#changemanagement

Emperor Kobayashi has voiced his disappointment that 4k peons have requested the continued use of Microsoft. He DEMANDS we all embrace Google and pretend it's better! Cheap and free is not better. I wonder what remaining customers will think when they find out their info is just one easy hack away. All because Emperor Kobi is a complete id--t.

If we don't change fast enough, we're done. If we change but in the wrong way, we're also done. Basically, there are very few paths in which Oracle will be okay, and many more where we're done.

What does everyone think of the reorg. It seems a bit shambolic and in my area in EMEA, people are already saying it has to be reversed sooner rather than later. The management led by Chris Pilon don’t seem to understand how things actually work on the ground. The strategy of randomly allocating people to new teams based on their workday job title without conferring with local management is a terrible approach. Lots of people are in the wrong team. Shambles…..

You're in charge of everything - for 6 months.

In that 6 months you can implement, change, remove, add > basically do anything, at all, at any speed, and at any cost.

Name what you would do. No limit.

Well, I've seen it all now. The customer had the rights to the code, so the account is losing it up to their Git host.

Now, the real shenanigans will start. I can't believe this was allowed to happen. I miss my EDS days, customer owned the data, EDS owned the code.

The State is going to use this against us. I don't like this at all. What special flower allowed this to happen? Probably one of those new banker managers. I'm just shaking my head & rolling my eyes.

Skydance is introducing a mandatory 5-day return-to-office policy while offering voluntary buyouts to eligible employees following its $110 billion acquisition of Warner Bros. Discovery

https://www.hcamag.com/us/specialization/change-management/skydance-employees-face-a-five-day-office-week-or-a-buyout/595143

Some director at Suncor posted on LinkedIn they are hiring an engineer to prepare for the mgmt of Hibernia and Hebron. Does this mean operatorship will change hands? Or divestment?

Is AT&T Next?

E. W. Scripps CEO Adam Symson is defending recent layoffs and newsroom restructuring, citing early positive signs in viewing hours and engagement. He highlighted a 23 percent increase in total viewing hours on 24-hour online streams and an additional ten minutes of viewing time per viewer. Four initial markets reportedly saw nearly 70 percent average growth in viewing hours after eight weeks. Symson acknowledged these gains stem from small initial audiences but indicated growing engagement. The company faces significant debt and is continuing operational changes.

Cincinnati, Ohio

https://thedesk.net/2026/10/scripps-ceo-defends-layoffs-newsroom-restructuring/

We at Omnissa have got a new CEO who was previously at PA. Been a week, too chirpy with his nature - would really love to hear some feedback from his term at PA and did he really transform the business and take it to new altitudes ?

I am from the EMEA team, and we only have been hearing about him speak of AI and AI transformation without any real deal/idea.

Disney's September 18 announcement created something important: its first companywide Chief Technology Officer position.

Karandeep Anand, formerly CEO of Character.AI, reports directly to Disney CEO Josh D'Amaro.

His responsibilities cover:

• Enterprise technology
• Infrastructure
• Data and AI platforms
• Product
• Engineering
• Technology teams across Disney's business segments
  This is a broad technology leadership mandate.

THREE NUMBERS WORTH WATCHING

66: Character.AI employees accepted Disney employment offers.

$60 million: Estimated annual compensation run rate for the incoming group.

Several hundred: Positions Reuters reported being eliminated across Disney HR and technology on September 29.

The issue isn't that Disney is hiring engineers. It's that technology investment priorities are changing while existing positions are being removed.

FIVE WARNING SIGNS FOR EXISTING TEAMS

1. Platform ownership moves to a centralized organization.
2. Existing engineering projects lose executive sponsorship.
3. Open positions are canceled while another organization recruits.
4. Teams are consolidated without replacing departing employees.
5. Employees retain legacy system responsibilities while also inheriting new AI-related delivery expectations.
   These are organizational risk indicators, not evidence of a confirmed list of employees selected for layoffs.

THE INTERNAL MOBILITY QUESTION

For Disney employees, an important distinction is whether new technology investment creates opportunities for existing workers or primarily brings in external expertise.

Does the new organization have approved positions that current Disney engineers can apply for?

Are employees receiving paid training or dedicated time to move into AI-related work?

Who will maintain existing platforms while technology modernization happens?

And if teams are combined, will job grades, compensation, and staffing change accordingly?

QUESTION FOR DISNEY TECHNOLOGY EMPLOYEES:

Has the arrival of the new CTO changed reporting structures, hiring approvals, project ownership, or platform funding?

Particularly interested in Disney Streaming, Enterprise Technology, infrastructure, data engineering, cybersecurity, and product teams.

