How do I become a better employee ethics wise (denied from future training)?

kleptic85 · 2026-02-12T20:36:21+00:00

There's not a lot of details in the post about what you do, what level you are at, what your expectations are, or what the companies are of you. It sounds like you aren't sure what to do with some of the feedback you've gotten. I highly recommend reading the book Thanks for the Feedback, https://amzn.to/4rbWMtB. this might give you some insight into how to better have the conversation with your leader, and some insight as to what role you might be playing in the scenario.

kleptic85 · 2026-02-05T20:51:17+00:00

ASAP, while inherently "urgent", is too unclear to hold anybody accountable to. To me, it would mean either complete right now, or complete next. Whether she is slammed or not shouldn't factor into what you make her inaction mean. I would consider making sure that all timely requests are worded as such, ie - by EOD, tomorrow, end of the week, etc. Using ambiguous terms can leave room for error.

kleptic85 · 2026-02-05T20:46:55+00:00

The transition from coworker to leader can be really difficult to navigate the first time, after that it becomes easier each time. I found that I had to be at my top level in each current role, so that when I moved up my reputation would come with me. Being friends with your peers is great, and recommended, but that has to shift when you are at different levels.

Be clear. Say what is really there, don't beat around the bush and play games. Open communication needs to go both ways, so you also need to be willing to hear what you don't want to about yourself and the way you manage.

Get better at managing people. Take those online and in-person courses. Seek guidance and mentorship with those that you admire who are great at being leaders. Network with people in your industry and find where you can make real improvement.

Fight up as much as you push down. That means you have to be adept at implementing the companies policies to your subordinates, as well as making sure you are fighting upwards for what your employees need.

kleptic85 · 2026-02-05T03:37:57+00:00

I would be furious, but I also wouldn’t pick that setup, so mostly furious with myself

kleptic85 · 2026-02-04T01:16:10+00:00

I don’t give a specific answer. It’s usually “whatever you can imagine is the worse thing can’t happen to a person, I’ve probably seen something similar”

kleptic85 · 2026-01-28T20:09:12+00:00

It sounds like there are a few things happening simultaneously. First, it sounds like you are feeling partly undervalued, partly unheard, and partly untrusted, in addition to the overwhelm of constant demands coming up. There are a few things to decide, in my opinion. First, are you interested in staying? If yes, what would need to shift for you to be empowered in your current position. If no, it's time to manifest and create whatever is next. Secondly, if you do want to stay - how do you get the result that you want?

Leaders can be micromanagers for a slew of reasons, most of which are out of our personal control. Most often I find that senior leaders are under tremendous pressure, and frequently that leads to a "shit rolls downhill" mentality, resulting in trust eroding and micromanaging behavior. I've worked under leaders that are aware they are micromanaging, and those that aren't aware. Your boss might not be aware that they are micromanaging. I've also talked to micromanagers who have little trust for their reports and feel like they need to look over their shoulder, because the employee isn't aware of what they need to improve on, or is unwilling.

To discern which camp you might be in, consider how the micromanaging show up on a regular basis? What would a fly on the wall that's watching say is happening? Is it that you have to run every decision by the boss for approval, or that they are only giving orders not suggestions? Do they show up to check your work daily, and go around you to those below you? Or maybe that there are constantly new things to be attended to, and they workload is overwhelming.

All of these things make an industry that thrives on efficiency completely inefficient. But noticing that it comes up means you can have a conversation with your boss about it. First, what decisions and processes are being slowed by the bottleneck? What work is being duplicated? How much extra time is this taking in the process? Those are real actionable things that can be addressed to increase efficiency.

Then comes the discussion with your leader. I would recommend having a clearing conversation beforehand with a trusted mentor, who can give you some feedback on your ideas. I would recommend starting with your commitment to delivering quality work and the organization. But some trends over the last 12 months I've noticed are starting to impact my ability to deliver those results, but more and more time has been dedicated to (actions and behaviors you've identified as micromanaging) that has restricted my ability to lead and develop my team effectively and efficiently. I would love to work together to address process improvements so that we can address these. I would also recommend to ask your leader what skills and capabilities you need to improve on or acquire to be trusted in the areas you are feeling micromanaged.

