I saw someone wrote this and it's correct.
Startups, especially ones with aggressive ambitions, aren't for everyone.
If you are the people who want meaning and purpose, a sense of calling, and jobs that are crafted to develop your personality and reshape your values .
You are smart, proactive, thinking creative, and manage challenges with great grit, and perhaps most of all, you can learn from failures and hardships. Then do not look further, the Silk Initiative is THE ONE you could not afford to miss.
You could learn perhaps the greatest lesson among the industry: leadership.
In theory, leaders should be shielding their followers and subordinates from stress, operating as a beacon of calmness and safety throughout difficult times. In TSI, however, the leader is more likely to cause stress than to reduce it. Do not be panic, this is a universal problem even among top employers.
After getting employed and working here at TSI, you would clearly tell the good from the bad. You would never doubt or blame yourself for the sheer incompetence of the leader when you are suffering the consequences of his bad leadership. It may include burnout, alienation, and decreased mental/physical wellbeing. This is particularly true when managers practice abusive behaviors, but lacking technical expertise, having no clue how to give or receive feedback, failing to understand potential, or a general inability to evaluate their subordinates’ performance, are just some of the common signs of incompetence, and luckily enough, you're going to experience most of them from the CEO. He has some great qualities and he could be a nice friend after work, but, sadly, the ability to a good leader doesn't in his book.
You will learn his lesson, and stay away from being anyone like his kind.
I'm not joking. You would be my position one day and you would get the importance of hiring great talents, and its difference from hiring great leaders.
Most employers seek for good. Best even, but what are best talents look like? Great performance, yes. Thinking and acting proactive, yes. Do they have EQ, empathy, and integrity? Do they have their toxic or extreme tendencies? Do they display any dark-side traits to make their colleges suffer? These questions are lessons you would learn , and might learn only, from the working experience at TSI.
Toxicity spreads faster and wider than good behavior, and when bad behavior comes from the very top, it can pollute the company culture like a virus.
Finally, I want to give some response to some views that simply portrays facts or insights into badmouthing about leaders. First, no employees want to badmouth the place they've passionate about and dedicated to. They are very brave, to stand up and to wave a flag to the followers.
