Jean-Michel, I think we are still speaking at cross purposes here. I am being open in my judgement and have no views on her capabilities. While our own contexts are of value, everyone commenting here could be said to let their own life experience colour their reactions.
To her original claim, I'm sympathetic. But from her subsequent responses to people's posts, I can't help but feel there is more at play here. Surely it would be remiss of anyone reading this to only be attentive to the comments she makes which support her position and overlook the ones which cast doubt?
For instance, I offered a pretty innocuous and harmless judgement in one of my own replies to her. It was the kind of judgement I would be 100% open to receiving from any employee in my organisation, whether senior or junior, and would deem it entirely appropriate to receive comments far more harshly worded or abrasive (some people are busy and have to deliver very direct messages, some come from cultural contexts where its entirely normal, and so on).
Desire's own reaction was to declare it a violation of the code of conduct. Now she is of course free to do so. But it strikes me that if that is the approach being taken to what may be constructive advice (advice she asked for), and if that attitude was also replicated in her workplace, then I am not at all surprised she is clashing with her colleagues and that they do not consider her mature enough to be considered anything other than "junior".
In many ways, it is great that she is raising her concern here. She gets to have a full and frank discussion, outside of the workplace, and see that people may perceive her in varied ways. And that there isn't necessarily any malice or ill-feeling in their viewpoints, even if they make critical comments. This can be a positive learning experience and may even resolve the issues she is having in her workplace if taken on board. This is in fact the kind of maturity that is necessary to become "mid-level" or "senior" in any role and as others have said (and which I think she would agree with), it is not simply about the years spent in a role that defines your level.
Seniority and management can be hell. It asks tough decisions of people and burdens you with substantial responsibilities. Progression in a workplace is largely about taking on increasing degrees of management responsibility. It absolutely requires you to be able to take on criticism without flinching. To be critical of your own performance. To be open to viewpoints you may not wish to hear. And it requires you to be able to let others take credit, even if you think you are doing all the work.
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Jean-Michel, I think we are still speaking at cross purposes here. I am being open in my judgement and have no views on her capabilities. While our own contexts are of value, everyone commenting here could be said to let their own life experience colour their reactions.
To her original claim, I'm sympathetic. But from her subsequent responses to people's posts, I can't help but feel there is more at play here. Surely it would be remiss of anyone reading this to only be attentive to the comments she makes which support her position and overlook the ones which cast doubt?
For instance, I offered a pretty innocuous and harmless judgement in one of my own replies to her. It was the kind of judgement I would be 100% open to receiving from any employee in my organisation, whether senior or junior, and would deem it entirely appropriate to receive comments far more harshly worded or abrasive (some people are busy and have to deliver very direct messages, some come from cultural contexts where its entirely normal, and so on).
Desire's own reaction was to declare it a violation of the code of conduct. Now she is of course free to do so. But it strikes me that if that is the approach being taken to what may be constructive advice (advice she asked for), and if that attitude was also replicated in her workplace, then I am not at all surprised she is clashing with her colleagues and that they do not consider her mature enough to be considered anything other than "junior".
In many ways, it is great that she is raising her concern here. She gets to have a full and frank discussion, outside of the workplace, and see that people may perceive her in varied ways. And that there isn't necessarily any malice or ill-feeling in their viewpoints, even if they make critical comments. This can be a positive learning experience and may even resolve the issues she is having in her workplace if taken on board. This is in fact the kind of maturity that is necessary to become "mid-level" or "senior" in any role and as others have said (and which I think she would agree with), it is not simply about the years spent in a role that defines your level.
Seniority and management can be hell. It asks tough decisions of people and burdens you with substantial responsibilities. Progression in a workplace is largely about taking on increasing degrees of management responsibility. It absolutely requires you to be able to take on criticism without flinching. To be critical of your own performance. To be open to viewpoints you may not wish to hear. And it requires you to be able to let others take credit, even if you think you are doing all the work.