#csuite

Sona Chowla exiting, Chris Corley as well, more conglomeration at the top with people leading combined departments. Tariff pressure coming down the pike and probably foreseeing a dip in stock price so those pay packages aren’t as appealing. But don’t people want to work with an award winning CEO voted on by her Chicago peers?

What is the call on the NPS score, the profit number (-$27M), and the net outflow number for the year ? Why have more plans left this year compared with last year ? I thought The C-Suite and Mo--narrity stopped the bleeding last year. What gives...

C suite off most companies taking boards and staff for ride with cooked up nos on AI impact

So all the Big Swinging D!cks got together this past week to figure out how to get rid of more people or whatever and they had a bunch of guest speakers talk leadership to them. Interesting list:

1. Andy Jassy - who runs a company notorious for sweatshop practices in the warehouses and highly political PIP and stack ranking culture for management.
2. Marissa Meyer who basically took Yahoo out back and shot it after she took over - though granted it was already in deep sh!t but she certainly didn’t help.
3. Steve Ballmet. Yes he built a nice arena for the Clippers but MSFT stock took off after he left and his Clippers are implicated in potentially one of the worst NBA salary cap avoidance schemes in decades. Apparently he and Stankey were having a grand old time according to my VP.

And these people were telling our leaders how to lead. Watch out over the next few weeks

I have an idea! Leave ! Help the company by leaving.

As title says.. I will vote for C. Paul and Vivek (whatever the last name is). They both need to be packed and shipped out asap. They are robbing Verizon. CX su-ks at all levels.

Full podcast: https://www.youtube.com/watch?v=9WSsLSq40Yw&t=1693s

Article here:
https://www.businessinsider.com/michael-dell-advice-make-crisis-2025-10

"People work best under pressure. A good leader applies it."

What do you guys think about the last sentence?

On October 6, 2025, Verizon filed a Current Report on Form 8-K disclosing, among other things, the appointment of Daniel H. Schulman as Chief Executive Officer, effective as of October 4, 2025. Verizon is filing this Amendment No. 1 to such Current Report to provide information regarding Mr. Schulman’s compensation arrangements that were entered into after such Current Report was filed.

On October 13, 2025, Verizon entered into a letter agreement with Mr. Schulman, which provides for his continued role as Chief Executive Officer through December 31, 2027. Mr. Schulman will continue serving as a member of the Board of Directors of Verizon (the “Board”) and will be nominated for reelection to the Board at each annual meeting of Verizon’s shareholders during the term. In consideration of his employment as Chief Executive Officer, Mr. Schulman will be paid an annualized base salary of $1,500,000 and will be eligible to participate in the Verizon Short Term Incentive Plan with a target incentive opportunity equal to 250% of his base salary, prorated for fiscal year 2025. Mr. Schulman will also receive the following Verizon equity awards in the form of Verizon restricted stock units (“RSUs”) and Verizon performance stock units (“PSUs”), which collectively represent Mr. Schulman’s exclusive long-term incentive compensation during the term:

(i) 

an RSU grant with a target value equal to $9.5 million to compensate Mr. Schulman for incentive compensation that he forfeited upon resignation from his service relationship with an investment firm in connection with his appointment as Chief Executive Officer, which will be granted on October 17, 2025 and will vest on December 31, 2026, generally subject to his continued employment through such date;
an RSU grant with a target value equal to $20 million, which will be granted on October 17, 2025 and will vest on December 31, 2027, generally subject to his continued employment through such date;

(iii)   

a PSU grant with a target value equal to $30 million, which will be granted during 2026 and prior to January 15, 2026 and will vest, to the extent earned, on December 31, 2027, generally subject to his continued employment through such date. This PSU grant is divided into two tranches, each corresponding to 50% of the award. Each tranche may be earned at a range of 0-200% of the target number of PSUs granted, based on the level of achievement of Verizon’s total shareholder return relative to a comparator group to be determined by the Human Resources Committee (the “Committee”) of the Board at the time of grant in 2026. For the first tranche, such achievement is measured over a performance period beginning October 17, 2025 and ending December 31, 2026 and for the second tranche, such achievement is measured over a performance period beginning October 17, 2025 and ending December 31, 2027; and

(iv)    

a supplemental PSU grant relating to 222,222 PSUs at target, which will be granted on October 17, 2025 and may be earned at a range of 0-300% of the target number of PSUs granted based on the achievement of average share price goals ranging from $55.00 to $75.00 per share of Verizon common stock over a performance period commencing on October 17, 2025 and ending December 31, 2028. The earned PSUs will generally vest on December 31, 2027 or such later date during the performance period on which the applicable share price performance goal is achieved, generally subject to Mr. Schulman’s continued employment with Verizon through December 31, 2027. This PSU grant is divided into nine tranches, each of which corresponds to an average share price goal. An average share price goal will be treated as achieved (resulting in the corresponding tranche of the grant being deemed to be earned) on the last day of a measurement period (defined as any period of 20 consecutive trading days of Verizon common stock on the New York Stock Exchange that both begins and ends during the performance period) if, as of each trading day during the measurement period, the average closing price of a share of Verizon common stock on the New York Stock Exchange for the trailing period of 20 consecutive trading days ending on and including such day exceeds the applicable average share price goal.

