View Full Version : Going back on the job market...
Because though I love working for a dear friend as my department head, the place I am at is crazy. <sigh> I either have the worst luck, or I just cannot suss out a healthy workplace culture. My friend is also deeply frustrated, but apparently more willing to tough it out. I'll stay till another one comes along, but I just cannot stand crazy any more. Maybe leave non-profits & jump to the for-profit world. No idea how to do that. Any suggestions?
Tussiemussies
12-6-13, 1:35am
No suggestions, everywhere I ever worked was highly dysfunctional and at times abusive to others...
gimmethesimplelife
12-6-13, 2:32am
I'm sorry to hear this, Redfox. I remember you were so excited when this opportunity arose.....I too have had jobs I was excited about but then later discovered that all that glittered was not gold. Ay carumba! It seems as if you have to have a thick skin to make any money today period and this is something I really dislike about the world today. It really seems to me in the past five years if you plan on surviving this job market you need to either have or develop very quickly a very tough skin.
Here's wishing you the best possible outcome with whatever you decide to do/whatever other opportunities come your way. Rob
gimmethesimplelife
12-6-13, 3:37am
It's all crazy.It sure seems this way these days, doesn't it? Some very good advice I received from a counselor once when I had insurance was to seek islands of calm and sanity in your life. In my case my yard would be one as it is very pleasant and soothing for me to be there, or be doing work there. Also the time I spend with my cats helps center me and helps me to realize it's not all bad, that there is good out there.
So yeah, I agree it's crazy out there but there are some small islands of sanity I can retreat to and it helps. It doesn't change the world but it sure helps. Rob
ApatheticNoMore
12-6-13, 4:44am
It's all crazy.
+1
It's past 1am on the west coast, I'm working and hope to go to bed soon. I don't usually end up in the type of crazy jobs that's emotional drama (although I did have a very abusive boss once - so yea). But the type of crazy that's basically impossible demands, deliver the moon. Yep. All that time. That's most jobs. Oh I've never worked anything but the for-profit world. Btw thought there's not a lot of emotional drama per se, people are snapping right and left at work, angry outbursts, just under the pressure - all being asked to do the impossible.
gimmethesimplelife
12-6-13, 6:27am
+1
It's past 1am on the west coast, I'm working and hope to go to bed soon. I don't usually end up in the type of crazy jobs that's emotional drama (although I did have a very abusive boss once - so yea). But the type of crazy that's basically impossible demands, deliver the moon. Yep. All that time. That's most jobs. Oh I've never worked anything but the for-profit world. Btw thought there's not a lot of emotional drama per se, people are snapping right and left at work, angry outbursts, just under the pressure - all being asked to do the impossible.That's it, being asked to do the impossible. When did work become so toxic? It hasn't always been quite this way. I'm old enough to remember better staffing ratios and more realistic expectations. Makes me glad that right now the only non self employed income I have is picking up banquets for a temp service, which is basically assembly line production of food - stressful but still a feeling of a team effort and no one's really going to hassle you if you are carrying your weight. Rob
rodeosweetheart
12-6-13, 8:21am
That's it, being asked to do the impossible. When did work become so toxic? It hasn't always been quite this way. I'm old enough to remember better staffing ratios and more realistic expectations. Rob
Me, too. I was talking to my daughter in law about this and the pressure we are under at work, and how there were different pressures when I was her age, but the pressures are very major now, and my generation remembers better times and more security, and are probably unpopular with the bosses because of that.
Redfox, she used to work in Portland at a big teaching hospital. Maybe something like that in Seatlle--kind of non profit light? OR what about this?
http://www.idealist.org/view/job/BD8XS2fSwxNp?utm_source=Indeed&utm_medium=organic&utm_campaign=Indeed
I've been through that--the happy anticipation of a new job that turned out to be a lower circle of hell. A friend of mine just bailed out of a non-profit situation where the bosses changed frequently, the turnover was a churn, and the new director brought in his girlfriend as a temp and paid her twice what she was worth while passing on all the work to my friend. She's at home now, recovering. For-profit is usually worse, but I understand there are little pockets of sanity left--generally in the public sector--and I hope you find one.
Well shoot, Red. So sorry that job hasn't worked out.
