It's taken from the wall street discriminates and reproduced below without any editing. Whoever wrote this, is absolutely bang on the money and most likely got managed out because had enough skillset and knowledge to be hired elsewhere, didn't need to k1ss @ss and for this reason was probably branded 'difficult to manage' and managed out. The last line is very telling of the present circumstances in a few different palaces in the US
Yes, indeed. Citi MDs are entitled, lazy, bossy, and selfish. For the uninformed reader, let me explain what that means.
Entitled. Citi MDs think the title is an anointment in recognition of their talent. It’s just the opposite. They were chosen for being the biggest followers of all, the ones who blindly implement imbecilic instructions from the top, ethics and right-doing be damned.
Lazy. Citi MDs (and directors) don’t do the work. They’re middle managers who relay orders without creating any value, a buffer between senior executives and the people doing the work.
Many insist you go through their EA just to get on their calendar. That process props up their sense of superiority and lets them dodge hard conversations and any accountability for giving you the runaround.
One Risk MD blamed her unresponsiveness on not having a Chief of Staff. Never mind that those roles were cut in the reorg, or that she was never senior enough to have one. It was a cop-out for poor time management, a skill she should have mastered as a VP.
Bossy. Citi MDs lack vision and subject-matter knowledge. They can’t inspire you or coach you on your work. They issue an edict and expect it to be carried out like gospel. They won’t follow up or notice you’re struggling. But once someone points a finger, they know exactly where to go to pile on.
Selfish. Citi MDs care about one thing: their next promotion. They create the illusion of success while adding no value to the bank.
Many of them are proud to call themselves “institutionalized.” That may be the best explanation for why transformation has failed. You can’t change how an organization works with the same people who embody the behaviors and mindsets that need to change.
When a clown moves into a palace, he doesn’t become a king. The palace becomes a circus. Truth.