Julie,

I second what Jesse said.

You likely know this already, but if you going to take this step, make sure you know what you want out of all of this. I never go into formal complaint situations without some idea of what I want or what I want changed and what I will do if such things don't happen.

Huh, FB and Twitter provide such a different outlet than LJ does for me. LJ is more for longer postings and postings I can lock down tighter than FB or Twitter allow.

Is introspection or rambling out now?

What about bullying and demeaning behaviour, spreading lies, micromanaging, lack of trust in her staff, absolutely no empowerment, disrespect to the intelligence of her staff, gossiping about board members at out staff meetings, chasing useless grants, threats towards my salary as natural conclusions to honest and nonthreatening questions, general breaking of the spirit of the staff and promoting territorialness?

We're all fucking miserable under her thumb.

LJ is more for longer postings and postings I can lock down tighter than FB or Twitter allow.

Which is part of the reason I will never ever give up LJ. Besides, I can barely remember to check FB regularly, no matter how many notifications it sends me.

Suzi, I still prefer lj to fb and twitter, but I'm almost a lurker I post so infrequently.

I think everybody decamped to fb or twitter or both, Suzi. DW's almost as dead as LJ.

Huh. My DW readinglist is far busier than my LJ flist. I still post pretty extensively in both places, although they're both mostly blocked at work, so I can't comment as much.

Juliebird, she sounds awful. But you need to have a list of hard examples, documented. Get as many as you can. And see if there's anyone else on the staff who will go in with you, because otherwise it looks like "a personality conflict" rather than actual misbehavior on her part.

Management will do anything they can to avoid counseling or interfering with a lower-level manager. Absent clear evidence of misbehavior, they won't even care if you all decamp en masse (and they know you won't, in this economy).

The way the situation was phrased to me from the Director of Development was a whispered "Members of the board are going to want to talk to you, find out how you're liking things, how you think things are going. If you think they're wonderful, tell them that, if you have anything to say about X, Y, or Z, tell them that too."

Then I found out that the boss had gone to the board and told them that we were all happy as clams since my personal Director quit, that so and so hadn't smiled in months, but now she was, when in fact we've been hysterical with stress and I spent all day today and yesterday trying not to cry.

Hot L Baltimore

Weird- The student theatre group is opening that here tonight.

Back from the dentist after 2 hours of root canal-y fun, with a temporary crown. He cracked up when I told him I hoped ibuprofen would do the trick for any lingering soreness rather than his prescription pain meds.

I guess he doesn't run into many people who don't want drugs, but in comparison to oxycodone the Advil kicks in quicker, doesn't wear off as fast, and doesn't leave me feeling like my head's been replaced by a balloon. All these are pluses.

Juliebird, I would stress only items which hurt the comapany--such as gossiping about board members, bad judgment on grants, lack of morale hurting productivity. You don't want the issue to be about her personality or your feelings but about her performance. Not to be The Man, but it doesn't really matter if she is nice or supportive to her staff or not, if you guys can work together and the job gets done. Work SHOULD be a pleasant place in an ideal world, but it isn't required to be. If, however, her management impedes the job getting done, THEN they are going to want to listen.