The number of shares of Verizon common stock underlying the equity grants described in clauses (i), (ii), and (iii) above will be determined by dividing the target dollar value of the grant by a reference price that is calculated as the average closing price of Verizon common stock over the 20 consecutive trading days ending on and including October 17, 2025 and rounding up to the nearest whole number of shares. Mr. Schulman is entitled to certain termination vesting protections with respect to his RSUs and PSUs upon a qualifying termination of employment, including that upon Mr. Schulman’s termination of employment due to a succession event (generally defined as circumstances where a successor Chief Executive Officer of Verizon has been appointed and Mr. Schulman has facilitated an orderly transition of his duties), the time-based vesting conditions will be deemed satisfied for all of Mr. Schulman’s equity grants described above. In addition, if prior to December 31, 2027, Mr. Schulman’s employment terminates due to a succession event, he will be entitled to receive the remaining base salary and short-term incentive compensation that he would have received had he remained employed with Verizon as Chief Executive Officer through December 31, 2027 (with short-term incentive compensation determined based on actual performance for the fiscal year in which the termination occurs and target performance for fiscal years that have not yet commenced as of the termination date).

Named Executive Officer Retention Awards

On October 13, 2025, the Committee approved a one-time retention RSU award with a target value of $4,000,000 for each of Sowmyanarayan Sampath, Executive Vice President and Group CEO - Verizon Consumer, and Anthony Skiadas, Executive Vice President and Chief Financial Officer. The number of shares of Verizon common stock underlying each award will be determined by dividing the target dollar value by the closing price of a share of Verizon common stock on the New York Stock Exchange on the grant date and rounding up to the nearest whole number of shares. Each award will be granted on October 17, 2025 and will vest on December 31, 2027, generally subject to the continued employment of Mr. Sampath or Mr. Skiadas, as applicable, through such date. Each of Mr. Sampath and Mr. Skiadas is entitled to certain termination vesting protections with respect to his RSUs upon a qualifying termination of employment.

Too bad we don’t have new talent in the CEO office:
https://fordauthority.com/2025/10/ford-ceo-jim-farley-all-new-talent-was-needed-for-universal-ev-platform/

What does this achieve?

I’ve always wondered which floor is the exec floor at the Chicago HQ. It used to be 15 but that floor is currently being renovated I think.

https://fortune.com/2025/10/11/cisco-chief-product-officer-jeetu-patel-rags-to-riches-service-industry-job-helped-rise-to-c-suite-lesson-for-gen-z/

This is AT&T’s “2020 Vision” but 10 years later, and the reduction goal being 25% instead of 1/3 of the workforce. I don’t know if there will be the COURTESY of another VSP but the HCL selloff was just a slap in the face. You had people with 30 years get denied the STANDARD severance, given NO runway.

There’s been a lot of frustration across teams lately — and rightfully so. The biggest problem isn’t talent or capability; it’s culture. Somewhere along the way, Pepsi’s open, collaborative spirit got replaced by a fear-driven, top-down approach.

Too many leaders now operate with a “yes-boss” hierarchy mindset ( Santosh , mamta for eg), where questioning decisions is seen as disloyal instead of constructive. That’s created silos, favoritism, and a lack of accountability. People who actually do the work often stay quiet because the loudest voices hold the power.

It’s not about one region or one team — it’s a mindset issue. Leadership by intimidation never sustains results; it just silences good people.

Still, there are leaders holding the place together:
• Dave continues to drive performance and push for accountability.
• Stephanie remains fair, transparent, and grounded.
• Shyam brings logic and calm.
• Magesh, who built Accelerate S&T for I & O and rebuilt the D&A from what was a fragmented setup, keeps driving structure and stability — though the credit doesn’t always reach him. Santosh took the I & O credit.

Pepsi has the right foundation, but it needs to get back to leadership built on respect, collaboration, and courage — not hierarchy and fear. That’s the real reset we need.

