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Bowl Leader
Hey, Fishies! We’re launching our first Interview/Q+A series "Portfolio Rewind: Would You Hire You?"
Like a portfolio review in reverse, creative leaders will share work they created when they first started out and critique it as if were a book that had just landed in their inbox. Then, tell us if they’d hire their younger selves knowing, and expecting, what they do now.
Drop in for get the chance to ask questions, and get your book reviewed by our guest. Hope you can make it!
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Top worst audit industries?
Chief
Definitely not a stress puppy.
Enthusiast
Anyone heard about neudesic!
Additional Posts in Consulting
anyone here do UX Design or Customer Success?
Looking for some book recommendations :)
Can anyone provide a referral to Accenture?
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Rising Star
Just make out with them already and get it over with.
Rising Star
Separate your responsibilities so that you own your own items. Let them flail and fail.
Or own it and shine. People in the meeting notice. They know who did a good job and came prepared and who didn't. Just ensure your manager hears this glowing feedback as well.
Was going to write the second part here. This is an opportunity should you choose to accept it.
Pro
Directly to the void as you realize stressing about how to get back at someone won't get you any growth
Chief
OP you sound like a miserable person to work with on a project team - this is no way to act in a professional setting. You don’t “tell off” a person just because they have been busy and you’ve had to support. Especially not in an open meeting in front of the rest of the team. Just as bad if you do it behind their back to the manager.
A good teammate helps delineate roles and responsibilities and communicates those clearly but with kindness and empathy, jumps in when others have questions or need support, and is generally there to collaborate and have their teammates’ backs.
Agreed that the “tell them off” was more in haste but just want to find a way to make sure i stand my ground appropriately to a person on the team that’s taking undue advantage of my consistent willingness to make sure the team is on track. Have received continuous feedback of my team leadership qualities and willingness to keep the team going by picking up anyone’s slack
But now it’s getting a bit much for some people that are willingly not doing their role because they assume I will. Due to client needs, we have to deliver on those commitments but am curious how everyone else deals with situations where you need to reset expectations with team members.
Any advice is greatly appreciated 😀
background: this person will forget meetings they are assigned to lead and i’ll have to jump in, ask me for questions consistently, now we got an urgent client request and person just was too busy to help.
Make everything go well despite your homies personal failings. Focus on the objective, absolutely kill that son of a bitch. Be a beast.
THEN take great personal pride in your accomplishment and feed your energy stores and gain a power level. Then keep killing the game.
Yep I know my managers recognize my role and your right that I need to keep staying positive :)
But it’s also on the other team members to uphold their professional responsibilities without it adversely impact my own responsibilities to my other professional/personal commitments.
Chief
Are they your reports? If so, have them do a project plan of all their responsibilities. You’ll be able to see how much they truly have on their plate/ what they are spending their time on.
I’m in an acting supervisory role and the person in question has more seniority but in our offshore team. But due to my role in the team and knowledge of subject matter, I’m one notch higher in terms but on paper this individual has more experience over me.