If leadership is reading this, I encourage you to take an honest look at P. Di-kerson's track record since she joined. Consider the number of people who have left the team, the overall level of dissatisfaction, and the noticeable decline in morale.
I would challenge leadership to run a truly anonymous team survey. I believe the results would highlight concerns that many people are currently reluctant to raise openly.
Her management style creates an environment of fear rather than trust. Public criticism is common, feedback is often delivered in front of others, and people become more focused on avoiding blame than on doing their best work. Instead of encouraging ownership and collaboration, it drives people to protect themselves.
There is also very little visible self-reflection or willingness to acknowledge when her own approach may be contributing to problems. Accountability appears to be expected from everyone else, but rarely from herself.
I hope leadership takes these concerns seriously, as I believe the current environment is having a significant negative impact on employee wellbeing, engagement, and retention.