I have previously said several of these here on HN and agree with and actively do the others. I get the same sort of replies here that you just gave to the Twitter post.
This is surprising and disappointing. There’s absolutely no reason any leader should operate otherwise. We exist to make the lives of our DRs easier, faster, and overall better.
I worked for someone early on in my career who was awful to work under. I decided at that moment that if I were ever to become a leader, I would do the opposite of everything they did and I’d be a better leader for it.
It has worked incredibly well for me as I have risen in the ranks, with folks following me from org to org, one for more than 18y.
My goal as a leader is to develop my team members into my future bosses. When you think of it from that perspective, you will always put them first because no one wants to end up having the tables turned on themselves.
Were this a common managerial philosophy, and not an exception, many efforts would have better outcomes.
The funny thing about Servant Leadership[0] is that it demands a leader see themselves as an equal with those whom they lead. Thus requiring acknowledgement that the title a person has does not establish their value, no matter what an org chart proclaims.
I don't care how good of a manager I have, they're not going to hear if I'm looking to work elsewhere until I hand in my notice. Telling them provides me no value, and since I work in the US could lead to immediate termination regardless of my plans.
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[ 0.25 ms ] story [ 20.1 ms ] threadThis is surprising and disappointing. There’s absolutely no reason any leader should operate otherwise. We exist to make the lives of our DRs easier, faster, and overall better.
I worked for someone early on in my career who was awful to work under. I decided at that moment that if I were ever to become a leader, I would do the opposite of everything they did and I’d be a better leader for it.
It has worked incredibly well for me as I have risen in the ranks, with folks following me from org to org, one for more than 18y.
My goal as a leader is to develop my team members into my future bosses. When you think of it from that perspective, you will always put them first because no one wants to end up having the tables turned on themselves.
The funny thing about Servant Leadership[0] is that it demands a leader see themselves as an equal with those whom they lead. Thus requiring acknowledgement that the title a person has does not establish their value, no matter what an org chart proclaims.
0 - https://en.wikipedia.org/wiki/Servant_leadership
I don't care how good of a manager I have, they're not going to hear if I'm looking to work elsewhere until I hand in my notice. Telling them provides me no value, and since I work in the US could lead to immediate termination regardless of my plans.