I stumbled into the university world years ago and it has overall been a very pleasant experience. There are spots for every knowledge set within staff openings and it is inspriing to be around grad students who want to learn. On the other hand, DD's first and only job has been in the nonprofit world and she is starting to grumble very loudly about all the overtime and personality issues. Only once in my time at work was there that sort of craziness and that was when we partnered with a nonprofit group who worked within our unit; they were there physically every day with all of their dysfunctional personalities the like of which I had never known before. After they left, it was an ocean of calm again.
catherine
12-6-13, 10:57am
Maybe leave non-profits & jump to the for-profit world. No idea how to do that. Any suggestions?
Not a bad idea to open yourself up to both. They both have their pros and cons... however, sometimes I feel there's even more politics at play in non-profits than there is in the for-profit environment. I certainly think your vast experience would be entree enough into certain for-profit sectors. Just make a skill-based resume and post it online and start networking.
I'm sorry it didn't work out for you, redfox. It sounded great.
iris lilies
12-6-13, 11:12am
Politics are at the height in academia. If you don't want politics, stay out of that arena.
It seems to me that the sweet jobs are those that head up the Foundation arm of a for-profit. Several women I know or know of have had these jobs at places like Ralstan-Purina, UPS, Wells Fargo, Monsanto. I suppose that these jobs are dastardly hard to get. But wouldn't it be nice to, for a change, rather than going out to get money, being in the position to give out the money? Sweet, like I said.
Some of the non-profits around here are scary dysfunctional. The rational views of for-profit entities might provide a stable influence in the giving world.
Politics are at the height in academia
This is true in the big picture but effect varies on situation. My department is endowed (by foundations and wealthy individuals) rather than relying on declining state support. Those are the situations I would look for within a public university. Not sure how private universities operate.
redfox, I don't believe you'll find the for-profit world any less dysfunctional than what you have now.
At the companies at which I've worked, it seems the people at the top are the ones who are willing to sacrifice almost all their waking hours for the company. Of course, they're very nicely compensated for that level of involvement. And some people are just that way. But -- over the last few years in particular -- management seems to have taken the stance that everyone should be so engaged. Unfortunately for them, many personalities and workstyles don't fit that mold. And so the company often loses what it was that made them successful over the long term in exchange for either keeping stockholders happy or keeping the wolf of acquisition away from the door.
It does not help that The Great Recession and the continuing globalization of business has made it easier to wield the club of unemployment (and, in the U.S., its attendant loss of health coverage and retirement savings) over people. I also believe management has interpreted incorrectly what they've seen over the past few years, as people stepped up past shortstaffing and flat (or slashed) budgets to get the work done. Management seems to believe this is the new "normal" -- that people who have been sprinting the last few years to get past bad business conditions and low revenue can now run entire marathons (careers) at this pace. It cannot be done. Sprinters and marathoners have contrasting goals and methods. But it seems to be the expectation anymore. And it probably will be until we see some longstanding successful American businesses die for the lack of longer-term planning.
Also sorry to hear it hasn't worked out as you hoped, redfox.
I think every organization, for-profit or non-profit, has a certain level of dysfunction -- some are definitely worse than others, though! My previous employer was at about an 8 or 9 on a 10 point scale when I started, and went up to about a 15 by the time I left. It is probably at about a 7 now (after departure of sociopathic ED). My current organization, at least the parts of it I work with, is anywhere from a 2 to a 6 -- certain programs more dysfunctional than others, with some shops run really smoothly and professionally and others, well, not so much. I'm still in limbo with my own job situation and how that pans out may make me reassess how much dysfunction there is overall and whether I am willing/able to put up with it. Much rests on how they treat me during this transition phase. I'm still waiting to see how I will be compensated for the extra responsibilities and extra workload I have taken on in the past few months. Unfortunately HR seems to be one of the more dysfunctional areas, so I am feeling increasingly pessimistic. We'll see. I believe in the mission of our organization and really want to continue to contribute, but I know from past experience that if I don't feel respected and valued I take it very hard. Trying to keep the "it's just a job" mantra flowing and not get too anxious about things I can't control. But it's tough.
Regarding other work opportunities, I would definitely look into higher education. Your background and skill set would be an asset to university development offices, I'm sure, and that is probably one area where there are opportunities even (or especially) during budget crunch time -- lots of pressure for public institutions in particular to bring in non-government funds given the cuts to public funding. There always seem to be tons of grant and program admin jobs in the medical field, as well -- was looking at the UW job listings the other day and I'd say 60-70% of the positions seemed to be in the med school or affiliated with either the UW hospital or one of the affiliated hospitals or biomedical research affiliates. Not all of them require medical/science background. You might have to do some networking and convince people that your non-profit management skills are applicable to that new setting, but I don't think it would be too much of a stretch.