The next organization chart may be more informative than the next corporate announcement.

Sources:

Official Disney CTO appointment:
https://thewaltdisneycompany.com/press-releases/the-walt-disney-company-names-karandeep-anand-to-newly-created-role-of-chief-technology-officer/

Detailed breakdown of the staffing and AI investment:
https://www.grindhotline.com/disney-tech-layoffs-ai-hiring-character-ai-2026.html

does anyone know with any certainty if we'll see layoffs before the ceo office hours on the 27th, given the email today about the reduction of our exec leadership and change in reporting structure for exec ed and degree?

ex DXCer who is fully aware the BAE account is going through a major reshuffle as part of contract changes

whats the latest there?

months long planning leading to this **show with no change in some areas and changes in areas that dont make sense. favorites got favored. petty politics in full swing. clueless leaders-no understanding on what will happen next. we wait for round 2?!

I am not sure they are using this word correctly. To transform a company you would take it from bad to good. This is not happening

After all the reorg emails last week it said management and HR would be talking to people about reporting lines within a week

This hasn't happened, any idea when it will ? Everyone is in limbo

I have never in my entire working life seen processes change at the pace they change in this department. The constant stream of updates, new procedures, and shifting expectations has reached a point where it feels impossible for anyone to keep up. There is only so much a person can absorb, remember, and reasonably be expected to apply at one time. At some point, it stops being about an employee’s ability to adapt and starts being about whether the volume and speed of change are even manageable for a human being.

Another reorganization is always lurking around the corner here. They shuffle reporting lines, rename teams, and announce a fresh direction as if nobody has tried it before. Then leadership congratulates itself while everyone else struggles to understand how the changes affect their work. I'd love to see them stick with one plan long enough to find out whether it actually works.

After all the AI talk at the CB town hall, I'm curious if anyone has actually seen this stuff deliver meaningful productivity gains. I have not. On the contrary, I am seeing $$$ wasted and fools going around preaching about brigher future which will never come - snake oil. Sure, AI can automate repetitive tasks. But somebody still has to validate the output, fix mistakes, deal with exceptions and answer when something breaks in production. Are we actually changing how work gets done, or just expecting fewer FTEs to deliver the same results with some AI tools thrown in? Anyone in CB... TPX or whatever other group seeing real improvements, or is this mostly PowerPoint transformation at this point (we are really good in this tho)?

Top down to Tara - R&D and Athena - S&T they have been told to bring in the McKinsey model -Only 7 layers in the business and you either have 0 direct reports or 5 or more. This is going to be brutal for both organisations. Major changes could lead to a big cut in workforce. They are going to try to minimise layoffs. US and Europe MEA will have the biggest shift / change

"Today, we are announcing further changes to our Global Partner and Retail Enablement (GPRE) organization, including a reduction in team size. These changes include role eliminations in North America and a formal consultation process for impacted employees in Ireland. There are no impacts to roles in China.
This is difficult news, particularly following the changes we made in June. It affects colleagues who have contributed meaningfully to our customers, our suppliers, and our teams. To those directly impacted: thank you for your work, your partnership, and everything you have brought to this organization.
In May, we brought several supplier-facing and internal organizations together under GPRE to simplify how we work and reduce fragmentation. We are now making further changes to support the long-term health of the business and our ability to serve customers and suppliers. I recognize that explaining the business rationale does not lessen the impact of these decisions on our colleagues, or the uncertainty that another round of changes creates for the team. "
"All GPRE employees will receive confirmation whether their role is impacted or not. If your role is impacted, you’ll also receive a meeting invitation within 15 minutes, along with details on next steps, including opportunities to connect live with Leadership and Talent partners. If your role is not impacted, your confirmation email may take up to 30 minutes to arrive. Please note for North America based employees these changes are effective today, October 2nd, while impacted EU employees will be entering into the consultation process."

It didn’t feel energizing. Several leaders came through with fatigues and those were reelected back. How do we expect the behaviors to change to drive ownership and accountability with same people who didn’t seem to be interested in owning their previous decisions, or designs and low energy in walking in this new expectation.

Time to hand off many batons to people who care and new leadership. Until that happens, things will not magically get better.

How long before the two are combined? Is it possible given the current ongoing restructuring at tebg?
I see more messages around one 3M these days on official channels.

So firm is splitting. Connectivity and Platforms will be a separate company. Angelakis is coming back and will be the CEO of that. Croney is already CEO of that unit today. After split, will there be two CEOs, or does Croney go back being the COO? Or can someone confirm the rumors that Herrin is finished and Stirling will take his space ?

Let's flip the narrative that AI will replace workers on its head: What if it's the managers themselves who are the ones to be replaced by AI?

