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I'm more of the Questioner/Rebel description so I'll take a stab at it. It takes a lot more to get me to understand the motivations of a decision and to get beh

I'm more of the Questioner/Rebel description so I'll take a stab at it. It takes a lot more to get me to understand the motivations of a decision and to get behind things, but once I do, I throw myself into it with an intensity and depth that is often unmatched by those doing so out of a sense of duty or obligation. Even better when I'm empowered to figure out and set my own valuable-to-the-company agenda. I work best on thorny problems where I'm given trust and encouragement to dissent. I bristle at the more straight forward (yet super valuable-to-the-company) tasks that just need to get done without much questioning. if you have more of the former, the Questioner/Rebel is uesful. If not, you're right, it would be best to show that type to the door for both your sakes.

phyller 9y ago
Thanks for the input, that makes sense. So the idea is set them loose in the direction of a worthy problem, with hands off management. Which is ideal for a manager in some ways. But if you're a rebel you had better have pretty good technical skills, or you'd end up digging a hole for yourself. Have you found that management gets frustrated by a lack of visibility in when and how things will get done? Or that when it comes time to involve other people in a project or turn it over to another team, that there is much friction? My concern would be a "cowboy" coding style that is familiar to you but inscrutable to others and unmaintainable.
- bayonetz 9y ago
  Yes, mnanagement of that type of employee can be a definite issue. Depends on the type of the manger too. Top-down, command-and-control managers go nuts in this arrangement. Delegator managers do fine as long the employee ultimately comes through and perhaps gives updates occasionally. Yep, there is a fine line between off-the-rails cowboy and disciplined, independent contributor. It's why it's typically harder to be the Questioner/Rebel type early on in one's career (at least as an employee).

phyller 9y ago

Thanks for the input, that makes sense. So the idea is set them loose in the direction of a worthy problem, with hands off management. Which is ideal for a manager in some ways. But if you're a rebel you had better have pretty good technical skills, or you'd end up digging a hole for yourself. Have you found that management gets frustrated by a lack of visibility in when and how things will get done? Or that when it comes time to involve other people in a project or turn it over to another team, that there is much friction? My concern would be a "cowboy" coding style that is familiar to you but inscrutable to others and unmaintainable.

bayonetz 9y ago
Yes, mnanagement of that type of employee can be a definite issue. Depends on the type of the manger too. Top-down, command-and-control managers go nuts in this arrangement. Delegator managers do fine as long the employee ultimately comes through and perhaps gives updates occasionally. Yep, there is a fine line between off-the-rails cowboy and disciplined, independent contributor. It's why it's typically harder to be the Questioner/Rebel type early on in one's career (at least as an employee).