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Direct, honest communication. You have a list here of what you need from them/don’t need from them. So tell them. Framing it from a workflow and process standpoint makes it not personal, simply more efficient leading to better work.
It’s built not to improve. Your best bet is to leave. I bet one of the job requirements was the ability to “navigate ambiguity.” Which is basixally corporate speak for “we can’t be arsed to hire competent leadership.” So the burden is pushed downward onto the worker bees who must distill 30 slide creative briefs. My advice is to leave…
Sounds identical to my own in-house experience. I got recruited by a Fortune 500 company after working in the agency world.
What you describe is spot on with what I experienced as well. I actually brought this up to management and leadership and I was terminated without cause for what they sighted as fit.
When I brought up legitimate concerns, I was more or less told either get used to it, deal with it, find another job, or get fired.
I also agree with SVP 1. After I left, I discovered they cycled through 5 Creative Directors in a span of 4 years. One got fired 2 months in.
If you don't like it, find a way out. Places like that don't or want to change, even when it's for the betterment of the company.
sounds like my agency lol
Rising Star
I'm not sure I would describe this as "going well."
Gipson’s team is the weakest and likely un-fixable.
Hahaha… i think that's called your job. Did you think you were the cd to bake cakes? It's simple to turn such things around you employ a top creative consultant with 30 years under their underpants such as myself of simply stop moaning about the fact you have a great job that it seems you are unable to really do.