u/Correct-Sea-198

Hi!
Not sure if this is the place to ask for this advice but I figured I’d go for it! I’m interviewing for an internal role and need some advice on how to tactfully handle a tricky situation.
I’m a recruiter at a hospitality company and have been here for over 6 years. In that time I started in operations, was promoted several times, ending in a position that I was traveling across the country, responsible for 12 direct reports.
That position was eliminated, and I was given the choice to stay in ops or join the TA team. I moved into a recruiter role, and was quickly promoted to a Sr Recruiter, focusing on recruiting for field leadership. I am well liked, have a track record of success and working with various stakeholders, including the C Suite. Our CEO calls me his favorite recruiter. I love the company for the most part, and have been through a ton of change and adapted well.

Here’s the situation…our team has gone through some intense changes over the last few years. We’ve had three directors leave, with no one making it more than a year. When I first came into this role, I quickly realized there was a need to have a manager at the field level to bridge the gap between corporate and the field, to support our team of 9, understand the day-to-day, etc. I went so far as to create a position, with a JD, measures of success etc. I’ve shared this with our CHRO, and a few directors but that is it. Overall, I have or like to think that I have a great relationship with our leaders and work to support them. When asking for feedback from my 7 different leaders in the past, it’s always been “you’re great, I don’t have anything critical”, with my last director and my first director being the ones who have given me critical and actionable feedback. Always score over performance on my reviews.

When my most recent director left in March, an HRBP (let’s call him Steve), that I work closely with has made it obvious they want to lead our team. They were asked to support but be hands off, and have been the complete opposite. Steve jumped in with both feet, running meetings, changing projects and processes that had either not been rolled out or were on the back burner with little to no communication, started to tell me and the team some of us didn’t have bandwidth for other projects, has tried to make himself the clear choice for the promotion, and has “coached” me on a few things. I can take feedback, however the coaching was regarding me not wearing company branded polos when interviewing candidates (I always wear business casual which is the policy), and when I asked why I’ve never been given this feedback before, especially such critical and important feedback I was told “I’ve heard from multi-unit managers that you are resistant to feedback and they don’t want to give it to you”, to which I asked for some concrete examples so I can work to be more open. Steve had no examples and told me that he had “heard it but wasn’t told of any specific situation”. When I spoke with another manager we both work with in the field, he told me that was not the case and he had not said this, and I have no reason to not trust him.This has happened to other people on our team, where Steve has given half truths or coached us on areas that when we ask for feedback directly from that manager, they get visibly frustrated as it was not said, or was taken completely out of context. Basically, Steve doesn’t ask for understanding or follow up, causing him to assume things and coach on that, not facts. When this has been brought up, Steve back tracks and says that’s not what was meant.
With Steve helping out the last few months, he’s gotten a direct line to our CHRO, and has essentially steam rolled myself and others on the team.
We found out last week that the role I created is was adjusted in scope but essentially is the same job I shared, was now going to be open and we are filling internally. Three people applied, including myself, Steve, and one of my peers.
We all would bring different things to the table.
Here’s my question…I have my interview on Thursday and I’m trying to find a way to tactfully explain why Steve is not the person for the job, regardless of if I get it or not. I have every reason to believe Steve has been actively talking negatively to our CHRO, and I’m concerned with having a fair shake for this job.
As an HRBP he is virtually unknown to field teams (supposed to be in the field 4 days a week, has refused to collaborate with me on projects to make our respective hiring managers and stores better, and has actively shut me out of meetings and initiatives, so that I find out late and have to rush to complete.
Our team has not been happy with how Steve has been supporting us. We are all aware that everyone is replaceable, but, it’s at the point where no one is engaged when Steve is on calls or asks for help. I’m the only one that actually steps in and takes on these things when asked.
How would you handle this situation? It’s a tightrope and I want to ensure I present myself well while also expressing my genuine concern, and wanting to show up as a top candidate. It’s to the point where even if I wanted to try and show up as a leader in the team, Steve has made it so it’s impossible.

