BLUF: Let it go? Find a way to mention it to the boss as "not a big deal but ..."? Clearly state dissatisfaction with his tactics?
He and I are at the same level, managing people who do the same job functions. We both report to the same VP. He has been in his role for 4 yrs and our boss makes no attempt to hide his admiration for my counterpart.
(In the Denver office, it's a running joke that he's the boss's Golden Child Who Can Do No Wrong.)
Weds 10:49 am - boss asks us both to attend another team's meeting - my colleague for the North, me for the South.
Weds 11:01 am - ask boss for clarification, did he want all-hands or just leadership on the North/South meetings?
Weds 12:11 pm - boss said all-hands & to check with my colleague for info on the issues we need to address in those meetings.
Weds 1:00 pm - email to colleague to provide my starting points & asking for his input to ensure we're conveying the same message in our separate meetings.
Weds 2:56 pm - colleague provided a concise bullet list of items where the other team members are weak in understanding what's required & when.
Weds 3:12 pm - asked him if we've ever provided this information in cheat-sheet format to the other teams for quick reference before.
Weds 3:23 pm - "We never have, but probably should" was the entire extent of his reply.
At this point, I set forth in working with one of my senior folks to get his bullet list into a cheat-sheet. I hadn't asked him to take any action.
Fri 3:53 pm - colleague emails me & copies our boss with:
"Here is the [cheat-sheet] that my lead person and I put together - thought it might be useful when we talk to the MBIS'during the 'All Hands' meetings."
I know -- I need to let go of the emotion but right now, I want to kick him in the shins. HARD.
I'm half tempted to hit Reply All and say: "Yep, I thought it was a great idea too - which is why I asked you if such a thing existed two days ago."
I'm sure that would look more than a little petulant though.
My colleague is all about the process and documenting the process and following the process. I'm more focused on developing the talent, encouraging, promoting, coaching, etc. and I wanted to use the opportunity to get one of MY folks a chance to flex her skills at creating things like this so that she could build her brag bag for review / merit increase time.
I tasked my DR with it on Weds with a due date of this coming Mon. I can handle telling my DR "Oops, sorry, looks like great minds think alike; I hadn't realized T's group was already working on this but I will still add your results to the brag bag."
I'm just REALLY irritated that my colleague seems to have taken credit for my observation and idea.
If I'm supposed to be working closely with the boss's Golden Child and I can't trust him to communicate with me ("hey, great idea, I'll have my team come up with something since it's process-related"), let alone take credit for things I've noticed & pass it off as if he suddenly saw this opportunity for improvement, we're going to end up going in completely opposite directions with our groups, while still reporting under the same VP - which won't make anyone happy.
[I also recognize *I* could have communicated to him, "hey, this would be a great opportunity for me to get DR #2 to flex her muscles; would you like to review her drafts with me?"]