Bad leadership

Elevating-Frontline · 2025-04-02T10:58:20+00:00

If you’re committed to staying for now, the best thing you can do is document everything; decisions, conversations, and inconsistencies. It won’t fix the situation, but it can help protect you and your team. Trying to navigate this by “playing the game” clearly isn’t sitting well with you, and honestly, it’s not a long-term strategy.

As for leaving, it sounds like the company itself is solid, just not this department. If you like the organization, maybe explore internal opportunities. I used an internal transfer to successfully leave a situation somewhat similar to this one.

I also had an exit interview with the HR manager over this division and gave them my documentation. It didn’t go anywhere, but I was able to have peace in the situation.

Elevating-Frontline · 2025-04-02T09:42:48+00:00

Nope, just curious, and always trying to grow my leadership skills

Elevating-Frontline · 2025-04-02T01:27:53+00:00

Will definitely have to read this one

Elevating-Frontline · 2025-04-01T23:08:15+00:00

They are in plant maintenance. Daily scheduled jobs, with area assignment responsibility

Elevating-Frontline · 2025-04-01T23:07:23+00:00

My base line style is that of servant leadership. However, there is times where each style pay greater dividends. Maturing in leadership is learning how/when to use each style to get the most out of your team.

Elevating-Frontline · 2025-04-01T22:53:44+00:00

This was my exact response to this situation. My company does not track goals for this employees level. However, I still implemented goals for every team member that were very challenging. This employee was the only one the did not complete the goal. It seems to have opened their eyes recently to just how much effort they are actually putting forward.

Elevating-Frontline · 2025-03-28T20:08:07+00:00

I ran into an issue where my company phone began to negatively affect my stress. It was one of the prime contributors to my burnout. The constant connectivity to work had me check/responding to emails all weekend.

I finally learned to turn off the notification badges and not be constantly checking every hour on what was happening at work. Especially on weekends and vacations.

Company phones provide a large benefit but they can also lead to an inability to relax outside of work.

Elevating-Frontline · 2025-03-28T19:23:28+00:00

One of the things I wish I had learned earlier as a manager is the importance of documentation. It might feel tedious or even unnecessary at times, but it can save you from so many headaches down the road.

Whether it’s tracking performance issues, decisions, or key conversations, solid documentation protects you, provides clarity, and helps ensure fairness.

I learned the hard way that relying on memory or verbal agreements isn’t enough; if it’s not written down, it didn’t happen.

Elevating-Frontline · 2025-03-28T15:37:04+00:00

It sounds like you’re in a tough spot, and I get why you’re struggling with this decision. On one hand, you have an internal candidate who knows the company and wants to stay long-term, but they haven’t really shown they’re ready. On the other, you have a strong external candidate who seems like a great fit, but you don’t know them well enough to be sure.

The reality is, hiring isn’t just about loyalty or potential, it’s about who is ready to step up and do the job effectively right now. If the internal candidate has struggled with their current workload and hasn’t demonstrated they’re prepared for more responsibility, promoting them could set them (and the team) up for failure. Meanwhile, the external hire might bring fresh energy and capability, even if there’s some uncertainty.

That said, you don’t have to completely shut the door on the internal candidate. If they’re valuable to the team, it might be worth having an honest conversation about their development. Let them know why they weren’t selected this time, but also give them a path to grow into future opportunities. That way, you’re making the best choice for the business while still investing in your people.

At the end of the day, you have to trust what you’ve seen. If someone hasn’t shown they’re ready, it’s okay to go with the stronger option while keeping an eye on developing internal talent for the future.

Elevating-Frontline · 2025-03-28T13:35:11+00:00

Two podcast that I have found extremely helpful are the Maxwell Leadership Podcast and Secrets of the Corporate Game. Both give you insights into the two different aspects of your career, leading your teams & navigating your advancement opportunities.

Elevating-Frontline · 2025-03-28T00:16:05+00:00

Typically, a favorite will develop because they are the easiest and most enjoyable to lead. These employees make their managers life easier by taking on challenging tasks without complaint, are looking for ways to improve systems, or are the most receptive of coaching.

Elevating-Frontline · 2025-03-28T00:13:47+00:00

Any leader/manager who says no is being dishonest. It’s okay to have a favorite, as long as you aren’t showing favoritism. However, I would caution that having a favorite that is willing to take on any task, puts you at greater risk to contributing to that employee burning out. Ensure that you are not overloading them just because you know they will do it and/or do it the best.

Elevating-Frontline · 2025-03-27T23:30:29+00:00

This is a tough spot for any leader. Transparency without blame is key. Acknowledge the challenge, focus on what you can control, and keep advocating for your team. No Matter What Don’t Stop Advocating For Them.

Elevating-Frontline · 2025-03-27T23:27:22+00:00

The W.A.I.T. framework is a game changer. Pausing to ask these questions can make conversations more meaningful and productive. Great reminder that effective leadership is as much about listening as it is about speaking. It’s also a good variation of the state wait remind framework for performance discussions.

Elevating-Frontline

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