Leadership talent drain and recognition imbalance
Pros
The mission is real and the work matters. There are strong, capable people who keep the business running even when the system makes it harder than it needs to be. You’ll learn fast in a complex, high-pressure environment.
Cons
> There’s a leadership talent drain. Some of the best leaders either left or were pushed out, and the difference is obvious in how decisions get made and how work gets executed. >Ownership and credit can be political. Execution teams build the capability, but recognition often flows elsewhere. >Recognition is upside down: business teams get celebrated for planning and announcements, while IT needs an act of God to get noticed — even when it’s doing heroics to keep the business alive. When things work, IT is invisible; when things break, IT is expected to perform miracles. > Priorities shift late and often, with weak decision trails. Work gets restarted, redirected, or rebranded after months of progress because the narrative changes or the “right” stakeholders weren’t in the room at the right time. >The finish line moves constantly. Teams get close to delivery, then scope expands and timelines reset. It’s churn disguised as alignment. >Concerns raised early get brushed off; later, the same leaders demand emergency heroics when the risk becomes visible.