In the auto industry, AI is showing its power by analyzing data faster than us, helping us communicate better, solving problems quicker, and even managing resources and training. This means AI could change the way managers work, possibly replacing them with a smarter, more efficient system. Don't let them demoralize us with threats. Flip it on it's head by discussing this idea that managers don't even produce anything. They are essentially organizers of work that are obsolete in the AI age!

Do you have any ideas on how this can be done and how we can flip the script?

Here's one that will get their attention: Propose to upper management AI agents in Glean that can effectively manage workflow, training information, automated emails regarding dates, events and even safety messages. They can easily get rid of two layers of management with this.

Disney's Chief Legal Officer has informed staff of an upcoming "transformation" within the department. This process involves automating workflows using new technologies to improve efficiency and reduce costs. The memo suggests that the legal department will become significantly smaller. These changes are part of a broader company-wide effort to adapt to a changing market and embrace technology. Some employees will be directly impacted by these staffing decisions.

Burbank, California

https://wdwnt.com/2026/09/disney-executive-confirms-layoffs-and-automating-workflows-with-new-technology/

The floodgates opened a month or two ago after a year+ of absolutely no guidance. It’s like someone flipped a switch and all of a sudden, employee growth is important to CVX again. Seems like there is an email or engagement every week on this. I’m not upset by the change - it’s refreshing to see, frankly.

What led to this change in attitude from the corporation, and what’s the underlying motivation? Is attrition that bad? Call me skeptical but I don’t believe they read the CES and created this program solely in response to it.

Was it a good call? I was surprised. Not sure what this means for re-orgs.

Just update for everyone, from today's industries townhall:

No news confirming focal, hikes or promotions, but it is being reviewed.
This was asked multiple times in the Q&A with the same response.

No clear "no" on future restructuring. Oracle will aggressively keep up with the changing landscape of AI and how they are structured to delivery efficiently will continually be evaluated.
This was asked multiple times in the Q&A.

Anyone hear anything about a digital product or broader product reorg? Theories on the entire product org moving under tech

Never assume Medtronic asking you to move means they plan to keep you around. I've seen people make a huge life change and uproot their entire families for an offer that came with a move and then lose that same job soon afterward.

I was recently re-allocated to a new (for me) department. I've been with the bank for 20 years and have been shuffled around before but it was usually due to old team being absorbed for another project. This time feels different. My boss and his boss pulled up to inform me that I was being moved to another department as they have an urgent need in GFC for investigations/research. I’m curious if anyone knows how/why it’s determined who gets moved off the team/department they’ve been in for 10+ years to a new department. My old team is still active and together, but I’m the one moved. For reference, Meets/Meets, B5, salaried.

Based on the town hall discussion, there appears to be considerable uncertainty regarding the company’s strategic direction and the implementation of the new operating model. The analogy that the “aircraft is being built while being flown by Captains JS and SS” may have been intended to acknowledge the complexity of the transition; however, for an organization with a market capitalization exceeding $30 billion, it could also reinforce employee concerns that the restructuring is proceeding without a sufficiently defined plan. The messaging did not provide the level of clarity, transparency, or reassurance employees reasonably expect from senior leadership during a period of significant organizational change. Some of the analogies used also seemed disconnected from the practical concerns facing employees, particularly regarding accountability, organizational stability, and the future structure of the business. This risks undermining trust and does not appear fully aligned with Pembina’s stated values of respect, transparency, and collaboration.

It would be helpful for senior leadership to provide a more direct update on the maintenance restructuring, including the intended organizational model, decision-making timelines, potential impacts on technical and engineering roles, and whether any further workforce reductions or layoffs are anticipated. The place is in a mess at the moment.

There is something almost comforting about mid-September at Honeywell.

Everything is business as usual. Forecasts. Customer calls. Q4 plans. Strategy decks. People talking about 2027 priorities as if every box on the org chart is permanent.

And anyone who has been around large companies long enough knows the rule: it is business as usual right up until the exact moment it isn’t.

One day you’re debating a KPI. The next day the KPI, the team, the reporting line and half the PowerPoint have changed.

That is what makes these periods so strange. Big organizational change rarely feels dramatic while it is approaching. Most of the time, Tuesday still feels exactly like Tuesday.

Until an email lands.

I have absolutely no inside information, which makes me about as qualified as everyone else to read the corporate tea leaves.

But this particular September has a very strong “enjoy the current org chart while supplies last” energy.

For the Honeywell veterans: what was the biggest “business as usual… until it wasn’t” moment you’ve seen here?

I suspect the comments on this one could be educational.

