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JOBS
EFGHI
H
SUNDAY, APRIL 11, 2010
Problems with supervisors could go both ways
Iaminmy mid-20s and onmy
third job since graduate school. I’ve worked primarily in the nonprofit world, usually in communications. I ammore or less onmy desired career path.However, I always seemtohave problemswithmy supervisors. Myfirst supervisorwas a micromanager and notorious for running people out of his department. Itmademe lose confidence inmyown decision-making, which hurtme whenIwent on tomy second supervisor. Mysecond boss endedupbeing
an absentee supervisor, often coming in late,leaving early or not coming in at all. She was increasingly dismissive ofme until I left.
Mycurrent supervisor seemsto
bevery patient but is increasingly overbooked and subsequently cancels appointments withme and is generally unresponsive. At first, I thought Iwas just having
bad luck withmy superiors, but I’m starting towonderif I’mdoing something wrong. I always try to volunteer for tasks
whenIsee thatnooneelse is stepping up and complete assignments on time.Iam responsive to constructive criticism, very flexible and often describedas“enthusiastic” or “positive.” I’vemetor exceeded goals setbymysupervisors. Lately, I’ve been trying to askmy
supervisor if I can help with her tasks, which seemsto be helping ourworking relationship, but I’m worried that it’s going to evolve into me doing all the gruntwork and all the praise and credit going elsewhere. Mysupervisors think I’mnot as
experienced as I should be, though I’ve always been honest during the interviewprocess. I feel like I’ve eitherbeenleft onmy own with zero direction and guidance or have
BY CHRISTOPH HITZ
HOW TO DEAL
Lily Garcia
been smothered. I always get along verywell with
co-workers,my own direct-reports, and other directors and higher-ups. What gives? Howcan I tell if it’sme or “them”?
And more important, howcan I fix this if it isme?
If you are on your third such
unsatisfying supervisory relationship in a row, it is wise to ask yourself whether you could be contributing to the pattern. Iamnot sure, however, that you are primarily to blame for the dysfunction you are experiencing. One of the most difficult skills for
managers to master is knowing how closely to supervise employees. The ideal strategy depends on a combination of factors, including the employee’s ability to work independently, the nature of the job and the complexity of the assignment. Many managers make the mistake
of adopting a one-size-fits-all approach that stems from their personal preferences and insecurities rather than the needs of the employee and the business. Great managers, on the other hand, have an intuitive sense for when they should approach and when they should retreat, and they leave employees feeling supported without being smothered. Ask around, and you will probably find that a lot of your friends and colleagues have
the same gripe: Their managers either neglect them or place them under a microscope. It sounds tomelike you already
have well-developed ideas regarding what you could be doing better. You recognize that the experience of reporting to a temperamental micromanager in your first jobmay have led you to lose confidence in
your ability to execute. Your theory is borne out by the fact
that, even though your résumé is truthful, subsequent supervisors have questioned your level of experience. Your first job gave you access to a desirable set of professional skills, but the management style of your supervisor prevented you from fully capitalizing on the opportunity. Because it is nevertheless in your nature to be proactive and engaged, you nailed subsequent interviews. But your lack of confidence has held you back from fully delivering on the promise of your impressive exterior. Judging from your self-assessment
and your communication style,my guess is that you could be thriving under the supervision of a laissez-faire manager if only you still believed in your ability to rise to the occasion and sort things out on your own.
When you have been called
“inexperienced,” what your supervisor probably means is that you do not project the wherewithal of amature professional. The antidote is to challenge yourself to take calculated risks. When your supervisor gives you an assignment, start from the assumption that you are eminently qualified to complete it. As you start to step outside of your
comfort zone and act with increasing autonomy, you will gradually rebuild the self-confidence and decisiveness that so delighted your interviewers. As a result, you will derive greater satisfaction from your work, you will be regarded more respectfully and the relative unresponsiveness of your supervisor will seem less important.
