Project Management Institute reviews

Actions don't match the messaging. There is an enormous amount of favoritism and inconsistency in performance expectations. Some leaders get away with extremely poor performance and totally inappropriate staff management behaviors. Staff concerns are dismissed in favor of protecting the beliefs and perceptions that senior leadership wants to promulgate. Dissention is attributed to incompetence and incompetence is rationalized if you are one of the “protected”. Collaboration, if exercised appropriately. Here it is a euphemism for not delegating authority. It creates an environment where very few can actually get things done. Every organization has politics but here it really negatively impacts outcomes. That fact isn’t acknowledged because it is cloaked in the positive aspects of collaboration. Very few are empowered to make decisions and the organization is run through fear and intimidation, as has been stated by others. Rather than looking at learning opportunities, challenges and obstacles are hidden. Management will gladly own successes but quickly assigns blame rather than learn from hurdles that are overcome. Many very smart and competent people are underutilized especially if they have past experiences and creative ideas that suggest alternate approaches.

Being a global organization, there is little downtime - when the US is sleeping, Asia is awake. When the US has a holiday, Europe or the Middle East are working. Email never stops. A collaborative culture means many people are involved in all decisions, which can be frustrating for some people who are used to working in silos or making independent decisions.