Pros
- Very talented, smart, and intelligent people at staff level (equally untalented and unknowledgeable people at management levels) - Interesting and challenging projects - Good name recognition in the industry - Typical large organization resources and benefits
Cons
- Incompetent management at line, unit, and leadership levels - Due to lack of management training, the line managers and senior leadership do not understand the value of talent retention, professional development of staff, and collaborative decision-making efforts for the direction of the business lines - Solution-oriented management approach (versus need-based approach) undervalues staff talent, which translates to missed opportunities for the long run - No mentorship or guidance for junior and mid-level staff (mostly due to lack of professional (sometimes personal) "maturity" level required in senior staff to lead/guide junior and mid-level staff) - Project win and success is staff driven with minimal resources and/or very poor resource allocation practices - Minimal to none core competency at the organizational level and the existing or built-up capability diminishes when staff retires/leaves - Minimal to none acknowledgment for professional achievements (certifications, publications, awards, etc.) - If one is writing about a business case about "flirting with failure due to in-adaptability to the ever-changing world," Battelle is a good case study for "1970s technocracy at its best"