You (at a project status meeting):
Project ABC's status is Yellow
Need [X] more resources to get it back on track.
Your Manager’s Manager (YMM):
We need to zoom out first
I would like to see a doc [or slides] with our strategy, roadmap & resourcing requests for Project ABC.
👇🏾
You:
OK, I have to deal with Acme Inc this week but can get that to you by next Friday
YMM:
Hmm… we really need this sooner.
Can you share by Monday instead?
You: (🤔this must be important for YMM, so I should do what’s being asked)
OK, will do
👇🏾
[On Monday]
You: (📨in email to YMM, cc’ing your manager)
Dear YMM, here’s the document you requested in last week's status meeting. Please let me know your feedback. I am happy to meet and discuss this further so we can proceed with the revised plan for Project ABC.
👇🏾
[On Tuesday]
*crickets*🔇
[On Wednesday]
*crickets*🔇
[Every Day, for what feels like an eternity]
*crickets*🔇
👇🏾
[15 days after you sent the email]
YMM (📩in email):
Thank you & sorry about the delay. This is helpful.
[goes on to make a comment about a trivial aspect of your proposal, doesn’t suggest any next steps nor commits to the resources you requested 3 weeks ago]
👇🏾
You: (saying to yourself)
I have made such bad choices in life😢
THE END
Does this sound familiar?
Hurts to admit, but I've been on both sides of this.
If there's interest, I'll follow up with a dissection of why YMM behaves in this seemingly arbitrary manner, where the problem lies (hint: it isn't one-sided), and ideas for mitigating this.
• • •
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Most interview frameworks (and most work environments in general) tend to favor the verbally charismatic.
Verbal charisma is IME the #1 reason that otherwise-smart companies hire leaders who end up being quite incompetent on the job (and get fired in 6-18 months).
Since a bunch of folks asked about ways to identify such cases during the interview process, here's a thread with archetypes & concrete ways to detect each one:
Besides this, one skill I've tried to build over the years is to separate the message as much as possible from the messenger.
This helps me evaluate the quality of what is said (most important) independently from how it is said (fairly important) & who says it (least important).
-The CEO Test
-Understanding orgs
-Leadership & Tao Te Ching
-3 types of Prod Mgrs
-the product & The Product
-Upside-Downside framework
-Top 10 cognitive biases
-Gorilla Taxes & Startups
-What we need in Prod Mgmt
& much more....
Thread👇🏾
Compromising with conviction by using the CEO Test