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our new boss is ruining the organization and is upset that I’m pushing back
- The reader's longtime boss left the company, and she has taken over as interim director. A new director, Marcia, has been hired and staff has concerns that she will not be a good match for the organization's culture. Since Marcia started, she has implemented rapid changes with little or no staff input and, generally, without the positive resolution. The reader has spoken to Marcia about her concerns and the feedback from the staff, and suggested an external facilitator to get them on track. After two weeks, she received an email from Marcia refusing the offer and stating she would not seek a facilitator since she did not trust the reader's judgment.
- The reader is wondering whether or not she was out of line suggesting an outside facilitator. She has no idea what to do next. She has two options: start planning to leave or go to the board. The current director, Marcia, sees the reader as a threat to the organization's stability, and that bodes badly for her future there.
- Non-profit boards generally shouldn't get involved in day-to-day staff issues. However, as the interim director, the reader can discreetly talk to one or two board members about what's going on, including that Marcia may have put action plans in place to push her out. It might be worth a shot if she doesn't want to leave altogether.
- The current situation that the reader is facing highlights the importance of clear and open communication. For both the reader and Marcia, it's critical to work on identifying the root cause of communication issues and not let it go unchecked for too long. Avoid blaming others or making false assumptions that could harm the organization's culture.
- The situation also underlines the importance of the hiring process. Hiring not only involves finding the right candidate for an organization's culture, but it also entails assessing their leadership style to ensure that they maintain trust in their employees' abilities.
- Ultimately, the reader's best bet would be to stay professional, look for other opportunities, and plan accordingly. An environment where a new boss comes and tries to implement massive changes without any input from the staff is not an environment where people can thrive in the long-term.
- Most importantly, the reader needs to realize that she is not the one that is the cause of the problem, and it's dangerous to consider herself as one. Instead, she should reflect on her expectations of the organization, evaluate her career goals, and decide if she wants to stay and fight for the organization's culture or move on to another organization that aligns with her professional values.
- Overall, when a new boss tries to change everything fast and shows distrust in the staff, it's indicative of larger problems at the managerial level. If conflict resolution is not taken seriously, stress will pile up, and talented people will leave. Consequently, it may affect the organization's ability to work towards its mission and cause long-term harm to its reputation.
- For this reader, the situation is already critical. Even if she talks to the board, it may backfire, and she may end up losing her job. Therefore, the best option would be to stay professional, keep an eye out for new opportunities, and leave once she has secured a better position.
- To conclude, the bottom line is that the reader needs to stay calm, focus on her work, and evaluate her options. She needs to be proactive, network, and look for other opportunities elsewhere. It's essential to understand that the reader is not the problem, a lack of communication and cultural fit is. Therefore, she needs to avoid blaming herself and work towards securing a better future for herself.
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