We love to help people make positive change. So much so, that we built a business around it. “Do what you love and you’ll never work a day in your life” is hyperbole bordering on a bald-faced lie – when you’re passionate about work, you tend to work a lot – but we’re living the spirit of the statement! 😆

Naturally, running a change consultancy, a big part of our day-to-day is answering clients’ questions about various things, from dealing with bad bosses and angling for a promotion to bringing social issues to the workplace and staying sane amidst a dysfunctional team.

‎⁨Lassen Volcanic National Park⁩⁩, ⁨California⁩. Photo Credit: No Vacation Required

It’s hard to find trustworthy advice. so when we built this Substack earlier in the year, we carved out a special place for paid subscribers to Ask an Expert. It’s something we’ve done previous iterations of our business blog, and readers have found it very helpful. But, because it now lives in the Chat feature, many readers have never checked it out.

So we’re giving you a peek into our Q&A vibe and the kind of advice you’ll find on Ask an Expert.

Bad Managers

Q: My manager seems to favor others over me. Despite my hard work, I'm sidelined from the best projects, lack coaching, and get passed over for promotions. What can I do?

A: Managerial favoritism. Le sigh. It's a topic that has echoed through countless podcast episodes and blog posts on The Change Laboratory, highlighting the pivotal role of the manager-employee relationship.

Most managers are not effective managers.

Often, managers fall short of the mark because most leaders aren't born effective; they're made. Unfortunately, strong individual contributors are thrust into leadership roles without the requisite training or support. So, while your situation may be frustratingly common, it's not insurmountable. You must navigate this terrain strategically, focusing on driving your desired outcomes while acknowledging the reality of a manager playing favorites (that’s the part most people screw up).

One crucial step is to assess the dynamics of your relationship with your manager. Are there opportunities for open communication and feedback? If so, consider initiating a dialogue about your career aspirations and the support you need to achieve them. Frame the conversation around your mutual goals and how aligning your efforts can benefit the team and the organization as a whole.

Additionally, seek out opportunities to showcase your value and expertise within the broader organization. Look for projects or initiatives where you can make a significant impact and demonstrate your capabilities. Proactively seek feedback from peers and other stakeholders to validate your contributions and build your reputation as a valuable team member across the larger organization. And, let’s face it, even ineffective managers are usually smart enough to know that they should invest in employees who want to make them/the team look good. This is called managing up. Trés strategic.

Despite the managerial favoritism, focus on cultivating your skills, expanding your network, and positioning yourself for future opportunities, whether within your current organization or elsewhere. Letting the favoritism get to you is like drinking poison and hoping it hurts your manager. But also, drinking poison is just bad.

Bad Benefits

I was just offered a position and was surprised that the company only offers 1 week vacation. Aren’t employers required to provide full-time employees with at least 2 weeks of paid vacation each year?

A: First off, congratulations on the new job! 🎉 Despite learning that you are receiving fewer days of vacation than you had expected – something that should probably have come up before you accepted the position – I hope you're excited.

To answer your question: No.

Employers in the US are not legally required to provide paid vacation.

I know. You are probably as shocked as most people are when they learn that paid vacation is purely a benefit, with no law requiring even a single day. Some states and localities – California, New York, and Washington, for instance – have laws that require employers to provide paid sick leave for most employees, which can sometimes be used for general paid time off (PTO). At the federal level, there are requirements that employers provide specific types of paid time off in certain circumstances, such as the Family and Medical Leave Act (FMLA), which provides unpaid, job-protected leave in specific situations.

Bad Interviews

Q: I just had an interview like no other. It was kind of bizarre and like nothing I expected. I was completely thrown. What's your advice for when this happens in an interview?

A: Ah, the unpredictable interview! I recall a nerve-racking interview I had in a bustling corporate cafeteria – not what I expected! At the time, I had no idea about “stress-test interviews” or any of that Evil HR® stuff. All I knew is that for my very first interview, they had me come in, and, yes, I interviewed in the cafeteria. Around, oh, 100 people.

Sitting at a communal table with an interviewer in the middle of a crazy loud cafeteria was the most unnerving thing, and the interviewer was asking very pointed, direct, sincere questions. I was completely thrown off. I thought about all the privacy issues. And I was – at the time – working at another company, so I thought “what if somebody saw me here interviewing?” On the upside, I did manage to hold my own.

When the unexpected strikes, maintain your composure and focus on showcasing your potential impact in the job and on the company. No. Matter. What.

While behavioral interviews are the gold standard, be prepared for anything.

No matter the situation, guide the conversation towards your strengths and how you can contribute positively. That’s the point of a “stress interview;” avoid the stress(ors) and do what you are there to do. It’s about adaptability. Focus on your core strengths and experiences.

No matter how well you prepare, there's always the possibility of encountering a curveball during an interview – or really, anytime and anywhere. Whether it's an unconventional setting, unexpected questions, or a panel format instead of an individual, staying flexible and composed is essential.

While you may not have anticipated certain questions or scenarios, you can always find a way to draw upon your past achievements and expertise to navigate the conversation forward effectively. Remember to highlight specific examples that demonstrate your skills, problem-solving abilities, and alignment with the company's values and objectives.

Finally, an interview is not just an opportunity for the company to evaluate you – it's also a chance for you to assess whether the role and the organization are the right fit for you. Trust your instincts, stay true to yourself, and approach each interview as a learning experience, regardless of the outcome.

Hint, hint… I did not accept the aforementioned job. Holding interviews in a packed cafeteria is not a good look. Or their “stress interview” backfired. Either way, it was a no for me.

Over the past year, Caanan and I have dedicated ourselves to expanding our knowledge base through further education. Our aim? To ensure that we offer you the most up-to-date and relevant insights in areas such as Personal & Career Growth, Employee Experience, Workplace Dilemmas, and Human Resources.

This commitment to continuous learning isn't just a professional endeavor; it's a passion. We thrive on staying at the forefront of industry trends, emerging research, and best practices. We're eager to share that knowledge with you.

So, consider this an open invitation to engage with us. Whether you have burning questions, are seeking advice, or simply craving some fresh perspective, don't hesitate to reach out.

Onward & Upward,