I believe my managers in the roles I left had a similar perspective to what you're saying. For different reasons, the execution just wasn't there, however. Usu

I believe my managers in the roles I left had a similar perspective to what you're saying. For different reasons, the execution just wasn't there, however. Usually it's because the organization didn't allow them the room to manage the way they wanted. Sometimes they just weren't allowed to provide the raise or promotion necessary. Sometimes there weren't roles for tackling the problems I wanted to tackle. More often, the managers were just too distracted and spread thin in time and/or political capital. They were pressured (or at least felt pressured) to say yes to things they shouldn't (over my concerns and objections) and didn't have time to do much more than keep chopping wood. I'm not a shy person. I'll be clear and hopefully even handed about my concerns. But I won't throw tantrums, talk about people behind their backs, or make ultimatums. If, after a reasonable amount of time, my input isn't taken seriously, I'll have to find opportunities where I can contribute. Maybe on another team, maybe in another company. Otherwise I'm shortchanging my potential. > Some folks do have unreasonable requirements that will not be satisfied. I don't have unreasonable requirements, but good managers will be clear if they feel this way. It will save me time in the long run, at least.