{ "media_type": "text", "post_content": "My senior manager told me that I work for him and I have to do whatever he says, I told him \"no, I do not work for you and I work for Deloitte, and I am willing to collaborate with you to do what I can to make the project most successful\". He told me that I am going to have severe consequences for what I said.\n", "post_id": "602c0359a644f0002afdc8ce", "reply_count": 50, "vote_count": 50, "bowl_id": "552d1d24dc1c586b09d2d051", "bowl_name": "Consulting", "feed_type": "crowd" }
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My senior manager told me that I work for him and I have to do whatever he says, I told him "no, I do not work for you and I work for Deloitte, and I am willing to collaborate with you to do what I can to make the project most successful". He told me that I am going to have severe consequences for what I said.

likefunny
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I mean you might work for them in terms of how the project is structured (and they can definitely impact your year end and or your ability to stay on the project). But consulting as a rule is very matrixed.

I would be more concern about how the conversation got to that point. Is the SM a micro manager?

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Was he referring to sexual favors or “whatever he says” in terms of his project that he leads? Can you give us more context on the conversation? If you are not a fellow SM, your point that you are collaborating versus supporting him/reporting to him (which he may have referred to as you work for him) is incorrect.There are typically consequences for ‘talking back’ to a leader and not taking their direction, so he was correct in that aspect (again don’t have context on the full convo). Future projects will reach out to him for his recommendation whether to staff you, I’d advise you play your cards right

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Who’s the real owner if your boss gets a salary?

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Report it, switch teams

likesmarthelpful

Boy does consulting have a remarkable way of creating little power-crazed PowerPoint Pol Pots. Guess that’s the result of promoting a bunch of insecure, status-obsessed 20-somethings with little life experience into people management roles...

likefunnysmartuplifting

P1, in OP's situation, whose side are you on?

If you have that in writing, forward it to a partner you trust and his ass will be grass

likesmartfunny

His poor wife and kids..........

likefunnyupliftinghelpful

How did the conversation even get to that point?!

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Agreed, curious to the back story here.

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SM is wrong and has no ownership nor equity in the firm. Report it and switch teams

likehelpful

WTF is wrong people. Always amazed people like this last sometimes all the way to partner.

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Sometimes I think people on Fb MASSIVELY jump to conclusions. We know less than nothing about this situation and only have 1 side of the story. People literally saying to report SM to PPMD, report to ethics hotline, etc... but that could be a COMPLETE misread of the situation.

For example... have y’all never had that one team member that wants to march to their own drum, always veers away from assigned tasks, and just in general is incredibly frustrating due to their total disregard for team hierarchy and borderline mutinous behavior? Man I have had some of those for sure. Like people who give you an opinion (awesome), but then when you understand them but still ultimately disagree, they have no comprehension of when to LET IT GO!? Teams really need to have clear ownership/accountability and it can be frustrating and unproductive when people don’t seem to understand those boundaries / professional etiquette.

Now imagine that person is OP. I don’t necessarily think SM should have told them “you have to do whatever I say” (if that’s even a real quote vs OP’s paraphrasing), but I DO 100% understand the underlying sentiment and the benefit for my hypothetical OP to receive some much needed coaching along a similar vein.

So... I don’t think we really know SM needs to be reported to the freakin ethics hotline, in fact that seems like a huge overreaction to me given the limited facts as stated.

likesmart

Exactly. I saw another Fb post a couple days ago where the person was like, “I keep trying to fix this deck but my Manager’s comments keep messing it up again. What do I do?” And people were telling them to go above their head to the PPMD etc etc. Like, what!?!? If someone on my team refused to implement my feedback and kept changing things differently than how I requested, repeatedly/blatantly refusing to comply, I’d be pretty angry too. I’m not trying to be authoritarian, I’m not saying I’d ignore all their suggestions out of hand, and I’m not saying I’d jump straight to being a jerk about it, but there IS a hierarchy to be followed and people have to realize that at the end of the day. Because if the deck doesn’t ultimately get done the way I believe is best, *I’m* the one who gets chewed out for it, right?

Like I said before, there is a right way and a wrong way to credible challenge, and there is definitely a point where you have to know to acquiesce. A useful litmus test I think is, “would I keep arguing if I was talking to a PPMD?” And if not, then it may be poor etiquette to do it to your SC/M/SM too. Just something to consider...

likefunny

Suggest you call ethics hotline with this along with talent, partner, etc and roll off.

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What made him say that? Weirdo

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It doesn’t really matter what was said - SM should have never said what he / she said, period.

Tell your Coach, escalate to Partner, roll-off. Any delay may cause you to do more work to protect your brand.

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Follow up- saying that you want to discuss. Make sure you document the conversation in that email. Use it down the line.

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Wait for him on the parking lot...

likefunny

No response from OP has me leaning towards fake post

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OP post and ghost!

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Is this real LOL.

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I literally thought this was being said in an office space or “the office” voice. I’m sorry that happened. Report them and tell a partner. Ridiculous

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I think he seen this meme and pulled it on you

Post Photo
likefunny

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