First, I'd like to thank those who took the time to post support and advice - it was truly helpful and helped me focus instead of panicking during the extended resolution period. I am grateful for that, as well as thankful that this forum exists.
The meeting was delayed for two weeks due to scheduled vacations, a holiday and a training meeting. Then, an unrelated incident occurred in the office and management decided to address both issues during a team meeting. Not optimal (my opinion), but doable since the entire team was already aware of what happened, and it meant not having to send a follow-up message afterward that might generate more questions. Both the division President and our Operations Manager expressed support for me beforehand and ensured I had a copy of the agenda . I appeared on the agenda in 3 places, two of which were updates on projects I am on point for and were likely underlying catalysts for my co-worker's actions. As these topics came up, both managers expressed their complete support for my work and confirmed to the team that I am the sole lead for both projects.
When the matter with my co-worker came up, we were already pressed for time. The Operations Manager surprised me by asking the team for their opinions. Of course, no one spoke up but my co-worker, who became defensive. She apologized to me, which I had anticipated, but was unable to keep the note of sarcasm out of her voice. I'm sure the team noticed it too. By this time, I had decided that there was more to be gained by just letting the matter go - being seen to take the "high road" by the team as well as not putting management on the spot by making it easy and not forcing an uncomfortable choice on them. Another benefit will be that, since this was done so publicly, it will be difficult for her to try a similar stunt again. Her "MO" has been exposed and we're all aware of the behavior to be aware of in the future.
Thank you again for the support and advice.
I could use some advice. A co-worker has been undermining my work. Until now it has been passive-aggressive activity that has been easy to dismiss, but today she undid something that I had done and then publicly announced that she was taking my project over to our work group via email. It's coming at a bad time for me privately and I'm struggling against those emotions to maintain a professional demeanor.
I am not subordinate to this co-worker, although she has been at the company longer. The project in question is a smaller task that is part of a larger project I took on at the beginning of the pandemic and done with my supervisor's full knowledge and approval. It was offered to my co-worker first, but she turned it down. I feel that my subsequent success in this role has created some resentment.
My boss (company president), her boss (operations manager) and the two of us will most likely meet next week to come to a consensus on the matter.
I need to remain as gracious and professional in this as possible, but also need to advocate for myself. What she did was uncalled-for. She's done "office work" long enough to know that her actions are inflammatory. Has anyone else been in a similar/comparative position and handled it with a positive outcome? I'd love to hear from you.
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This may seem silly but here goes .
. I want to go back to college and finish my degree.... And change career paths..... I just don't know where to start or what the best program may be .... It's so overwhelming to look online.... Help!! ?
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How do you find your strengths and what you are good at?
I can do a lot of things, but I don't feel like I can master anything. What can I do to find my strengths to know what career I should pursue?
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Toxic Work Environments:
I see so many conversations on here about toxic work environments. People discussing what is vs isn't toxic and the like. I would love to have a post dedicated to that topic. What is YOUR definition of a toxic workplace? What are some of the toxic behaviors you have dealt with that encouraged/forced you to leave OR how you handled it to make the situation better?
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I have a moral quandary I'd love some insight on. I spent all fall legally breaking my company into entities. Recently, my small company divested of one of those entities, and that entity wants me to come work for them. There is nothing against it in the inter-company agreement. I feel a great loyalty to my boss, but don't have much confidence in Senior Leadership and this new offer is infinitely more fun (although along the same lines) as my current job. So, we'd haveto handle the transition carefully so as not to damage relationships. What would you do? Are there any other factors I'm omitting to consider? Thanks so much for sharing your thoughts and expertise.
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I've been invited for a second interview and am so excited!
I love the company and what they do, and I have all the skills and experience they are asking for. How can I avoid my enthusiasm being perceived as too confident, arrogant, or pushy?
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Leveraging Clifton Strengths: Your Guide to Finding the Right Job
In today's competitive job market, finding the right job can be a daunting task. With countless opportunities and diverse career paths available, job seekers often find themselves overwhelmed by choices and uncertainties.
However, amidst this complexity, Clifton Strengths can serve as a powerful tool to guide individuals towards their ideal career paths and opportunities.
Understanding Your Strengths
The first step in leveraging Clifton Strengths in your job search is understanding your own strengths profile. Through the Clifton Strengths assessment, individuals gain insights into their top strengths across four domains: Executing, Influencing, Relationship Building, and Strategic Thinking. This self-awareness forms the foundation for identifying opportunities that align with your unique talents and abilities.
By recognizing your strengths, you can articulate your value proposition to potential employers with clarity and confidence.
Identifying Ideal Roles and Environments
Once you have a clear understanding of your strengths, the next step is to identify roles and environments that complement your strengths profile. By leveraging your strengths as selection criteria, you can assess potential job opportunities based on their alignment with your core strengths and values.
Moreover, consider the organizational culture and values that resonate with your strengths. Look for companies and teams that appreciate and leverage diverse strengths, fostering an environment where you can thrive and contribute meaningfully.
Crafting Compelling Application Materials
Incorporating your Clifton Strengths into your application materials can significantly enhance your candidacy and set you apart from other applicants. Whether you're crafting your resume, cover letter, or preparing for interviews, strategically highlighting your strengths reinforces your suitability for the role and demonstrates your potential value to the organization.
During interviews, be prepared to discuss your strengths in greater detail and provide concrete examples that showcase your abilities in action. Articulate how your strengths align with the requirements of the role and how they can positively impact the organization's objectives and culture.
Continuous Growth and Development
The journey of leveraging Clifton Strengths in your job search doesn't end once you've secured a new role. It's essential to continue nurturing and developing your strengths over time, seeking opportunities for growth and advancement within your chosen field.
As you embark on your job search endeavors, embrace your strengths as your guiding light, empowering you to pursue opportunities that resonate with your unique talents and aspirations. Remember, your strengths are not just attributes; they are your competitive advantage in the pursuit of professional excellence and fulfillment.