When will Nike break free from the status quo and drive real change? When will Nike take ownership of its future, not just react to the present? When will Nike appoint leaders who take risks instead of just saying yes? When will Nike prioritize long-term impact over short-term gains? When will Nike build a team that values diverse thinking, not just background? When will Nike reward innovation and creativity over conformity? When will Nike create a culture that encourages challenging the status quo, not fearing it? When will Nike do what’s right, even when it’s politically expedient or easy to do otherwise? When will Nike have decision-makers who push back on bad ideas for the good of the brand? When will Nike appoint leaders who are true fanatics of sports and sneakers and deeply understand the consumer? When will Nike pick leaders who coach, develop, and inspire their teams? When will Nike stop playing it safe and start disrupting the market? When will Nike actually start taking the bold actions necessary to shape the future of sport?
9 replies (most recent on top)
Nike attached itself to the sport culture in the US.
As folks like the universities, politicians, and media
tore apart that culture Nike died with it.
Now the US is just blah, no real culture - bye bye Nike.
And for those that say toleration/diversity is part of the culture,
it is not. If you tolerate everything, you have NO standards,
nothing defines you.
When?
When EH finally guts his “fantastic teammate” HON
Just do it
Amen to the person that responded to the lame leader with two kids under 6. Preach.
To Post ID: @b1+1jm2m9ej,
“…Don’t say you ain’t got time. I got two kids under 6, and I still deliver.”
Oh, my bad—you must be a senior leader or above, talking like that. You have all the answers. So tell us, since you’re out here coaching from behind the keyboard, what exactly have you done to fix the issues you’re so quick to call out? I see a boot running their mouth, but they offer nothing real.
Saying ‘stop waiting for someone else to solve the problem’ isn’t leadership—it’s just keyboard warrior boot camp talk. You’re typing up a hustle speech like that alone changes anything. If you had a plan, you’d talk about it, not just trying to shame someone else into doing the work for you.
And let’s be honest—flexing. I have two kids under six. Is that some game-changing leadership credential? Nah, that’s just life. People balance more than that daily without using it as some productivity medal. You wanna flex? Flex with results.
So, let’s talk about real change:
- Who’s making the calls? – If Nike is stuck, it’s because safe thinkers are still running the show. If we want innovation, we need risk-takers in decision-making seats who aren’t afraid to shake things up.
- What’s blocking innovation? – Ideas don’t die because people are lazy; they die because corporate systems reward playing it safe. If you’re really about solutions, let’s talk about breaking that cycle.
- Where’s the action? – If people are ‘waiting,’ maybe it’s because there’s no clear path for real change. Instead of telling people to fix it,’ how about pushing for processes that allow bold ideas to move forward?
But no. You’d rather sit here in full keyboard commando mode, acting like calling people out is the same as leading. It’s not.
So, if you’re really about action, let’s hear something real. Otherwise, you’re just another person barking behind a screen, pretending you’re in the fight.
Oh I hope you have time to read this since you are flexing work and two kids under six…
I think that’s some of our company culture problems right now, everyone always waits for someone else to solve the problem or feel like their voice isn’t heard. If your voice isn’t being heard, maybe you’re not seeing the full problem, or maybe the person you’re working with is an a**. If that’s the case, mention it to others.
You’re right. Speaking up was the only way I secured support from my manager and director. They expected their team to ignore KIT without accountability. There’s only so much managing up you can do before it’s time to move on.
I’d follow all those questions with who, what and when? You can’t ask the question without some sense of a solution. Otherwise, you’re just waiting for someone else to solve the problems.
I think that’s some of our company culture problems right now, everyone always waits for someone else to solve the problem or feel like their voice isn’t heard. If your voice isn’t being heard, maybe you’re not seeing the full problem, or maybe the person you’re working with is an a**. If that’s the case, mention it to others.
Ideas and solutions die behind doors, so make it open, but be damn sure you’re ready. So stop waiting for someone else to solve the problem and go and solve it.
Don’t say you ain’t got time, I got two kids under 6 and I still deliver.
when all of this is mentioned in the surveys, all hands, and other meetings by more and more people.Also, things take time, who knows sooner or later we might get answers. heres to hoping.
It’s just a business to them now, treating employees poorly, setting them up to fail, only caring about the short term. It’s sad to see.
Never. Leaders at the top are benefited from the lack of priorities, action, accountability and results.