Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP here. Thanks for the feedback. This is actually very well received by teams of my peers in the same role, and it’s actually what people want. If the sentiment on DCUM is per the last few, I also will not spend time on the thread so no need to reply further.

But are those people posting book reviews when they don’t actually read? I don’t mind someone at work sharing something they care about or are passionate about. You’re getting a consensus that this comes off as self-involved and inauthentic, and a DCUM consensus is usually right. The fact that you’re not picking up on that and then rejecting the feedback (with the smug little “thanks” in the beginning) says a lot about what kind of manager you are.

Op here. My original post stated that I plan to read them. Not sure where the groupthink here has gone off the rails. Again, appreciate the feedback and now truly going to stop checking the thread.

Managers like you are the absolute worst. You can't handle any type of criticism without acting like a child. Do you actually listen to your employees or is your way of managing "I'm right and won't listen to anyone else"?

Just a thought....maybe try the "DCUM Book Club" forum instead of "Jobs and Careers".

Because that is where the book lovers are.

Anonymous wrote:

Anonymous wrote:OP here. Thanks for the feedback. This is actually very well received by teams of my peers in the same role, and it’s actually what people want. If the sentiment on DCUM is per the last few, I also will not spend time on the thread so no need to reply further.

But are those people posting book reviews when they don’t actually read? I don’t mind someone at work sharing something they care about or are passionate about. You’re getting a consensus that this comes off as self-involved and inauthentic, and a DCUM consensus is usually right. The fact that you’re not picking up on that and then rejecting the feedback (with the smug little “thanks” in the beginning) says a lot about what kind of manager you are.

PERFORMATIVE

Anonymous wrote:Why would I want book recommendations from someone who doesn’t like to read? That’s like getting restaurant recommendations from someone who doesn’t eat out. How about focus on the actual work related aspects of your job?

Lol. I feel this way too. I used to be a voracious reader. I joined a work book club (only women cared to participate). It was mainly an excuse to have lunches and a Christmas party outside work.

The women did not want to read business-related books. I read many of the selections and discussed them with the few others who read them.

I only want to read books that somebody actually read and personally recommended. Our F500 company pays for a service that provides 15 minute audio summaries of business best sellers. I have never bothered. I can read what somebody takes 15 minutes to say in a one-page book review.

Sooo...not to be completely negative...

There is an HR blogger named Hebba Youssef who is an engaging free newsletter writer.

https://hateithere.co/

She usually has a section at the bottom if her weekly e-mail that covers music, movies, and books that she is currently loving. Try reading her newsletter to see how she pulls this off.

I haven't followed any of her recommendations but we share some interests, and I think it humanizes her.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP here. Thanks for the feedback. This is actually very well received by teams of my peers in the same role, and it’s actually what people want. If the sentiment on DCUM is per the last few, I also will not spend time on the thread so no need to reply further.

Oh jeez OP you sound insufferable. I was going to offer some help but sounds like you don't need it. You've got it all figured out! I'm guess your "peers" have better personality so if I were you I would not expect my newsletter to go over as well as theirs.

OP's peers are convinced their employees love their book suggestions too! Whatever!

Then... ask the peers and employees for suggestions and credit them?

This. People who are actually in your field and also enjoy reading I think would have the best insight into books that would have both the greatest benefit for and appeal to your audience.

If you want to include book recommendations in your newsletter, I think if would work better if the suggestions came from the wider audience.

Ask the newsletter’s readers to send in recommendations with/without reviews. You could publish them as is, or use them like you’re apparently trying to use DCUM: “I wish to offer my gratitude to the many contributors who have suggested books to review, and especially to John Doe who suggested this month’s book “———“ which I greatly enjoyed. . . I look forward to reading many of the other suggestions in the future, and hope that readers will continue to submit suggestions that they feel would benefit this organization.”

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP here. Thanks for the feedback. This is actually very well received by teams of my peers in the same role, and it’s actually what people want. If the sentiment on DCUM is per the last few, I also will not spend time on the thread so no need to reply further.

But are those people posting book reviews when they don’t actually read? I don’t mind someone at work sharing something they care about or are passionate about. You’re getting a consensus that this comes off as self-involved and inauthentic, and a DCUM consensus is usually right. The fact that you’re not picking up on that and then rejecting the feedback (with the smug little “thanks” in the beginning) says a lot about what kind of manager you are.

OP here. Thanks so much! In the original post, I actually requested recommendations from this group that I can read before I post about them. I plan to read and vet. That sounds authentic, like I care about the ideas I’m soliciting and those that I write about, and about improving myself.

But you’re not reading the books to improve yourself or because you care about ideas, you’re reading them so that you can write a blurb for a newsletter.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP here. Thanks for the feedback. This is actually very well received by teams of my peers in the same role, and it’s actually what people want. If the sentiment on DCUM is per the last few, I also will not spend time on the thread so no need to reply further.

