Recent org changes have made long standing structural and leadership issues worse. The problem isn’t the teams it’s a pattern of short-sighted leadership decisions that keep adding inefficiency and ki-ling morale, SP and MM ARE NOT the right path. Both too self-important and ego driven for any clarity possible. The number of people on this page alone is an indication of how bad it’s gotten as MM has been a topic on this page for years, those who openly questioned aren’t here anymore, not a coincidence.
Structural & Leadership Gaps
- D&D expanded under leadership with weak technical grounding and poor operational judgment.
- Decisions are based on optics and “culture first” over scalable, efficient delivery.
- The result: redundant tools, unclear ownership, and wasted spend doing the same thing.
Talent & Morale Erosion
- Many skilled hires walked into instability they didn’t cause and can’t fix.
- People are burned out, disengaged, and blamed for inherited problems.
- Leaders who manage up well but not down are driving the decline blaming everyone but themselves.
Culture & Reputation Risk
- Morale is at a breaking point.
- Expanding the remit of a leader with no relevant knowledge or skills tied to these issues sends the wrong signal.
- Continued inaction risks more and operational instability at a critical time.
What EMT Needs to Do
- Launch an independent review of leadership effectiveness and technical capability, ask the staff in a truly anonymous way because trust is gone.
- Simplify tools and processes stop paying for redundancy.
- Rebuild trust with transparency, consistent engagement, and measurable goals tied to outcomes, not self-serving politics.
The situation is still fixable only with top-down action. EMT needs to step in now to stabilize the org and restore credibility. If not, the erosion will only accelerate.