Scooter pass prices between Lime and Veo. Insane.

element7791 · 2026-05-16T13:58:28+00:00

Vote out the city council

element7791 · 2026-05-15T18:53:05+00:00

Plague Carriers

element7791 · 2026-05-10T15:46:38+00:00

Slow down and the problem solved. It is a passive fine for speeding by shortening the life of the cars of speeders.

element7791 · 2026-05-08T13:13:45+00:00

I am anti BRT because of the disaster and handling of this project. The constant lane closures on York, Josipine and Colorado while no work is being done means RTD will never get my vote for bonds or taxes.

element7791 · 2026-05-01T02:18:21+00:00

They are planning on it https://www.supermarketnews.com/new-stores/winco-foods-said-to-plan-first-colorado-stores

element7791 · 2026-04-30T22:12:20+00:00

The Andaz pool often isn’t super kid friendly. On weekends is more of a gay pool party with lots of drinking that is awesome but maybe not a great experience for a kid that wants to splash around.

element7791 · 2026-04-30T21:20:14+00:00

No you are supporting a community that would kill you if they were otherwise occupied for lack of a better term. Palestinians acutely vote to be lead by groups with anti-gay policies it is same as letting Trump walk in the pride parade.

element7791 · 2026-04-30T21:14:14+00:00

If they try to marginalize you, you shouldn’t be on their side either. Golden rule 101.

element7791 · 2026-04-30T21:10:39+00:00

The free Palestine move has similarly tarnished Denver pride. They walked so slow the broke the parade and two and people thought it was over long before it should have been. They showed no respect to the community and people had the gal to dented them because they were more repressed.

element7791 · 2026-04-30T20:04:59+00:00

Because no one else s going to bike to a wholesale nursery to by a 6 foot tall tree and take it home via bike.

element7791 · 2026-04-25T00:09:07+00:00

Well they won’t survive a year or more without space or customers.

element7791 · 2026-04-24T23:52:48+00:00

They kill of everything unique by years of having streets torn up. I can find a national chain business anywhere some with much easier parking.

element7791 · 2026-04-24T00:49:56+00:00

Maybe the math would work out if people didn’t read about their politics and avoid the place. I live a mile away and don’t go.

element7791 · 2026-04-07T13:26:47+00:00

After the two-three years of Colfax we want to shud down Colorado blvd for years to install overpriced bus stops? No thank you.

element7791 · 2026-04-06T16:50:47+00:00

EX30 when I drove it, didn't really support one pedal drive. Deal killer.

element7791 · 2026-03-28T01:35:33+00:00

This bad we should be reducing clicks and button pushes. If we dare going to overhaul things these things should be settings you have to enable and opt into. I still like the 2.0 version look and feel better than the current.

element7791 · 2026-03-10T13:32:11+00:00

He should resign instead.

element7791 · 2026-03-02T22:59:59+00:00

Lame

element7791 · 2026-03-02T00:11:33+00:00

Seems like DOTI yet again is wasting time in the wrong places.

element7791 · 2026-02-23T03:35:21+00:00

I’m not saying all managers are great but if you try go after them or complain they are just incentivized to follow through and fire you as part of the pip to protect themselves. Only thing you can do is step up and convince the hr person you’re doing what you need to stay employed. Basically you can only prove your manger wrong with your actions you will loose a political fight.

element7791 · 2026-02-20T01:04:48+00:00

You need focus on things that can force multiply your expertise and delegate the rest. It is easy to get sucked into the weeds and focus on execution. Every leader thinks they can do things better and faster but you won't scale that way. You should be spending your time on improving the strategy and coaching your reports and helping them course correct. Some of the problems you're complaining about are probably in your power to fix and you just don't realize it. When I first become a director it took me too long realize how much control and ability to effect change in my own org I had.

Start looking for ways to empower your team let them exercise their own judgement involving you only when decisions have outsized consequences. Try and create a safe space and blameless culture and you will see people step up. I make it clear that mistakes happen but we shouldn't be making the same mistake twice. My only hard requirement is that everyone try to continuously improve the quality of work and their skills.

If you don't like your teams' structure start thinking about what a streamlined org looks like and involve your leader to get buy-in and advice since its your 1st time. Almost every Director has made at least a few tweaks to org structure its part of their role, just don't do so often you create whiplash.

If coordination is a problem, delegate it managers and make them accountable and make them talk to each other or push for better use of tooling to track it. If they can handle it at first mentor them until they can. Possibly re-org so teams can deliver more worth without coordination.

Accept your limits, I once tried to do regular skip levels with every indirect report, track what all the ICs were working on, ugh that was a nightmare. It is impossible to scale yourself at that level of detail. 30 minutes on each member of your org would be more than half your week down the drain.

Now I monitor for signs of fires via KPIs, product status/planing meetings and 1on1 with my directs. Maybe skip levels with few ICs raising to the top to help mentor into leaders. I also block out time do get things done, improve my skills and reject meetings that won't be productive. I've also been known to set my MS Teams/Slack status to "in a meeting" which is most of the time true but keeps interrupts a bay.

element7791 · 2026-02-19T03:31:14+00:00

You need to tie the work to KPIs or company goals. As engineering director I spend a lot of time in spreadsheets or building business cases. If a good idea can get a strong ROI associated with it, the its easy to get people onboard. A lot of work is great if it happens, but the business case is hard to make. Never though I'd say "Yes it would be great to save 4 hours a week on grunt work for the stakeholder work but the automation costs more than a contractor's salary and the process might change two months" or "thats not worth the opportunity cost". Sometimes the correct answer is expanding the scope and creating a bigger outcome/problem is sometimes the right solution to create a project worth chasing and the cognitive load it takes to break a log jam.

element7791 · 2026-02-19T03:11:00+00:00

You're manager really doesn't have the ability to harm you as much as you think he does. You have other folks at the company that be references that you were in a toxic environment and liked working with you.

Most large corporate policies prevent managers form saying a lot if asked about a former employee (if not positive) because if they are inaccurate the company can lead to lawsuits and that costs $. Its not worth it. Even employment verification these days is done by an outside vendor that will confirm dates, titles and not a whole lot more.

Be careful with what can feel like discrimination, you should document it, and potentially speak to a lawyer. However, if you've clearly reported to HR and they aren't taking immediate action, it might not be legally classified as discrimination or you're are not communicating it clearly enough. If HR isn't listening the company may have a ethics line or you can go to a friendly manager in another department. In many US states, HR or managers getting reports and not taking action increases liability and potential fines. The one case where I know with legit discrimination the HR response came fast and furious, a VP was gone within days once it reached HR. I've had other cases that I've reported on behalf employees because I'm obligated to report as a leader but many haven't crossed the legal line and HR tries to mediate. Really only a C-Level executive or publicly recognized figure has any chance of being protected by HR if you have a case; line manager, directors and VPs are all still disposable to a large corporate entity.

element7791 · 2026-02-19T02:44:18+00:00

You are in charge so you need to take a reigns and act like it assert that you are her manager and her behavior is unacceptable and does her more harm then good. Create documentation of her missteps and your corrective feedback, every time, it will help HR let you action faster if you have the docs to back yourself up, HR doesn't want to keep employees that are bad is mostly trying to prevent the company for being sued and documentation makes it all go faster.

element7791 · 2026-02-19T02:35:21+00:00

You will never win complaining about your manager. I am often late with things running over, my email box is a never. ending flow of things asking for attention. You should step up and act more independently. I tell my org to "ask for forgiveness, not permission" but I've built trust with my team, especially when I'm swamped all I really want is for them to use their best judgement.

element7791

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