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The Round Table
The Peter principle.
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<blockquote data-quote="Doc Manhattan" data-source="post: 165322" data-attributes="member: 341"><p>In my experience and observation, the way to deal with Peter-promoted management is to demand details of anything they ask or propose, and keep a paper trail. </p><p></p><p>You don't have to worry about the 90% of the time when you and an incompetent manager agree that your job is to do your job--it's that 10% of the time when they feel like they have to manage for the sake of managing. Words like "vision," "long-term," "outcomes," or "So I just read this article..." still put me on edge. </p><p></p><p>Tell me the details of what I have to do, how I will be evaluated on it besides "feelings" or "impressions," and I will use my training to do it right. Until then--until management actually manages the plan--I'll keep doing my job and wait to try this or that fad.</p><p></p><p>Yeesh, sorry for the rant... clearly this issue puts a burr under my saddle :x</p></blockquote><p></p>
[QUOTE="Doc Manhattan, post: 165322, member: 341"] In my experience and observation, the way to deal with Peter-promoted management is to demand details of anything they ask or propose, and keep a paper trail. You don't have to worry about the 90% of the time when you and an incompetent manager agree that your job is to do your job--it's that 10% of the time when they feel like they have to manage for the sake of managing. Words like "vision," "long-term," "outcomes," or "So I just read this article..." still put me on edge. Tell me the details of what I have to do, how I will be evaluated on it besides "feelings" or "impressions," and I will use my training to do it right. Until then--until management actually manages the plan--I'll keep doing my job and wait to try this or that fad. Yeesh, sorry for the rant... clearly this issue puts a burr under my saddle :x [/QUOTE]
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