Earlier quoted context omitted.
I'm sorry to hear about that situation. Having said that, I am possibly a bit like your boss. I am a major bottleneck to my employees, and they struggle to overcome technical skill gaps between their knowledge and what they need to work on. Frequently I find they are blocked for days or weeks and when I finally get to sit down or spend time with them, their problem is sometimes solved within minutes. Sometimes I rese…
You need to scold your children. That's a metaphor - of course you shouldn't treat your reports like children. But if they possess the following attitude, it's on you as the manager to let them know that it's not an acceptable practice on your team. > they seem to take an attitude that if they hit something they don't already know, it's perfectly reasonable to stop progressing it and just declare they need help This…
Yes it is quite the learning exercise to get used to all of this and know where to be drawing lines, when to reinforce boundaries and when to let things go. What I am realising is that my threshold for giving direct feedback is way too high. I keep trying, instinctively to achieve outcomes indirectly - but way too often it doesn't work or even backfires and breeds more of the behavior I don't want.
I really appreciate having your thoughts!