About this blog

I have kept very quiet over the past months.  What happened to me was wrong, not only for my family and me, but for the organisation (EG-IT) for whom I have been, and remain, passionate about.  Despite it becoming increasingly clear that I was banging my head against walls in trying to get those in power to review their decision to terminate my contract, I was always reluctant to take any action that I felt would not have been in the best interests of the organisation.  I considered many options, but decided to keep a low profile and just communicate with those directly involved. 

But, as it is patently clear that no-one in my management chain, nor in HR, has had any desire to discover the truth, I have decided to set out here what actually happened to me and what the real issues are in EG-IT.  This will enable anyone who is interested to discover the truth.  Please pass on details of this blog to anyone who you think will be interested in it.  To avoid a deluge of information in one go, articles are set to be published every few weeks or so.  You can follow if you wish - your details will be hidden.

The blog will be open and honest.  If anyone has any problem with what I write, at their request I will publish their concerns without edit.  If anyone wants evidence to support what I have written, I will provide it.  I will not publish any comments made about my blog unless specifically asked to do so.  In covering past events, I will not breach any confidentiality, nor will I embarrass or name anyone, except . . .

I believe that anyone who has a ‘P’ in their job title should be publicly accountable for their actions and statements, particularly when (in my opinion) they are guilty of, at best, unprofessional behaviour through to, at worst, total dereliction of duty.  Regarding such people, I shall be totally open.

I will start with a summary of what actually happened to me and then, over the coming weeks and months, will cover areas such as my working relationship with Patrick Naef; why EG-IT’s structure, policies and priorities are never going to meet the needs of the group without a serious overhaul;  why I was escorted from office and banned from returning;  how the IT Executive operates;  how the HR department operates; etc.

Any feedback will be more than welcome.