Entry level and mid-level SC managers/directors (about 75% of them) are almost totally focused on self-promoting and personal branding activities, either internal activity or LinkedIn messages. Very little time given to coach, mentor and develop the team of SC's they are supposed to be responsible for, most of their time spent on objectives that drive them to promotion. Felt like only lip-service is paid to discussions on growth and development but no actual activity or real tangible support by the manager to help you.
There are still issues with diversity. Can be strange that with so much effort made, using positive discrimination methods, that the organisation prefers to fill diversity quota's than the best fit. There are people that still find themselves excluded, Still hearing of employee's passed over, based on what they believed to be, their ethnicity and/or age.
Account assignments are key to hitting your quota, plenty of people hitting and exceeding their quota, but plenty of others repeatedly left on maintaining low or non-spending customer accounts. It is a, "if your face fits" environment, get used to it!
Way too much pressure to learn new areas and many of my accounts languished in legacy IT solution and low spend cycle, together with the other cons listed above, these caused me to leave.
