If people aren’t listening to Bob because they don’t like his leadership style, then I would say that Bob is a bad culture fit (or, to be blunt, not a good leader). I wouldn’t describe this as the organization “not letting him thrive.”
I could also imagine it being that the org has a bad culture (e.g. they systematically don’t listen to the ideas of people in more junior roles)
Sure, but that’s also a reason against appropriately qualified people working there also, right?
What I’m pushing against is the assumption that employees love outsiders coming in and telling them all the things they are doing wrong, and if they don’t like you pointing out their mistakes it must mean you are “overqualified”.
I actually hear the opposite more frequently: having a more junior title makes it easier for people to listen to your suggestions, because it’s less threatening for you to point out mistakes.
I could also imagine it being that the org has a bad culture (e.g. they systematically don’t listen to the ideas of people in more junior roles)
Sure, but that’s also a reason against appropriately qualified people working there also, right?
What I’m pushing against is the assumption that employees love outsiders coming in and telling them all the things they are doing wrong, and if they don’t like you pointing out their mistakes it must mean you are “overqualified”.
I actually hear the opposite more frequently: having a more junior title makes it easier for people to listen to your suggestions, because it’s less threatening for you to point out mistakes.