My initial plan is to not discuss Steve and focus on my accomplishments, but also need to be ready for the inevitable “why haven’t you stepped up” question I know will be coming.

TLDR:
Up for a promotion, and it’s between me and two other employees. One has taken over by steamrolling, taking credit, providing false or misleading feedback. How do I talk about this with tact.
Help!

Hi!
I’ve caught a few fish on a spinner both but have realized they were probably accidental catches.
I’m fishing these in both shallow lakes and rivers and know I’m getting bites because I feel the thump, or the trailer has bite marks on it, and have even had some of the trailer bitten off completely.
My question is how the heck do I actually set the hook?
I’ve watched a ton of videos and still can’t quite seem to get it.
When I feel a bite I try and and keep reeling or go faster but either lose it or lose tension.
What am I doing wrong?

Hi!
What do yall wear for shoes when on the yak?

I made the mistake last year of wearing flip flops, was wading and fell into a hole, losing the flops and almost everything else.
Now that it’s kayaking time in Michigan, I’d like to get some solid shoes/boots that are practical, and good quality.

I’ll be going on rivers and lakes, but also like to get out and walk/wade to different spots in shallow areas.
The terrain is a little bit of everything. Rocks, sand, steep river banks etc.

I do have a pair of Vans MTE gortex winter boots that are pretty bad ass, but they are heavy and insulated so probably not a good idea for summer.

Any suggestions?

Hi!
I recently added a medium and medium light to my existing medium heavy rod.
I’m wondering what the best set ups would be for these. I know the medium will be the “all around”, but for the days where I’m on the kayak or have a lot of time/solo fishing, I want to take all three and have them set up correctly.
Generally speaking, what are the best lures/styles to fish on each?
I have a variety of (top water, jerk baits, spinner baits, inline spinners, jig heads, swim jigs and corresponding soft plastics for each.
Fishing in Michigan, rivers and ponds/ small lakes for pan fish, bass, pike etc.
All three are spinning.

I was just told that I have a $500 credit at BPS and so I’ve got a little spree coming up! Looking for suggestions but my plan and setups;

Currently have a Medium and MH 6’6 spinning set ups . Upgraddd my medium to the Johnny Morris and decent variations of cranks/top water, jerks, spinner/chatters etc.

looking for;

medium light spinning set up

Kayak add ons

Terminal tackle

Baits

If you have $500 and could throw in the extra $100, what would you be buying??

That is all. Went out on my lunch break, got nothing on the spinner bait. Decided to throw a wacky worm for the first time. 2 casts, 2 fish.

I am a believer.

Hi!

I was in an accident (I was not at fault) in September that resulted in me needing surgery on my shoulder.

My auto insurance is handling the medical bills and I have an IME in a few days, and wondering what to expect.

I know the doctor will be looking for anything to discredit my injury (I DID have a preexisting injury on the same shoulder but it was in a different area. My orthopedic doc and surgeon both said that the surgery need was a direct result of the accident), but wondering what I should and shouldn’t say and expect from this?

Some insight;

-I live in Michigan

-Surgery was done a month ago and repaired a torn labrum, reattached my bicep tendon and some rotator cuff minor tears

- I’ve been in PT for the last three weeks so my range of motion has gotten substantially better from when it was measured before the surgery and before initial PT happened

- the IME is after the surgery and PT, which I find odd…

Any help would be appreciated!

Two parter here but all related to the action of my second rod.

I picked up a Plfueger President 7’ medium extra fast at Walmart on clearance a few months back. My question is what the heck do I throw with this?

I generally understand that extra fast will bend higher up on the rod, so not great for spinners or trebles, so is it more finesse? Would a wacky work? I know it will “work”, but trying to figure out the best way to use this.

I was cleared to do “light” fishing from a recent surgery so I went today and tried through a wacky worm but it didn’t seem to be working? I don’t know if the rod is too long or if the action isn’t the best for this technique, it seemed like in order for me to have the bait fall the rod needs to be held pretty high, but it was super awkward. Is that correct? I got one bite but missed the hook set. The rod was super high.

I also have a 6’6 medium/fast that I use as my primary.