Obviously a job in a bigger, more established, professionally run non-profit would also be great, but as you already know those are few and far between in Seattle. And I don't actually know that such a rare unicorn even exists!
I'll keep an eye out for things that might suit you.
rodeosweetheart
12-7-13, 10:27am
It does not help that The Great Recession and the continuing globalization of business has made it easier to wield the club of unemployment (and, in the U.S., its attendant loss of health coverage and retirement savings) over people. I also believe management has interpreted incorrectly what they've seen over the past few years, as people stepped up past shortstaffing and flat (or slashed) budgets to get the work done. Management seems to believe this is the new "normal" -- that people who have been sprinting the last few years to get past bad business conditions and low revenue can now run entire marathons (careers) at this pace. It cannot be done. Sprinters and marathoners have contrasting goals and methods. But it seems to be the expectation anymore.
+++++
We were actually told by our boss,
that "there are tens of thousands of people lined up to take your job, that want your job, so you better work much harder"
This was a turning point in how I felt about my job. I found myself envisioning tens of thousands of people all lined up to take my job away from me and I started laughing; my bottom line is if that comes to pass, so be it. The job gets worse and worse
I am sorry to hear that it did not work out...but it may be a big blessing in disguise! The MegaPharma I worked for was inundated with dysfunctional divas and idiots! Maybe you can open up a small business doing something you love?
SteveinMN
12-7-13, 11:03am
We were actually told by our boss,
that "there are tens of thousands of people lined up to take your job, that want your job, so you better work much harder"
At my old workplace, as part of a huge software purchase made by the CIO (on some golf course somewhere, I suspect), we dumped the software we used primarily in our jobs and replaced it with a steaming mound of code that had a fancy name, unfindable bugs, and some of the worst vendor support on the planet. I was the administrator of the old software system; that was a manageable part of my entire job. When the pile of cr@p came in, admin suddenly became most of my job -- but my old responsibilities did not go away. In fact, along with everyone else in the group, I was assigned more work. I burned out. Then I left. Then I found out that not only did they hire a replacement for me (that's fine; I didn't want my old team to suffer for my departure), but they hired someone to be a full-time admin. So I guess there were two people lined up to take my job. :D I told them the job was impossible....
ApatheticNoMore
12-7-13, 3:03pm
This was a turning point in how I felt about my job. I found myself envisioning tens of thousands of people all lined up to take my job away from me and I started laughing; my bottom line is if that comes to pass, so be it. The job gets worse and worse
millions of people lined up to take my job: I'd be like yea but historical data shows you've tried to fill this position multiple times with multiple failures, this takes no particular snooping on my part, so it's a unique few who stay around. Like most companies these days you have no training programs whatsoever,plus you have a documentation system that's pretty much completely unusable, and you throw people in the deep end of the very complex procedures at the company. I would like to say it takes a year to get up to speed on that stuff, but the truth is it might be more like 2. And all glassdoor says about this company is they pay under market, at least that one is easy to change. So does it take some unique oh so special skill to do the job, no, mostly ability to put up with BS :)
Ok, has anyone here had experience with this? promissory estoppel -- http://www.wisegeek.org/what-is-promissory-estoppel.htm
Here's the circumstance:
I was hired at a ridiculous wage, basically $15/hr, which I knew going in. The deal was that I would keep my one consulting client, who paid me closer to $50/hr. & with whom I netted about $1700 a month, until the end of the year, when my position would change and I'd get an increase to the mid 50's to 60K. Mid range for my position; 65K is industry average for my position, but I was ok with it as it includes good med benes, and I'd work with a good friend supporting her vision.
Then, a staff member left, and my friend/Dept. Director got the go-ahead from the ED to move me up immediately. I informed my consulting client, and wrapped up with them. The ED then took a leave of absence and apparently did not sign the document he should have, and literally the day after he left, the person he put in charge retracted the deal.
My director has been furious beyond belief. So have I, and my DH & I are barely making our bills. The most difficult part for me is that the money is in the bank, literally bracketed for this position, and the person temporarily in charge of the budget does not believe the finance officer when she says this! My director has been told these sorry excuses; "We don't pay market rate" (untrue). "She hasn't been here three months. No one gets raises before then" (it's a position change, not a raise. That was the "HR" person saying that; she's the payroll clerk, much loved by all, but no actual HR background. Awesome.) "The finance person hasn't been here that long." (Said to disprove what the balance sheet says!) "We just don't do this." WTF!!!!!
