Pros
1. A few exceptional mentors and leaders - unfortunately not the standard (despite having clear 'competency' model) 2. Current model strongly supports development of great managers (technical operators), not leaders
Kontras
1. Senior Leadership: a) values continuously reshaped/ changed based on convenience, b) have seen multiple leadership changes in the past 3-4 years, c) lack of concerted effort from the whole leadership team to improve EVPs - efforts tend to be isolated amongst a few and did not materialise to widespread improvement 2. Middle management: expected to be juggle too many priorities, leading to the frequent neglect of juniors wellbeing. 3. Diminishing L&D budget - potentially leading to the inability to remediate current practices and integrate leadership best practice. Current practices build great managers/tech operators, not leaders. 4. Bonus & Benefits: Unclear incentives/bonus processes leading to a 'black box' that staff have to just accept. Supplementary benefits have continued to decline 5. Transformation to industry-based operating model resulting in the diminishing relevance and influence of 'Strategy&' 6. Culture: High turnover rate in the past 3-4 years due to reasons above (amongst other reasons) leading to declining culture.