Frequent Restructuring: Ongoing reorganizations created instability and made long-term planning difficult. Talented individuals were sometimes displaced due to location-based decisions rather than performance.
Governance Overload: Decision-making could be slow because of bureaucratic layers, even when projects were strategically aligned. Navigating approvals often consumed more time than execution.
Competing Priorities: Teams were expected to drive transformation while also executing day-to-day deliverables. This resulted in burnout for some and a lack of clarity on shifting priorities.
Inconsistent Leadership Quality: While there were exceptional leaders, others lacked the clarity, coaching skills, or strategic perspective needed at scale. Some departments suffered from reactive decision-making or unclear delegation.
Culture of Overcommitment: The expectation to operate at a high level without proportional increases in support or resources was a common concern. This sometimes led to high attrition in key support functions.
Limited Upward Mobility Without Relocation: Career advancement options for seasoned professionals were often tied to relocation or shifts into roles with less visibility or alignment to prior success.