With losing more states and maybe more to come, has anyone heard if they will adjust VSP staggered dates?

A couple of the leaders that “retired” have been near the top of the wireless organization pyramid for a long time. Does anyone know whether this is the just the usual game of leadership musical chairs or whether effective change is coming?

Heard that they are thinking of playing around with the WFH policy. Sales maybe in office 4 days a week and the rest of company stay 3 days. To be decided, they are not sure based on seating availability.

This is apparently my next “article,” because someone needs to do it. The starting point is Centene’s announcement of Bradley Bolivar as its new CIO.

For those who slept through history class, Simón Bolívar was “El Libertador,” the guy who helped lead multiple South American countries to independence from Spanish rule and had a habit of overthrowing the existing order. And now the new CIO is Bradley Bolivar, not Simón, and as far as I know they’re not related. But given what Bradley is walking into at Centene, the name is almost too good. So I’m calling my completely unlicensed prediction of what happens next The Bolivar Revolution.

I went digging because executive press releases tell you approximately nothing. Bolivar comes from Fannie Mae with a legitimately serious résumé in cloud, architecture, data, AI, automation, security, and enterprise transformation. And unlike some executive bios where “AI” magically appeared around November 2022, this guy appears to have actually done some of this sh-t.

The timing is also hilarious. Bolivar isn’t the only senior person leaving Fannie Mae. They’ve been going through major workforce and leadership upheaval, including roughly 1,200 departures in 2025 (8200 in 2024, 7000 now) and another recent purge of senior officials. Some of the latest eliminations were even attributed partly to increasing AI capabilities. So naturally Bradley likely looked around at that widespread organizational hellfire and apparently thought, ”You know where I’d like to go next? Centene.” 😉
Source: https://finance.yahoo.com/real-estate/articles/trump-administration-dismisses-dozen-officials-194058657.html

Here’s my prediction. There are four ways this could go:

A: Meet the new boss, same as the old boss. Bolivar inherits Brian LeClaire’s organization, Susan Moon and DXE keep rolling, Accenture keeps collecting checks, “AI” gets stapled onto a few more PowerPoints, somebody invents six new acronyms, and eventually we declare the transformation transformed. (least likely)

B: The new sheriff starts asking questions. Why does this organization exist? Who owns this capability? Why is this outsourced? What exactly does this SOW produce? Where’s the data? How are we measuring value? And my personal favorite: why can’t Centene do this ourselves? Accenture probably isn’t going anywhere, but having to prove your value to the new CIO is a little different from being embedded by the old one, given this is basically the playbook they’ve used a few times before.

C: Fannie Mae South. This is the one to watch. Fannie is shedding experienced senior people at exactly the moment Bolivar takes over Centene technology. If one or two trusted Bolivar lieutenants suddenly change their LinkedIn employer to Centene, grab popcorn. Architecture, data, AI, engineering, security, and digital could start getting redrawn around his operating model rather than the one he inherited. As previously discussed by many, Moon and several others came from Brian LeClaire’s previous orbit. That’s how executive networks work. The interesting question is what happens when the new CIO shows up with a network of his own.

D: The plot twist. Bolivar eventually discovers that eliminating internal expertise, institutional knowledge, measurement, governance, and the annoying people who knew how all the pieces actually worked together wasn’t quite the efficiency play somebody thought it was. Centene quietly rebuilds the same connective tissue under exciting new names, adds three layers of management to it, and probably pays somebody $8-20 million to explain why it’s necessary.

My completely unlicensed crystal ball says B + C eventually produces D. Bolivar didn’t build his reputation maintaining somebody else’s org chart, and Sarah London didn’t say data, technology, and AI will “shape how we operate” because she wanted a caretaker CIO. The first real signal won’t be whatever shiny AI announcement comes next. Watch who follows him from Fannie, which boxes start moving at Centene, and which consulting SOWs suddenly have to explain why they exist.

There is at least one qualification we can probably remove from Bradley’s onboarding checklist: “Ability to navigate highly matrixed organizations.” The guy is leaving Fannie Mae amid leadership turnover, workforce reductions, political intervention, AI-driven job elimination, and general organizational hellfire, and walking directly into Centene.

He doesn’t need matrix training. He needs a helmet and directions to the bathroom.

Welcome to ”OneCenteam,” Bradley. You’ll be fine. 😂🍿

Another TRM casualty. Just heard the new ED is gone. I am surprised she stayed so long. I was starting to wonder if she had good sense or was just desperate. When I heard what she was working on, I was shocked then I was not. She had a good poker face but it broke after a while. That Harvard and Cornell training didn’t stop her from being relegated to “the sunny committee” leader was almost too shameful to laugh at.