- Leadership suffers from an echo chamber due to a culture of acquiescence. A higher value is placed on puffery and yesmanship, over innovation and leadership. This value system is directly attributed towards the company's lack of progress, as well as to the company's inability to retain innovative and talented staff.
- There's a lack of collaboration and trust between upper and middle management. Leadership tends to micromanage, as well as underutilizing middle management's understanding of process, progress, and timelines. A ripple effect that creates a number of missed opportunities and uninformed top-down decision making.
- Leadership struggles with DEI at fundamental level. Although DEI has been proven to have an overwhelmingly positive impact, the company has not learned to harness and optimize. Deep down, leadership fears diversity and "social justice" efforts, yet opts for a move performative, superficial displays of allyship.
- The company structure favors and promotes white men. White men tend to fail up, passing over talented, high-performers who inevitably leave the company, taking their skills to our competitors.
- Leadership is mostly white and male which makes clear that "just winging it" is ripe with un/conscious bias. Recruiting and HR can only go so far. Change needs to start at the top.
- The company tends to place the blame of attrition on the unmatched, unlimited resources for our competitors. The reality is the company's mission and culture attract talented employees, only to lose those employees to a retention funnel that values qualities antithetical to our success.
