The Manager, Part 2 – "Malicious Intent" 😈

And this one’s for their subordinates.

First things first:

The word subordinates makes my skin crawl. 💀

It’s all about hierarchy and authority.

From now on: team members.

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Yesterday, I wrote about managers.

About how critical proper training is.

And how just wanting to do well isn’t enough. ❌

I’ll admit:

My point was provocative.

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But here’s the thing, dear team member:

▶ Your manager is trying their best.

And that might not always look the way you expect:

❗ It might come across as bluntness.

❗ Feedback given at the worst times.

❗ A lack of interest in your well-being.

❗ Letting you sink or swim.

❗ Feeling unapproachable.

Now, I’m not saying your manager isn’t doing these things...

But I truly believe it’s not intentional.

No so-called “malicious intent.”

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Here’s what’s often at play when conflicts arise:

💢 Miscommunication

💢 Assumptions

💢 Filling in the blanks for others

💢 Comfort with the status quo

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Dear team member, if I can leave you with one thought:

❤️ They do mean well.

Truly.

As Rutger Bregman says:

“Most people are good.”

That said, their best might not always be enough.

But guess what? It’s not a dead end.

It takes two to tango...

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So be honest:

🤔 Do you always express what you think “doing well” looks like?

🤔 When was the last time you told your manager what you needed?

Feeling called out?

That’s not my intention.

But I do want to shake you awake.

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The good news:

✅ If their intent is good, there’s a way forward.

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And that’s where I come in:

🔶 Clarifying where things are stuck

🔷 Identifying all parties involved (both root causes and support systems)

🔶 Setting a goal to work toward

🔷 Creating a roadmap to get there

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I truly believe this:

We can fix this together.

Let’s not let conflicts simmer and spiral out of control. ❗

Curious how? I’m here to help.