Re: Purpose of IESG Review

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Do you raise a discussion saying the below?

I believe you should be expected to more clearly differentiate your
*Review* (based on the such procedure criteria) - and its accompanying
Position ballot, with your personal review.
(Modified from the first message of thread)

Refering to first message:
I believe they should be expected to more clearly differentiate their
"IESG Review" (based on the above criteria) - and its accompanying
Position ballot, with their personal review.

We need manager's personal review and experience, I think the business
needs manager's personal views as well.

AB

On 4/13/13, Pat Thaler <pthaler@xxxxxxxxxxxx> wrote:
> +1 on for John's response.
>
> I will argue with my manager if I think they are wrong and I've gotten
> positive results from giving managers feedback on their performance. Of
> course, disagreeing with management won't always get the decision changed,
> but I've never felt I lost anything by raising the discussion.
>
> I've also seen some bad decisions made when someone had good reasons why a
> decision was wrong but didn't surface them because they didn't feel they
> could argue with management.
>
> IETF participant to IETF leadership isn't the same as employee to manager of
> course. We are all volunteers collaborating to get good results and if we
> feel there is a process problem we can discuss it. IETF formalizes this by
> having open mike sessions for example.
>
> A thread on whether there is a problem with the IESG review process is
> appropriate, IMO.
>
> -----Original Message-----
> From: ietf-bounces@xxxxxxxx [mailto:ietf-bounces@xxxxxxxx] On Behalf Of John
> C Klensin
> Sent: Friday, April 12, 2013 3:19 PM
> To: Abdussalam Baryun; ietf
> Subject: Re: Purpose of IESG Review
>
>
>
> --On Friday, April 12, 2013 20:24 +0100 Abdussalam Baryun
> <abdussalambaryun@xxxxxxxxx> wrote:
>
>> How can a memebr of staff in a company argue with the manager
>> about the manager's decisions or performance?
>
> In most successful companies, yes.
>
>> Only
>> Owners/shareholders can question managers and staff.
>
> And companies that behave that way don't last very long in
> rapidly evolving fields... at least unless the managers are
> endowed with perfect wisdom.  It is not an accident that most
> management schools teach would-be managers that listening
> --especially to the people on  the front lines-- is a very
> important skill.
>
> So, at the risk of generalizing too much... What on earth are
> you talking about and what experience do you have and use to
> justify it?
>
>     john
>
>
>
>




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