The ED is due back on the 16th, and both my director and the incoming Board President are meeting with him to go over business. Both are preparing to address my salary issue directly. I've asked the Board pres to hold off & focus on the big picture, because this is a symptom of a systemic issue. Which is that the ED is not being a day to day ops manager. There is a huge leadership vacuum, and the board pres needs to press this. The finance person has told me she'll try to give me retroactive compensation, which would rock. I am depending upon my director to move this forward, which she has on the top of her agenda.
Here are my two issues:
If this doesn't get fixed, do I get an atty & put forth a promissory estoppel claim?
If it does get fixed, how the hell can I ever trust this organization again? I am a key external relations staff member, hired to move forward a 5-8 million dollar major gifts and planned giving campaign. I'm already working & building relationships with 5 & 6 figure donors, all of whom know that the financial management of this org has been appallingly bad. How can I in good faith represent that things are better, when I am being disrespected so grievously?
Development officers are often misunderstood. We operate in the arena of building relationships, and in order to authentically make very big asks, we need to be confident in the organization we work for. I've been on for two months, and am doing a damn good job, including coaching both the outgoing and incoming board presidents on board development & strategy. They're getting their fking $15 an hour's worth! God, I am pissed.
I am starting to look, but hell. I really wanted some stability.
Thanks for listening.
"Like most companies these days you have no training programs whatsoever.."
So true. When I started my tech career, there were all kinds of mentor/trainers, guidance, learning aids, and a long learning curve...Now you're supposed to spring onto the scene ready to go. This just adds to the stress and dysfunction typical of the American workplace. Maybe some fearless, human-centric companies should try apprenticeships:
http://www.businessweek.com/articles/2012-07-19/german-vocational-training-model-offers-alternative-path-to-youth
Wow, redfox. I have no experience with promissory estoppel. Based on your description of what's going on however, two thoughts come to mind.
One is that you need to be prepared to hire and pay for the lawyer yourself, at least until a decision is made. But, then, the decision may not go your way, so ... If it were me, I'd be contacting an attorney who specializes in employment law and buy an hour or two of his/her time to see what kind of case (s)he thinks you have.
The other thought is that one of your key questions should be aimed right at the ED: "How can I in good faith represent that things are better, when I am being disrespected so grievously?" You are dealing in large sums of money and -- maybe even more importantly -- goodwill. If this is how the organization treats employees both historically and currently, what are they prepared to change in policy or process so that you can feel confident about doing your job? If they can't answer that concretely, I'm afraid you need to find some other place to work, ideally before this iceberg sinks their ship.
Wow. I can understand why you are upset. But I would be very cautious about how you handle it. You don't want to burn any bridges and you DO want to (need to) get this bump in salary. Need to focus on making this win-win for everyone.
I am reading this book at the moment -- you might find it useful.
http://www.amazon.com/Getting-More-Negotiate-Succeed-Work-ebook/dp/B0046ZRYTA/ref=sr_1_1?ie=UTF8&qid=1386457744&sr=8-1&keywords=getting+more
I got it on Kindle from KCLS -- SPL probably has it, too. I love the stuff about focusing on STANDARDS -- helps to make the negotiation about THEM and not about YOU. I am planning to use this in my own fight for appropriate compensation, should it turn out to be something I need to do (I'll know around December 15th-16th, when bonuses come out -- I'll be in Seattle so maybe we should plan to meet up some time that week to either celebrate or commiserate!)
For now, I think holding off and keeping cool is the best strategy. You have significant people in your camp -- your director and the finance person are both committed to this, and it sounds like the ED was ready to sign off before going on leave. The interim person just doesn't have a clue (or maybe is trying to show up the ED or something -- institutional politics at that level can be odd...). It'll all be clear in a week or so. A LOOOONG week, granted, but if you can keep calm and carry on and continue to be as professional as possible, it will reflect well on you.
I've mentioned this before but I think it bears repeating, because I am finding that when I actually do it it is working well. I'm trying to actively position myself as someone who SOLVES problems in my organization, not someone who CREATES them. This is an incredibly important part of managing up in my case. My new boss is a great guy, but has an impossibly difficult job. If I am going to get promoted I need to convince him not only that I am capable of the job, but that I am going to help ease his burden, not add to it. I think in this case if you can step back a bit from how hurtful and threatening this is to you personally and professionally, and focus on what it says about the organizational dysfunction and how difficult it is going to be for them to meet their fundraising goals if they don't treat people the right way, that is good. Make it about them, not about you, but also focus on how to help them SOLVE the problem and show how that will help them move in a positive direction toward their goals.
