Pros and cons to taking a promotion and managing people -- VS -- loving to be a good creative and only worrying about the things I make (with generous pay)...

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@Account Director 1 Word choice? I said that because I love making the work and I'm good at it. And for some reason this industry rewards this with managerial status. The second this industry finds anyone any good at anything, they suck it all out of them with resource meetings and email chains. If you're good at something, why not just be good at it and be compensated. If you're even better, work on higher budget projects and get paid more. Earn your status, develop your voice, then get hired for it. Never change. That's what got you to where you are. That's how the film industry works. I don't want to change. I like who I am. I'm freaking out, and venting. Apologies.

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The eternal dilemma

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That only depends on what you're good at and drawn to naturally. Noticed you used "loving" to be a good creative". Think about what's behind that word choice which was probably unconscious/unscripted

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Universal truth that our industry constantly ignores--being great at doing something and being an effective manager of people (getting maximum performance and output from them over a sustained period of time) are radically different skill sets. Are you good at managing people?

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I know a lot of CD's who are really hands on the crafting and concepting of the projects. Depends of what agency you work for; Also when you get to CD you have more freedom to push for your idea and get done vs pitching and try it to sell it every time.

Duh. Generous pay.

Following.

People management sucks and requires people that really enjoy it but are also really good at what they do. If you dont know you'd enjoy it then stay creative.

I meant if you used the word love for the second scenario, that's probably the key to the answer of your question. But you just answered your own question clearly with your last post. I'm sorry about your frustration. I have several friends in account and creative who've "turned down" a promotion meaning they specifically asked not to manage staff. They got a more senior title but not THE most senior possible and a lower salary than what they would have been making if adding staff management as a responsibility.

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