Crazy boss lady

[k3am]

With the reorg and being on the transition team (which I agreed to be on), I'm getting a lot more exposure. Credit, managers, executives, etc. 

At the same time, crazy boss lady's flaws are becoming VERY apparent. I had to call the *new* director and let him know about conversations I'd had with a client where the client swore if he had to talk to crazy boss lady again, he would leave the company immediately. And the only reason I had to call him was because the client is calling other folks who are actively in the market to complain about her.

I'm finding out now that new director can't stand crazy boss lady. A close source says that he's angling to get her removed, ASAP. And based on my discussion with the new director, it syncs with the questions he was asking me. 

I feel bad talking poorly about crazy boss lady to colleagues/counterparts/bosses, but at the same time.. she's screwing things up. If they're able to have any effective change, they'll have to replace her - either here or in region. If the do it here, her position's up for grabs. I'm not sure if this is something I should angle for (before they potentially let her go or after). 

I need some kind of career mentor to help me navigate these murky waters.

[pitta12]

I mean, if clients are actually giving you that kind of feedback you can't really keep it to yourself. You are sort of obligated to let the higher ups know, and what they do with it is up to them.

If they get rid of her, sure, you should look into taking on her role if you're interested. But for now I would absolutely not put myself in a position of being viewed as out to get her or anything like that. Keep it quiet other than situations like the one you described where you're relaying a client's comments, and let nature take its course.

Sometimes the assholes survive in these situations, so you have to be prepared for that possibility as well.

[alioop1028]

I agree with everyone else. I was in the same position with one of my crazy bosses and when asked, I kept everything factual. My answers cited specific instances that were documented so it didn't seem like I was out to get him. And when upper management asked for feedback I offered PC solutions like "Perhaps they need more training, etc" And then they got rid of him at the end of the month. But if they didn't I could at least say I offered solutions to mitigate the damage.

[callmeKD]

I love your crazy boss lady stories.