I think that the advice that you’ve provided is sound if we presume that the writer has actually discerned a more ‘truthful path’. However, within the question lurks a suggestion that there are unresolved conflicts with a supervisor that may be contributing to the writer’s poor performance and/or satisfaction. Managing those conflicts will be crucial to continued job satisfaction and may even need to be resolved before the writer can actually make a good decision about stepping down at all. There is wisdom that suggests one ought not to make a major life decision during a time of conflict. All the best.

The advise provided works when there is mutual respect adn the “Stepper Down” was seen prior to supervision position as a “good producer.” As a supervisor, I actually took offense to the statement “I realize that I like being a producer, not a supervisor” since authentic leaders do produce and assure their team will have value added with the “step down” and will improve job satisfaction for all involved.
Thank you

Jim beat me to it… sounds like there are relationship issues with the supervisor that might well survive a decision to step down and possibly impact the writer’s satisfaction even in a non-supervisory position. Resolving that issue may well make the current job more rewarding, but even if they choose to step back to a prior role, it sounds like an issue that needs to be addressed.

No matter how well versed in the art of critical conversations I don’t see this one going well.

I think Jim has a great point. The writer needs to really know what is going on. Also, I am not sure I would chose the wording, “I like being a producer, not a supervisor.” Just in case someone takes you too literally, I would suggest these words are loaded with extra meaning…such as supervisors are non-producers. Just a thought!

What an excellent article. I can see how this would be exceptionally useful when you are, as in this case, going against expectations. However, perfecting the skill of “sharing your good intentions” seems like it would be advantageous at any time to lessen the likelihood of others “making up stories”. Keeping people in the “pool of shared knowledge” seems, to me, to be a better use of time and energy than having to bring them back to it.

@Jim
I completely agree with Jim and was glad to see that he saved me the task of making the same point!

I agree with Jim in that the writer needs to address the issue of feeling “so unsupported by my supervisor” Have you had that Crucial Conversation? Do you know other people-friends, family, business aquaintences who are at your level or even a level or two above you, whom you could ask to mentor/coach you? Think thru what makes you feel inadequate to the challenges you face, what are your expectations, and are they realistic of yourself and of your boss? If you need a pat on the back because you reached a personal goal, and your boss doesn’t notice, do you take that as not being supported? I applaud that you reached for something that you felt was a step up. This challenge is a growth opportunity for you, and if you decide to stick with it, you will have some great things to teach those who come along behind you.

Again, my hopes have been dashed. By the title of the article I was so hoping that the Idiot that wrote the article about global warming was announcing the recognition of his stupidity!

@Steve
I agree with Steve that the words “producer” and “supervisor” might be distracting and some people would find offense. But neither do I think Ron was suggesting use of his phrasing verbaitm. Since the details of the position and title were omitted, and in the interest of concise writing, we can probably assume that it was meant to insert a more specific position title.

Separately, I believe an element of the discussion that might be safest for Step Don to raise is compensation. An (unspoken) worry of the supervisor may be whether Step Down expects to carry his/her current pay back to the old position. I’ve seen circumstances where both parties wanted this same outcome (for the new supervisor to return to the staff level) and yet they never broached the converstion with the other for fear that the other would be offended. For Step Down to be clear about his/her desired result and to make the financial part of the conversation safe may be the most important part of the conversation.

So you’re saying a supervisor is not a producer? I understand the intent behind that word choice, however, I agree with Steve and Mary that there are probably better ways to differentiate the role of supervisor versus front line worker. I also agree with Jim. Stepping down from the role does not address the other issues which are bound to continue.

I’ve been reading the Crucial Skills articles for a year and so and generally like the advice given. But Mr. McMillan’s article left me with more questions than answers.

The person asking for advice indicated one of the reasons he wanted to step down as supervisor because he was getting no support from his supervisor. Rather than prepare him to address that very critical issue, you suggest he dance around it by saying he wants to be a worker bee, not a supervisor. That seems disingenuous. If this person was not getting the support he needed from his supervisor, he should have raised the matter beforehand. But even at this late stage, it seems that he should have that discussion with his supervisor. First, it may lead to a clearer understanding and perhaps an agreement to work together better, before he makes a final decision to quit as supervisor. Even if the individual feels it’s too late for him, a frank, safe discussion with the supervisor could help this person’s successor.

In reading your article on Stepping down I was curious as to why we did not ask “Stepping Down” if they had a crucial conversation with their boss about their performance. It states in the letter that I am discovering that I am either not ready, or I feel so unsupported by my supervisor that I am now unwilling to continue in this position. Has this been addressed to the supervisor / boss? Will they be blind sided when “Stepping Down” comes in and does not want to do the job anymore. If I were managing this person I would like to work with them first, find out what is going on and if it is a matter of support or if they really do not want to be in management. At least that way both sides could say they tried and it did not work out for this person. I feel that possible a conversation is missing before the drastic step or stepping down should be taken.

In my experience I have seen time and again where someone who deserved to be advanced later found the new position beyond their abilities or comfort zone and although they may be doing an admiral job, they struggle with the stress and feel trapped.
Unfortunately, to often they gave up and left or finally became so concerned that it did effect their performance and they were let go.
I think that quality people are far to important and retaining them in whatever position is best for them and the company should be given a chance. This example seems to be a valid attempt at doing the right thing.