How we hire leaders

It’s quite amazing when I see groups struggle because of how Riverbed hires. It seems that we hire “leaders” based on their past experience HOWEVER, is their success is predicated on “easy” then these leaders will end up clueless when times become “hard”. A true test of anyone is grit and tenacity and their ability to overcome (aka problem solve) challenges in a positive way. Regardless if the leaders work in order management, Sales, Product Management or the CTO’s Office, all “leaders” get exposed at the end. I only hope that these folks glean some knowledge from this experience rather than shoving their (old/deprecated) past experience into the present. So, as far as orders go, I glean a positive that order are still coming in :)

Great post @Vlf6efY-1Edru . Decided to make it a thread.

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I had a similar manager in PM

That too funny @5ilh! I hear ya, riverbed did some useless networking training and received praise for it! People reading this, by useless I mean like learning super basic stuff so all I can think of is the training wasn’t for the SE’s but for themselves .. good thread

I left Riverbed because of my manager since he provided absolutely no help, both technically or professionally. He seemed to focus more on himself and ensuring the things he did do, he made sure he received the credit and no one else. To boot, the things he did were completely useless to those with a modern technical background. My suggestion to Riverbed is to not promote these people as they will never make good leaders rather, they'll ultimately be a drain unless. But if upper management wants people who just say 'yes' and manage via long email then promote away but slowly watch your staff dwindle or want to move to a different team.

Thread regarding Riverbed Technology Inc. layoffs

How we hire leaders

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