Hang in there, redfox. I hope this works out positively for you, but if not in a way it is better that you know now how f-ed up they are. I'm 6 years in at my organization and still on pins and needles waiting to see if they are really willing to walk the walk in terms of HR's stated policies, or if it is all just a sham. I'll let you know in a week. And seriously, let's try to get together.
Ihamo, thank you! Precisely what I needed to hear. I called the incoming Board President today, and we had a long talk about the systemic issues. I mentioned the potential legal exposure. He apologized on behalf of the org., and again offered to take it to the ED. I asked him to not, to let my boss do this. I'll check out that book. Love the re-frame of solving problems, not making them.
I did ask him to inhabit his role as the Board Prez and ensure business accountability, so that no one else goes through this bullsh*t. And to activate the HR committee that's been discussed. We have an experienced HR person on the board that could bring current practices into the organization, and be very helpful. He concurred, and I think it will happen.
It really helped to get the hearing I got today. I appreciate all the feedback I'm getting here too. I'm still in recovery from cancer, and do not want to stress my healing system out! And please, yes, let's connect! Will PM my cell number. Call me!
gimmethesimplelife
12-8-13, 2:22am
"Like most companies these days you have no training programs whatsoever.."
So true. When I started my tech career, there were all kinds of mentor/trainers, guidance, learning aids, and a long learning curve...Now you're supposed to spring onto the scene ready to go. This just adds to the stress and dysfunction typical of the American workplace. Maybe some fearless, human-centric companies should try apprenticeships:
http://www.businessweek.com/articles/2012-07-19/german-vocational-training-model-offers-alternative-path-to-youthI feel so old expressing this in a way, but when I started college in 1985, the assumption was the companies came to campus and a few years down the line when you were a senior, you would interview at the Career Placement Center and find yourself a company that you hopefully clicked with who would offer you this archaic thing called a training program where you would learn the basics of your entry level job - how to deal with insurance claims, how to run a small retail store, how to be an assistant manager at Kroger or Safeway, how to aspire to be a loan officer at a bank....you get the idea.
The deal was get through school with a B average, present well at interviews, and you too would find a training program and a shot at the middle class. Unfortunately, I graduated into the recession of 1990 - 1991 where companies were already starting the process of ending training programs and the whole deal changed. Now everyone expects you to hit the ground running and people wonder why customer service is a thing of the past, or why so many mistakes are made in what seems simple in everyday life. It's all about CYA these days and always being ready to jump ship. The complete and utter lack of loyalty part I'm down with - it's the lack of security and lack of certainty that I'm not down with. It seems as if I graduated right at the precipice of major major major workplace change, though I think any college graduate from 1990 on could make this claim. Rob
gimmethesimplelife
12-8-13, 4:31am
+++++
We were actually told by our boss,
that "there are tens of thousands of people lined up to take your job, that want your job, so you better work much harder"
This was a turning point in how I felt about my job. I found myself envisioning tens of thousands of people all lined up to take my job away from me and I started laughing; my bottom line is if that comes to pass, so be it. The job gets worse and worseBack in 2000, in a very different economy, I had a job serving in Utah along the shores of upper Lake Powell. The setting was incredibly beautiful and the tips were not bad at all. The place was extremely dysfunctional, though, and the managers had a token line they would use when any issues were brought to their attention - "There are hundreds and hundreds of applicants waiting for your job" - utter BS as this was before the economy tanked in the soon to come recession of 2001. When I could deal with the dysfunction no longer, I put in my two weeks notice and the F and B director actually introduced himself to me and asked why I was leaving. My answer - said with no irony, sarcasm, or smirk - "I don't feel right denying the hundreds of other applicants waiting for this job the opportunity to work here." The look on his face? Like on the MasterCard commercials, priceless. Good thing it was easy to replace this job and I didn't need a reference, though, especially after the look the f and b director gave me.
Today I would not make such a remark. This economy is very different and if management used the same line today, unfortunately, they have a point. I'm glad that you are seeing your job differently now though and don't seem to be internalizing the stress - good for you if you are not! Rob
rodeosweetheart
12-8-13, 8:58am
I'm glad that you are seeing your job differently now though and don't seem to be internalizing the stress - good for you if you are not! Rob
I am trying, but not always successfully. I actually went into therapy because of the anxiety created in me from the job--really need to make long term plans to leave, but need the health insurance!
I used to joke that I entered college when all you needed was a BA to show you were trainable and had staying power, and by the time I graduated you needed an engineering degree. Bad timing.
