> That's all fake work that's only done because the even higher ups are demanding it. It's not, though. On the management side, you quickly learn that teams r

> That's all fake work that's only done because the even higher ups are demanding it. It's not, though. On the management side, you quickly learn that teams range from proactive (will get the job done without having to ask twice) to the most mind-bogglingly slow group of people you've ever worked with. If you're not constantly asking questions to understand each situation further, the latter group will abuse their lack of oversight to no end. It doesn't make sense if you've always been responsible and ethical yourself, and you've always been surrounded by responsible and ethical people. But once you get into management, you realize that you can't count on everyone being honest like yourself. A small but troublesome minority of employees will take full advantage of any slack you give. It doesn't mean you should make the situation bad for your high performers (common mistake), but it does mean that you do need to ask questions to understand what's going on when things are falling behind. In the above example, the next management move would be to understand why the onboarding was so slow and to allocate some resources to fixing it so it doesn't happen again. Something that wouldn't happen if management hadn't started digging in to understand.