So happy for you, OP. It's not an easy situation, I'm close to where you were myself and your post has given me a bit of a boost. Thinking about what you said @ narrative. Change is hard but sometimes it works out really well.

Anonymous wrote:I love this! Congrats OP.

Same. And OP, I love your statement about changing the narrative. That is so important and kudos to you for being able to do this while struggling!

Thanks for the update, and congrats, OP!! Always glad to read a happy ending

Congratulations, OP!

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP - I would be curious…are there specific factors you would highlight in leadership and management that helped or were a better fit in your new environment?

Also, good for you for making a change. It’s hard, and no one can do it for you. Congratulations.

Thank you for your questions.

Yes, for sure, there are factors to my story that are worth mentioning--both from a personal and leadership perspective. Here are a few that I believe are key:
1. I'm a Black male. Prior division is ~98% white (incl. leadership/mgt); new division is ~60% white (incl. leadership/mgt);
2. New management is significantly more competent, both in terms of staff development and expertise;
3. Fresh start. I was able to change my narrative. That wasn't going to happen in my old division, regardless of my efforts;
4. Something to prove. While I wasn't a top performer, I knew I wasn't as bad as the prior division suggested. That motivated me; and
5. Diversity matters, IMO. And this is similar to my first point. Seeing more people in my division who I could relate to helped me a lot.

I know this is offensive to say but I am going to say it because this board is anonymous: I never pictured black males reading, much less posting, on this site.

I'm OP and I really appreciate your candor. No offense taken.

I would only ask that you ask yourself why you have had such an impression. And, to what extent does this kind of mind-set influence other aspects of your life.

Obviously, you don't have to respond, but only asking that you to think about it.

Thanks again.

DP. Omg OP I can’t believe you handled the equivalent of “he’s so articulate!” so gracefully. WTAF

Anonymous wrote:

Anonymous wrote:I was hiring and my top candidate received a bad recommendation when I called his boss. I still hired him. I worked nonstop with him and trained him. I answered questions patiently. And 2 years later he is my top employee and I use data to judge, not my thoughts. It’s wild that his former employer was ready to PIP him. He has told me that he asked for help and no one helped him and he was expected to know everything with no on-site training.

I had an employee like this years ago. He was close to getting fired, in fact. I followed my gut and hired him, empowered him to make decisions and trust his judgment. He was a top performer in my office and I dealt with other managers trying to poach him. He ended up getting a major award before I left. He's since retired early from the govt.

I realized early on that his issue was a lack of confidence following a few years of having his decision-making constantly scrutinized and questioned. He'd eventually stopped making decisions at all. Instead, he would depend on direction for tasks but was mentally checked out. It was really rewarding to see him move from constantly needing direction, to making suggestions hesitantly, to even respectfully coming up with alternative options to my suggestions. I used to constantly remind him that I fully trusted the choices he made.

Sometimes there’s a lid for every pot.

Anonymous wrote:I was hiring and my top candidate received a bad recommendation when I called his boss. I still hired him. I worked nonstop with him and trained him. I answered questions patiently. And 2 years later he is my top employee and I use data to judge, not my thoughts. It’s wild that his former employer was ready to PIP him. He has told me that he asked for help and no one helped him and he was expected to know everything with no on-site training.

I had an employee like this years ago. He was close to getting fired, in fact. I followed my gut and hired him, empowered him to make decisions and trust his judgment. He was a top performer in my office and I dealt with other managers trying to poach him. He ended up getting a major award before I left. He's since retired early from the govt.

I realized early on that his issue was a lack of confidence following a few years of having his decision-making constantly scrutinized and questioned. He'd eventually stopped making decisions at all. Instead, he would depend on direction for tasks but was mentally checked out. It was really rewarding to see him move from constantly needing direction, to making suggestions hesitantly, to even respectfully coming up with alternative options to my suggestions. I used to constantly remind him that I fully trusted the choices he made.

I love this! Congrats OP.

I was hiring and my top candidate received a bad recommendation when I called his boss. I still hired him. I worked nonstop with him and trained him. I answered questions patiently. And 2 years later he is my top employee and I use data to judge, not my thoughts. It’s wild that his former employer was ready to PIP him. He has told me that he asked for help and no one helped him and he was expected to know everything with no on-site training.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP - I would be curious…are there specific factors you would highlight in leadership and management that helped or were a better fit in your new environment?

Also, good for you for making a change. It’s hard, and no one can do it for you. Congratulations.

Thank you for your questions.

Yes, for sure, there are factors to my story that are worth mentioning--both from a personal and leadership perspective. Here are a few that I believe are key:
1. I'm a Black male. Prior division is ~98% white (incl. leadership/mgt); new division is ~60% white (incl. leadership/mgt);
2. New management is significantly more competent, both in terms of staff development and expertise;
3. Fresh start. I was able to change my narrative. That wasn't going to happen in my old division, regardless of my efforts;
4. Something to prove. While I wasn't a top performer, I knew I wasn't as bad as the prior division suggested. That motivated me; and
5. Diversity matters, IMO. And this is similar to my first point. Seeing more people in my division who I could relate to helped me a lot.

I know this is offensive to say but I am going to say it because this board is anonymous: I never pictured black males reading, much less posting, on this site.

I'm OP and I really appreciate your candor. No offense taken.

I would only ask that you ask yourself why you have had such an impression. And, to what extent does this kind of mind-set influence other aspects of your life.

Obviously, you don't have to respond, but only asking that you to think about it.

Thanks again.

DCUM can be helpful. Thanks for the update OP.

Anonymous wrote:OP - I would be curious…are there specific factors you would highlight in leadership and management that helped or were a better fit in your new environment?

Also, good for you for making a change. It’s hard, and no one can do it for you. Congratulations.

Thank you for your questions.

Yes, for sure, there are factors to my story that are worth mentioning--both from a personal and leadership perspective. Here are a few that I believe are key:
1. I'm a Black male. Prior division is ~98% white (incl. leadership/mgt); new division is ~60% white (incl. leadership/mgt);
2. New management is significantly more competent, both in terms of staff development and expertise;
3. Fresh start. I was able to change my narrative. That wasn't going to happen in my old division, regardless of my efforts;
4. Something to prove. While I wasn't a top performer, I knew I wasn't as bad as the prior division suggested. That motivated me; and
5. Diversity matters, IMO. And this is similar to my first point. Seeing more people in my division who I could relate to helped me a lot.

Congratulations!

OP - I would be curious…are there specific factors you would highlight in leadership and management that helped or were a better fit in your new environment?

Also, good for you for making a change. It’s hard, and no one can do it for you. Congratulations.

I've been a federal employee for more than 20 years. And, as I said in my 1/2022 post (linked below), I really enjoy my work.

But I was struggling. Managers were sending clear and frequent signals they weren't happy with my performance. I became depressed and started having really bad thoughts that I won't talk about.

I didn't know what to do. I've never done well with change, but it seemed like you guys' advice was that I needed to move-on on my own, or they'd figure out a way to move/remove me.

I moved. Very apprehensively.

It was one of the best decisions I've made in my life. I am literally doing identical work at this agency; just in a different division. Within a year's time, I've received multiple performance awards and am already being called an SME in my new field of work. Three weeks ago, two senior managers strongly encouraged me to apply for promotion.

Thank you to those of you who provided the sage advice. A lot of your advice was "straight, no chaser", but it got me moving. And to those who may be struggling like I was, please reach out, help is out there and you never know how quickly things can change for the better.

https://www.dcurbanmom.com/jforum/posts/list/1028587.page