ONWASHINGTONPOST.COM Lily Garcia has advised companies on
employment lawand human resources for more than 10 years. A weekly version of her column and a twice-monthly online chat appear at washingtonpost.com/jobs. E-mail questions to hradvice@
washingtonpost.com
JOBS CHAT
Derrick T. Dortch, Diversa Group president
Derrick T. Dortch, president of the Diversa Group, is a ca- reer counselor who specializes in government job searches and military transition. This is adapted from a recent chat at washingtonpost.com.
Baltimore: What kinds of mental health services affect security clearances? The SF86 form explicitly ex- empts marital and grief counseling, but I’ve been unable to find information on how other counseling services are considered during ad- judication. I would expect an application listing paranoid schizophrenia to raise eyebrows, but what about lesser issues like anxiety or depres- sion? Would there be any difference in how these mental-health services might affect clearance upgrades and reevaluations?
Derrick Dortch: Getting help by seeing a counselor, psychologist or psychiatrist is never a bad thing. If you need the help then you should get it, and do not be ashamed or afraid to do so. I have seen how people have been helped and had their lives changed for the better. With that said, the honest truth is that seeing a mental health services provider will be consid- ered a red flag warranting further attention by a background investigator. It will be taken seri- ously into consideration by an adjudicator to de- termine your suitability for a clearance. You can find more information about this at dhra.mil/
perserec/adr/psychconditions/psychframeset. htm.
I recommend that you get some pre-security
clearance counseling/consulting. Some law firms that deal with these matters do this, as does my firm. You can confidentially discuss any areas of concern and get your questions an- swered. You can discuss how you should handle the situation and how you should complete the form. Many times it’s how you say something — or what you fail to say — that can hurt you.
ONLINE DISCUSSION Join Derrick Dortch for his next chat at 11 a.m. Wednesday at
washingtonpost.com/discussions.
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Are you a “Highly Qualified” Teacher?
Have you passed
the Praxis II?
Please Join Us at the
Community Academy Public Charter School
Teacher Recruitment Fair
Saturday, April 17, 2010 • 10:00am – 2:00pm
Amos 1 Benjamin & Gladys Amos Campus, Multi-Purpose Room
1300 Allison Street, NW Washington, DC 20011
COME PREPARED!
Please bring copies of your Resume – and be ready to interview on the spot!
Applications for all positions (Teachers, Paraprofessionals, Counselors, Specialty Teachers, etc.) will be available.
Make sure to bring copies of your transcripts, praxis scores, credentials, certificates, letters of recommendation, etc.
AnitraTisdale@capcs.org by April 14 to schedule your interview.
Contact Ms. Anitra Tisdale, Human Resources Manager at
(202) 545-1263 or
Please visit www.capcs.org
For more information:
Defense Information Systems Agency
Joint Task Force-Global Network Operations (DISA/JTF-GNO)
CAREER EXPO
Saturday, April 17, 2010 • 10 a.m. - 3 p.m. Fort George G. Meade,McGill Training Center
8452 Zimborski Avenue • FortMeade, Maryland 20755
......................................................... .........................................................
.........................................................
Bring your résumé! Interviews held on site! ASL Interpreters will be available.
Must be a U.S. citizen to participate • Photo I.D. required to enter Ft. Meade
Find your future at FortMeade with DISA!
Pre-register at www.disa.mil/conferences
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To be considered for employment, applicants must apply online before midnight
EST April 25, 2010. To apply online, visit www.dia.mil and, under the
recruiting@dia.mil. DIA Human Resources Specialists will contact all selectees to schedule their interview.
DIA hiring managers will be on site to conduct interviews for immediate and future positions located worldwide. Applicants possessing sought-after skills for positions targeted may receive conditional offers of employment! DIA encourages all professional applicants interested in a career with the nation’s premier provider of intelligence to apply online for this event. All applicants must be US citizens. DIA is an equal opportunity employer. Bring your intelligence to DIA.
Your Intelligence Protecting America
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