given to think about this so-called offer to really develop a strong argument for why her "vision" is not what is best for your organization - not you, not her, but the organization. I am willing to bet that because she is so new, she doesn't know all the ins and outs yet and is quite likely making a drastic change without all the facts. I've seen leader after leader do exactly this: come in like a bull in a china shop and change things without knowing all the why's, how's and what's and then they often have to eat crow and change back to the way things were originally being done. Perhaps you could take the approach of being the person who could help her avoid that embarrassing scenario - although I'd never let her know that was the mind set you would try to adopt in order to carry yourself through. I wish you the best of luck in this situation because it seems obvious that you are more than capable and that you likely deserved the position she is in to begin with.
GirlBossanova934974November 21,2022 at 1:38PM UTC
Unfortunately, situations like this have become more common these days. Instead of hit the bricks running and get it done yesterday senior managers, we now have emotionally insecure office politic types trying to run things. One of the first mottos of the emotionally insecure types is I have to replace my entire team as everyone I have reporting to me had better bow down to me every other hour. These emotionally insecure types have ZERO LEADERSHIP skills and try to manage aka play office politics with just about everything. Half the day is blown constantly checking and rechecking to make sure everyone over them agrees with them. The best part? These types always broadcast how inclusive they are and open minded etc. Rubbish! If it were me, I would be looking for another position. This company of yours has made a classic "bad hiring decision". Rest assured, this new VP will be bringing in a bunch of types just like herself and a year from now, you will barely recognize the place as top performers all walk out and only the 9 to 5 types are left. Signed, Been Done, Done that.
Ladyboss367393November 21,2022 at 2:30PM UTC
Her comment that you would be going back to your previous level, but she sees it as “Director level work” is a huge red flag. If it's Director level work, you should be a Director in title and compensation. I think you should have some more conversation with your boss about this and see what you can negotiate. Make it a conversation both about the needs of the department and your career path. Is this an opportunity for you to partner with your new boss and help shape the department and your role into something really cool? i would definitely stick to your guns that if whatever it is requires Director level work, you should stay at that level.
Shelby CNovember 21,2022 at 7:30PM UTC
There are red flags everywhere. You're right to be alarmed. She hasn't even been there long enough to evaluate what to change.
AnonymousNovember 21,2022 at 11:25PM UTC
She most likely sees you as a treat, since CEO and COO think so highly of your leadership skills. This is unfortunate, since you were promoted into a Director’s position and now she wants to demote you! This entire situation seems very suspicious and since the department went through a re-org she wants to eliminate her competition. I’m sorry you’re going through this, but if I had your skill set I would move on to a company that is excited about what you will bring to the table. There are so many other places where you can professionally grow. Good luck!
David PageNovember 22,2022 at 5:37AM UTC
I would hold tight to current position as director. If she does indeed demote U could have a reason to go to hr. If
Liz MilneNovember 27,2022 at 1:07AM UTC
Stick to your position and wait and hear her out without jumping one way or the other. Nasty though, to be faced with such uncertainty after stepping up the way you did :/