Pros
Important work. Dedicated caregivers and front line staff.
Cons
Following the retirement of a long-tenured Executive Director in 2024—after a period of significant growth, stability, and documented impact—the organization experienced a marked shift in leadership approach under the incoming CEO. Since the transition, all prior executive leadership and directors have either been pushed out or resigned, along with dozens of managers. Almost the entire HR department was terminated after this CEO took over and upon rebuilding, she has now fired most of the department again. This level of turnover has resulted in the loss of institutional knowledge, operational continuity, and established governance safeguards. The current CEO has demonstrated limited understanding of the organization’s core work, client needs and broader context and landscape, while also refusing opportunities to engage in learning or leverage expertise on her team. Strategic and operational decisions are frequently made unilaterally without sufficient grounding in program realities or stakeholder context. There is a consistent pattern of attributing organizational successes to herself while assigning responsibility for errors or failures to subordinates. The leadership environment is characterized by a culture of fear of retaliation, which has inhibited open dialogue, internal accountability, and ethical decision-making. External relationships are also affected as she consistently undermines partners and does not share accurate or truthful information with the board or funders. Collectively, these dynamics have contributed to the rapid deterioration of a previously high-functioning organization with strong mission alignment, staff commitment, and growth potential.