The “Old Citi Way” Promotion
Walking around shouting that other people want her job—when she never had the shoes to fill it in the first place—is quite the look. Everyone in ERM Tech & Data performance reviews eventually came to see the truth.
The pattern was glaring:
* Having conversations with broader groups to point fingers at others.
* Leaving problems of her own creation for others to take the fall for.
* Delivering zero results while relying on her mentor to actively manage her because she couldn’t function independently. (Note in passing that the mentor herself had advised her against taking the role because it would require significant upskilling to succeed).
It’s peak comedy watching that brand-new director step into a role she’s completely unqualified for, only to turn around and get coached on the daily by the tech team she’s technically supposed to be instructing as Product Manager. Talk about the blind leading the sighted!
Help me out: Isn’t a director supposed to be a leader? If you lack the vision, technical skillset, and people management ability to handle the job, why are you here?
Oh wait—it’s the Old Citi Way: promote your friends into key positions while keeping competent talent at the bottom because someone actually has to do the work.