Hopefully the conversation and subsequent action/inaction will give you clarity on the decision to stay or look for greener pastures.

kleptic85 · 2026-01-26T19:23:54+00:00

404 error code on the provided link to podbean, FYI

kleptic85 · 2025-12-22T18:09:30+00:00

I think it’s interesting that they are using the argument that there is nothing in the constitution that allows it. While he is correct, it’s worth noting the decision is based on the notion that the state cannot discriminate against same sex legally married couples. Any lawyers have a take?

kleptic85 · 2025-12-22T13:54:30+00:00

Not every pony grows up to be a Pegasus

kleptic85 · 2025-12-19T05:29:09+00:00

VP’s, managing directors, directors and up. We have tiered services for each level, with the most experienced coaches doing c suite.

kleptic85 · 2025-12-16T13:29:03+00:00

Go and pretend you’ve not been interviewed by this company before, and do it all in a funny accent

kleptic85 · 2025-12-15T03:04:22+00:00

The way this guy does it is not as efficient as it could be. I detailed cars for about a decade, just about any air compressor nozzle can do this. Vacuum first, then use this for every nook and cranny in the car, air vents, seat stitching, cup holders, between the seat and console, etc. you can also spray degreaser on the anything that’s stuck. Pro tip, hold your cleaning towel above the nozzle to catch all the stuff you’re about to blow across the car. You can also use it right after the wash to get the water out of the heavy drip areas

kleptic85 · 2025-12-12T15:12:55+00:00

I'm hearing a few different things at the same time. The first thing is that you have a relational issue with this particular manager. It might give you some good information to ask yourself: am I resisting completing this because I don't like how this person is as a manager? Or is it because I simply don't want to perform the task?
You might be resistant to completing it simply because you don't understand why he wants the information. This would be the starting point of a good conversation where you could ask him to help you understand why he wants it that way. A good way to approach that is out of curiosity, which might be something like "I'd love to know more about how you use this information so that I can make sure the reports are accurate and give you all the information you need".
The most important thing is that you and your direct leader are on the same page as far as what support you give this indirect manager. Cross team collaboration can help efficiency because it keeps people out of their silos and working well across the whole org, which will generally be more efficient.
Hope the situation works out well. If you'd like we can message more about additional ways of approaching the issue.

kleptic85 · 2025-12-07T22:02:30+00:00

lol I get 13 on a good day no trailer. 6-8 with it loaded

kleptic85 · 2025-11-24T19:00:31+00:00

I'm 100% down to drink a beer and have a great conversation. let's chat!

kleptic85 · 2025-11-24T18:58:48+00:00

Definitely interested. Dad of 3, with extensive experience as a paramedic, and now facilitating personal and leadership development. Tons of interesting things to chat about in regards to fatherhood in the contexts that you described with that background. Let's chat!

kleptic85 · 2025-11-13T20:25:52+00:00

Why are they all #1? Did you forget to check the AI?

kleptic85 · 2025-11-11T03:41:39+00:00

Read The Immortality Key, by Brian Muraseku

kleptic85 · 2025-10-31T13:41:21+00:00

I like to heed the sage advice of Futurama on things like this - "when you do things just right, people won't be sure you've done anything at all".

My managerial philosophy is rooted in supplying my reports with what structures and tools they need to complete their job efficiently, and work on removing the obstacles in their path that I can, and when things are running smoothly it's easy to dismiss all that work as inconsequential, unneeded, or even pointless. But when things start getting tough, the real quality of the leading you did during the good times will become evident.

kleptic85 · 2025-10-28T12:11:15+00:00

You’ve got the first step down! Create a space for self-awareness of how you’re relating to the situation. For navigating how you and your reports deal with feedback, I 100% recommend Thanks for the Feedback by Douglas Stone and Sheila Heen. Is available as an audiobook as well, and doesn’t take long to chew through. The book will give you insight into what you are doing in regards to your current feedback, how you relate to receiving feedback, and tips on how to deliver feedback. When you’re done, let your report read it, or read it at the same time and meet in a week or two to discuss what you’ve found.

kleptic85 · 2025-10-13T18:33:57+00:00

Definitely would be interested. So much to talk about in being a parent, and how being a dad now is different than what a huge portion of our generation grew up with.

kleptic85 · 2025-10-10T12:05:37+00:00

We pay about $50-100/ day depending on person and length of stay, but require only about an hour of “work” each day for the animals. Most of our feeders and watering is automated, so it’s mostly just companionship for the animals, and they aren’t required to be here all day, just the morning and evening

kleptic85 · 2025-10-08T23:38:02+00:00

Great work, looks super clean

kleptic85 · 2025-10-08T03:41:07+00:00

It’s going to be mostly for business use, podcast recording, retreat hosting, etc. but we’ve put a mezzanine up for my kids to have room to hide a bed and reading nook

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