Hi all,


Seeking the advice of the more experience MT / CT listeners regarding use of peer feedback for a peer making overt attacks (in a management meeting, at which I was not present) on the way I have managed my team


I am usually a manager for a team which has recently been struggling (large workload, people feeling burnt out as a consequence) but  I am currently on a project. The manager replacing me has successfully lobbied for assistance with extra staffing for my team and another team (that of the peer in question) to take some of the workload, as that team's workload is substantially lower. This has created some conflict between the 2 managers.

I have heard from the manager covering my position that my peer manager today made negative comments in a management meeting today overtly stating that I had not managed the team well and if I had managed my team his way, his team would not be propping up my team.

I would disagree with his assessment. I am concerned that it will be difficult to sustain a productive working relationship with my peer when I return to my usual position. I am also angry and defensive about his comments and view them as unprofessional, hurtful and inappropriate. I am pleased to report the manager replacing me did defend my position.

I am in 2 minds whether to confront him on this. He is known to throw tantrums and is quick to go to senior management when he feels hard done by. I want to maintain harmonious relationships but also don't want this behaviour to go unchecked.

Any thoughts on how or whether to address.

Many thanks.


Feedback model

Dear Kylie C,

As you don' t manage this person directly, the feedback model wouldn't apply.  Certainly venting won't be constructive.  It might be constructive to ask the manager to tell you her/his technique so that you can apply it.  Clearly listening to their point of view won't easy, but it will help build common ground.  Also, thanking them for taking on part of your workload can't hurt.  Nothing like praise and thanks to grease the social wheels.  Asking for advice is the highest form of praise and the most sincere.

Workload is always too much.  Companies are looking to push past 100% capacity.  Workers push back.  Becoming defensive is a natural and unproductive reaction.  Senior management will assume you are the problem just from your attitude.  If you can acknowledge that you can do better, ask the other manager what specific actions they would do given the current workload your team has, it could create a dynamism that is missing now.  

Good luck!



Positive thoughts attract success.

Hi Donald, thanks for your

Hi Donald, thanks for your thoughts - much appreciated. I ended up seeking the advice of my manager, whose response was to suggest I not get involved - " you know what X is like... don't give the issue oxygen". So I've left it for now, but I am still not 100% happy with the outcome.