In recovery circles, individuals are taught to be wary/mindful of resentment. If we reflect (in my experience, daily reflection works best) on our actions we usually address this. It may not be in the best manner, but it gets documented/discussed.
A leader that doesn't, I would say is only one in title. They are usually a coward and/or incompetent. Who would want to work for someone like this anyway? The team member is better off moving to a different department or maybe even leaving the organization (sometimes this can be the best thing in individuals' careers). It also can teach that manager an important lesson (if they are lucky).
I've worked for someone like this, but it was in a situation where I felt trapped in a season of life where I didn't have much option. They were a nepotism hire so there was little chance of them going away. At the time it felt common.. but you're right, me getting out of that situation was the best thing for me and it was aided by a push from the situation being ick.
Difficult to read otherwise good content with AL writers cant seem to use he/she/they correctly, and constantly use "they" to refer to singular subjects. Awful.
One of the most detrimental mistakes we can make as leaders (or team members for that matter) is to withhold feedback and then deliver months later compounded with other bottled up frustrations. I think this is true of any feedback that needs to be said, egregious behavior or not.
Good morning,
Certainly.
In recovery circles, individuals are taught to be wary/mindful of resentment. If we reflect (in my experience, daily reflection works best) on our actions we usually address this. It may not be in the best manner, but it gets documented/discussed.
A leader that doesn't, I would say is only one in title. They are usually a coward and/or incompetent. Who would want to work for someone like this anyway? The team member is better off moving to a different department or maybe even leaving the organization (sometimes this can be the best thing in individuals' careers). It also can teach that manager an important lesson (if they are lucky).
Thank you for your time.
I've worked for someone like this, but it was in a situation where I felt trapped in a season of life where I didn't have much option. They were a nepotism hire so there was little chance of them going away. At the time it felt common.. but you're right, me getting out of that situation was the best thing for me and it was aided by a push from the situation being ick.
Difficult to read otherwise good content with AL writers cant seem to use he/she/they correctly, and constantly use "they" to refer to singular subjects. Awful.
One of the most detrimental mistakes we can make as leaders (or team members for that matter) is to withhold feedback and then deliver months later compounded with other bottled up frustrations. I think this is true of any feedback that needs to be said, egregious behavior or not.