Oh jeez OP you sound insufferable. I was going to offer some help but sounds like you don't need it. You've got it all figured out! I'm guess your "peers" have better personality so if I were you I would not expect my newsletter to go over as well as theirs.

OP's peers are convinced their employees love their book suggestions too! Whatever!

Then... ask the peers and employees for suggestions and credit them?

It’s interesting that asking subordinates for books reviews and recommendations wasn’t OP’s first instinct given that she doesn’t actually read.

Anonymous wrote:

Anonymous wrote:OP here. Thanks for the feedback. This is actually very well received by teams of my peers in the same role, and it’s actually what people want. If the sentiment on DCUM is per the last few, I also will not spend time on the thread so no need to reply further.

But are those people posting book reviews when they don’t actually read? I don’t mind someone at work sharing something they care about or are passionate about. You’re getting a consensus that this comes off as self-involved and inauthentic, and a DCUM consensus is usually right. The fact that you’re not picking up on that and then rejecting the feedback (with the smug little “thanks” in the beginning) says a lot about what kind of manager you are.

Op here. My original post stated that I plan to read them. Not sure where the groupthink here has gone off the rails. Again, appreciate the feedback and now truly going to stop checking the thread.

Anonymous wrote:

Anonymous wrote:OP here. Thanks for the feedback. This is actually very well received by teams of my peers in the same role, and it’s actually what people want. If the sentiment on DCUM is per the last few, I also will not spend time on the thread so no need to reply further.

Oh jeez OP you sound insufferable. I was going to offer some help but sounds like you don't need it. You've got it all figured out! I'm guess your "peers" have better personality so if I were you I would not expect my newsletter to go over as well as theirs.

I don’t understand this post. I came here asking for help…for your recommendations. Is seeking help not a purpose of the forum?

Anonymous wrote:

Anonymous wrote:OP here. Thanks for the feedback. This is actually very well received by teams of my peers in the same role, and it’s actually what people want. If the sentiment on DCUM is per the last few, I also will not spend time on the thread so no need to reply further.

But are those people posting book reviews when they don’t actually read? I don’t mind someone at work sharing something they care about or are passionate about. You’re getting a consensus that this comes off as self-involved and inauthentic, and a DCUM consensus is usually right. The fact that you’re not picking up on that and then rejecting the feedback (with the smug little “thanks” in the beginning) says a lot about what kind of manager you are.

OP here. Thanks so much! In the original post, I actually requested recommendations from this group that I can read before I post about them. I plan to read and vet. That sounds authentic, like I care about the ideas I’m soliciting and those that I write about, and about improving myself.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP here. Thanks for the feedback. This is actually very well received by teams of my peers in the same role, and it’s actually what people want. If the sentiment on DCUM is per the last few, I also will not spend time on the thread so no need to reply further.

Oh jeez OP you sound insufferable. I was going to offer some help but sounds like you don't need it. You've got it all figured out! I'm guess your "peers" have better personality so if I were you I would not expect my newsletter to go over as well as theirs.

OP's peers are convinced their employees love their book suggestions too! Whatever!

Then... ask the peers and employees for suggestions and credit them?

Anonymous wrote:

Anonymous wrote:OP here. Thanks for the feedback. This is actually very well received by teams of my peers in the same role, and it’s actually what people want. If the sentiment on DCUM is per the last few, I also will not spend time on the thread so no need to reply further.

Oh jeez OP you sound insufferable. I was going to offer some help but sounds like you don't need it. You've got it all figured out! I'm guess your "peers" have better personality so if I were you I would not expect my newsletter to go over as well as theirs.

OP's peers are convinced their employees love their book suggestions too! Whatever!

Anonymous wrote:OP here. Thanks for the feedback. This is actually very well received by teams of my peers in the same role, and it’s actually what people want. If the sentiment on DCUM is per the last few, I also will not spend time on the thread so no need to reply further.

Oh jeez OP you sound insufferable. I was going to offer some help but sounds like you don't need it. You've got it all figured out! I'm guess your "peers" have better personality so if I were you I would not expect my newsletter to go over as well as theirs.

Anonymous wrote:OP here. Thanks for the feedback. This is actually very well received by teams of my peers in the same role, and it’s actually what people want. If the sentiment on DCUM is per the last few, I also will not spend time on the thread so no need to reply further.

But are those people posting book reviews when they don’t actually read? I don’t mind someone at work sharing something they care about or are passionate about. You’re getting a consensus that this comes off as self-involved and inauthentic, and a DCUM consensus is usually right. The fact that you’re not picking up on that and then rejecting the feedback (with the smug little “thanks” in the beginning) says a lot about what kind of manager you are.

Anonymous wrote:If you don’t like reading, why put this on yourself?

What about recommending a podcast (video or audio)?

+1. If you aren't a reader, don't recommend books to people, jfc. You sound awful.