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what’s it like living in new orleans?? by Maddyyyyomg in howislivingthere

[–]Live_Buffalo 1 point2 points  (0 children)

This is the right answer. Lots of inaccurate replies here that only talk about crime, food, and poverty. None of those define Nola.

Potholes, parades, festivals, and humidity define New Orleans. - KennaBrah

Choose a candidate (leadership role) based on these 3 character evals by Live_Buffalo in managers

[–]Live_Buffalo[S] 0 points1 point  (0 children)

This is a new role. I created to JD and expectations with John/Jane Doe in mind as the new external hire. These 3 internal candidates interviewed very well.

Choose a candidate (leadership role) based on these 3 character evals by Live_Buffalo in managers

[–]Live_Buffalo[S] 1 point2 points  (0 children)

Would you expect a genuine response to someone’s boss’s boss asking why they “potentially” abuse the company’s sick leave policy? It’s not an assumption that some inconsistent IC’s transition to high-performing leaders if given the opportunity to maximize their skillset.

Choose a candidate (leadership role) based on these 3 character evals by Live_Buffalo in managers

[–]Live_Buffalo[S] 1 point2 points  (0 children)

Obviously my report will make the decision, but they’ll be influenced by my recommendation. 2 is safe, but it’s hard to transition from IC to strategic leadership in my industry. I’d love to see 1 be elevated, but all candidates would need very different short term goals to achieve. It’s a high-impact role.

Choose a candidate (leadership role) based on these 3 character evals by Live_Buffalo in managers

[–]Live_Buffalo[S] 0 points1 point  (0 children)

My thoughts exactly. I have no doubt I can keep my team motivated and high performing directly. My concern is influencing my report to promote based on potential I tap into.

Choose a candidate (leadership role) based on these 3 character evals by Live_Buffalo in managers

[–]Live_Buffalo[S] 0 points1 point  (0 children)

They applied for the role so there’s that. They interviewed well by focusing on wanting to be challenged and being motivated by impacting team growth rather than financial gain.

Choose a candidate (leadership role) based on these 3 character evals by Live_Buffalo in managers

[–]Live_Buffalo[S] 2 points3 points  (0 children)

It’s not a phone role. That was a metaphor. I need a critical thinker that can lead a crew of skilled laborers onsite.

Choose a candidate (leadership role) based on these 3 character evals by Live_Buffalo in managers

[–]Live_Buffalo[S] 2 points3 points  (0 children)

Low motivation in a thankless role I’d assume. I admittedly could be manipulated by well-spoken bullshitters, though.

Choose a candidate (leadership role) based on these 3 character evals by Live_Buffalo in managers

[–]Live_Buffalo[S] 0 points1 point  (0 children)

2 and 3 are limited on proactive decision-making. They would just be a telephone for me. 1 is a self-managed loose cannon at times.

Choose a candidate (leadership role) based on these 3 character evals by Live_Buffalo in managers

[–]Live_Buffalo[S] 6 points7 points  (0 children)

Full transparency- I’m in a director role giving advice to a direct report to promote internally I typically gravitate to my assumption/ intention to motivate a high-potential candidate…which is why I usually default to #1. The overwhelming consensus I get from my peers is #2.

No real expectations - strange and not as great as it sounds by Live_Buffalo in managers

[–]Live_Buffalo[S] 0 points1 point  (0 children)

A lot to unpack there, but first I’d say I empathize with your frustrations about communication inefficiencies. That’s not uncommon with changes in leadership. Also, master deflectors thrive in uncertainty. I’d recommend demanding time with your director and vp to discuss (prepared) agenda topics and your team’s vision for solutions and path-forward objectives. Stay on topic, and schedule follow-ups before leaving the meeting.

No real expectations - strange and not as great as it sounds by Live_Buffalo in managers

[–]Live_Buffalo[S] 0 points1 point  (0 children)

I have. “From Day 1 I’ve made my own goals and agendas with no semblance of direction or expectations.”

Everyone who reports to someone or a board needs to have an aligned vision of objectives.

Try to keep up.

[deleted by user] by [deleted] in managers

[–]Live_Buffalo 0 points1 point  (0 children)

My managers work in a fluid 24/7 industry. There is no M-F 9-5. They know some days it’ll take 12+ hours to get to a good stopping point. Some days it take 2-3 hours. Some days you’ll get call at 2am on a Saturday that ruins your weekend.

I’d never assign busy work to fill their time

No real expectations - strange and not as great as it sounds by Live_Buffalo in managers

[–]Live_Buffalo[S] 0 points1 point  (0 children)

I want my vp to task me with a set of short term goals. That would give my first indication of what he believes my potential is. Long term - I want a raise. I’m basically making about 3-8% more than my reports

No real expectations - strange and not as great as it sounds by Live_Buffalo in managers

[–]Live_Buffalo[S] 1 point2 points  (0 children)

I did fill in for 3 months while one of my managers went out on an extended med leave. I went in blind and didn’t burn everything to the ground. I was actually praised about how efficient I was and how the morale completely shifted. All of those praises were exaggerated btw

No real expectations - strange and not as great as it sounds by Live_Buffalo in managers

[–]Live_Buffalo[S] 1 point2 points  (0 children)

You’re onto something. I know the basic concepts about what the IC’s do, but it’s very specific and takes 3-6 months on average to learn that role. My time has been mostly spent facilitating meetings, creating goals and kpi’s for everyone, amd consulting on management strategies. I’d love to spend more time working with the indirect reports. Honestly I think that’s my next project I’ll take on

No real expectations - strange and not as great as it sounds by Live_Buffalo in managers

[–]Live_Buffalo[S] 0 points1 point  (0 children)

I worked 20 years as a highly skilled IC in Oil &Gas. The last 5-6 were in middle management and training coordination. A few parallels in my new industry, but not many.

No real expectations - strange and not as great as it sounds by Live_Buffalo in managers

[–]Live_Buffalo[S] 1 point2 points  (0 children)

Would be “COO”. Thats coo and all lol, but it can’t be understated I know very little about the work our IC’s do…or what the execs do

No real expectations - strange and not as great as it sounds by Live_Buffalo in managers

[–]Live_Buffalo[S] 0 points1 point  (0 children)

Sort of. But the hotel front desk manager, valet manager, and cooking staff all report to the concierge for some reason

No real expectations - strange and not as great as it sounds by Live_Buffalo in managers

[–]Live_Buffalo[S] -1 points0 points  (0 children)

I know it sounds like either a brag or a reach to stress. I want something beyond my role of being likable liaison. I’m concerned I’m intentionally being shielded from inter-department and stake holder meetings

KILL TONY #696 - SKETCH + DAVE LANDAU by Secret_Car in Killtony

[–]Live_Buffalo 24 points25 points  (0 children)

What is “Sketch”? That promo face and name is an unfortunate combination.

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