I'm sorry that the job didn't work out. I am retired now but remember all too well the stress. One thing that helped me cope was to remind myself that I were there for the money. Yes, I wanted to do a good job but I was there for the money. I was pleasant and courteous but not there to socialize or make close friends. I had no interest in climbing the ladder, just let me do my job and pay me. I got out of debt, paid off the mortgage, funded my retirement account and got an emergency fund in place, and I was out of there. Maybe this could be of use to you.
Gardenarian
12-8-13, 2:47pm
Redfox -
I was in a very similar situation at one time and let it drop, because I'm not the type of person who likes to make waves, because I had a newborn baby to care for, and I think because on some level I felt that I was not worthy (NOT true.)
Not a day goes by that I don't think with regret of how I was screwed over and just let it happen. Do what you need to do to get what you deserve, whatever it takes.
I had a long and very fruitful conversation with the incoming Board President about all of this yesterday. He has made himself available to me, and we call each other regularly on our private cells. He reiterated that this WILL be made good, and that he's willing to step in if necessary. I hope that it isn't, because he needs to focus on the big picture.
I view what's happening to me as a symptom of systemic ills. He knows my opinion that the org is opening itself up to lawsuit with the wage issue; I shared the promissory estoppel angle with him. More importantly, this org is demonstrating that it's not yet moving to healthy fiscal operations. And, that senior staff openly state that the ED doesn't know what's happening and they countermand his decisions is hugely problematic.
Those are the systemic issues the board prez needs to talk about with the ED, while my director pushes up on my salary issue, as well as the fact that the org needs to give her the authority equal to the responsibility she carries, to do her job. It's just bogus that she cannot control her own budget! I sometimes wonder if she is being targeted because she's African American, one of the few staff of color in a largely white arts org, and the only department head of color, ever, as far as I know. She's definitely being treated more poorly than other department heads, and it really infuriates me. I'm holding onto that concern for now, though I broached it with her this past week, and am taking her lead regarding raising race as an issue. I could bring it up, but she'd bear the brunt of any blowback.
It will be an interesting month. We have three weeks left to bring in $200,000.
iris lilies
12-8-13, 11:20pm
It sounds to me as though OP, you are going to get your deal: The ED is in favor of it and there is money to do it. ED is back just a few days from now. It's his/her fault if he/she didn't explain this to the person who took over for him/her.
I think it will happen.
Personally, I wouldn't go cozying up to the incoming Board President although I do understand that Development people work with contacts of Board members and in those circles and as such would normally have at least a passing relationship with the Board. But that still looks like you are going up and over two levels in your chain of command to be phoning the Board Prez. I also understand your point that you have to have reasonable confidence in this group to represent them in fundraising.
But here's the red flag to me: spinning theory that your boss is disrespected because she is black, and saying that she needs to have the power to give you your money. Maybe you've seen the inner workings of many arts organizations of this size? I haven't. But in the academic and public sectors where I've worked, Directors and department heads only recommend salary actions. It's the Executive group who approves promotions and raises, and that's because Directors and Department heads are hopeless weanies who would always recommend salary adjustments for everyone who reports to them. It's just easier, hang the cost.
Yes, IL, I too think it will happen. And, re: my concerns about racism, just thinking out loud about it thus far. I'm letting that be, and taking my lead from my dept. Director., who is quite aware of my calls with the Bd. Prez; I always inform her of them, and CC her on all emails with him. I do have deep interaction with all the board members, as they are our primary major donors & in the donor portfolio I manage. However, your cautionary note about doing this is a good one. Not something that I plan to do with my own story any more.
In this particular org., the ED is nearly 100% an external relations person, and not at all a day-to-day ops manager, which is a huge problem. No ones managing the operations, and the vacuum is being filled hit-and-miss by department heads, by his admin assistant, and the so-called HR person takes her directives from a select few. It's very confusing.
Optimally, a managing director would be brought in, or the dept. heads would be given the power to make critical decisions, becoming the exec management team. SOMEONE needs to step in! That is the convo that the board prez will be having with the ED. No one wants to require that the ED be that person, his gift is bringing in big donors. And he is highly conflict avoidant, sadly. We'll see how this shakes out, and whether or not this adds to the move towards a managing director. That person will have their work cut out for them, and a helluva a lot of organizational change that needs to occur to get the power to manage. We shall see.
Powered by vBulletin® Version 4.2.5 Copyright © 2025 vBulletin Solutions Inc. All rights reserved.