In 2024, Christian Klein, 44, received a €19 million ($19.9 million) bonus, up 165% from the previous year. Eliminating all MOVE SAP and similar programs, limiting bonuses through performance management, reducing yearly salary increments, Project Mongoose, and so on should net him approximately €32 million bonus in 2025. When you compare all of the numbers shared by the CFO and Works Council newsletters in 2023, 2024, and 2025, you get this figure.

I wonder how much he'll actually get this time. Guess we won't know until this information is made public.

What is the supervisory board even doing? Are they also going to make a deal with the board to get good money for being laid off like how the Works Council members did?

HCSC Board of Directors Meeting Agenda
Date: June 26, 2025
Location: Boardroom A / Virtual Session

⸻

Call to Order and Welcome (5 mins)
– Chairperson opens the meeting
– Roll call and confirmation of quorum
– Approval of prior meeting minutes

CEO Vote (30 mins)
– Presentation of candidate(s) and review of performance and qualifications
– Board discussion and Q&A
– Formal vote and recording of results

Strategic Business Update (30 mins)
– CEO report: Market conditions, organizational performance, and forward-looking priorities
– CFO review: Financial outlook, cost trend projections, and risk review

Workforce Optimization and Reductions in Force (RIF) (45 mins)
– HR and Legal review of proposed RIF and restriction strategies
– Cost-benefit analysis and long‑term impact review
– Board discussion and formal vote

2026 Bonus Structure (30 mins)
– Presentation of proposed metrics, weighting, and incentive design
– Comparison to peer health insurance companies
– Board discussion and formal approval

Regulatory and Compliance Overview (15 mins)
– Update from Compliance and Legal team
– New state and federal requirements impacting HCSC
– Risk mitigation plans

Operational and Technology Roadmap (30 mins)
– Chief Information Officer review of digital transformation priorities
– Cybersecurity status and risk review
– Member experience and operational efficiency metrics

New Product and Market Development (20 mins)
– Introduction of new product lines and services
– Market expansion plans and associated resource requirements

Committee Reports (30 mins)
– Audit Committee: Financial statements review, internal audits status
– Risk Committee: Enterprise risk review and mitigation strategies
– Governance Committee: Board effectiveness review and succession planning
– Quality Committee: Member health outcomes and clinical quality metrics review

Other Business (10 mins)
– Discussion of any new topics raised by Board Members

Executive Session (30 mins)
– CEO review and performance evaluation (without CEO present)
– Other personnel or legal matters

Adjournment and Next Meeting Date

That's all I have to say.

how is the new cfo doing 6 months in. Seems like the heavy lifting was done before she arived. update would be nice right about now.is she worth $700k.

Dan Schulman is stepping in as Verizon’s new CEO. At PayPal he built a reputation for being employee-centric, even raising wages and improving benefits for frontline staff. He talks about purpose and fairness, not just profit. Is this the turning of the page for Verizon?

This was too sudden?
Or maybe it was being planned behind the scenes for a while.
Dan is temporarily for sure.

“Edmonton for thee ; not for me” . Has anyone asked the MC directly if they are moving ? It would be very awkward if someone did . Just sayin’. Whelan never left Calgary during his Houston grooming assignment either .

A year ago, Dell Technologies made a big, bold move: it slashed nearly half of its executive leadership, claiming there were simply too many cooks in the kitchen. Cost savings were touted, “streamlining” was the buzzword, and the company pitched the decision as a smarter, leaner way forward. To top it off, product marketing (FPM) was folded under marketing. The logic? Keep all things “marketing” under one roof. Simple, clean, efficient.

Fast forward just twelve months… and things look a little less logical.

Dell has now re-hired a former exec—someone who had been let go years back—this time with a hefty paycheck. Not only that, the very same FPM org that was tucked neatly under marketing has been yanked out again and repositioned under this new hire. The shiny new label? RevOps.

Been in Oracle for more than a decade and a company that values people would have never put someone like SC in charge. I respect LE deeply, he's genius. But couldn't stand the idea of working with someone like SC. The day I left the company was the best day of my life.

Telling some of your top performers and employees that the decision to cut your job was done to "strengthen the company". Next month they'll be saying their people is their power. It used to be "we only keep the elite, top performing" as if your status here is some badge of honor. Only the best get to stay. Think that lie has run its course. They think folks who continually refuse to pull their weight, do the bare minimum and constantly whine about the need to do more will match the work ethic of the folks they are laying off. Good luck with that. Ive given up my weekends, evenings and worked so many hours because of these so called competitive moves. Who's going to do that now? This is about a bottom line, a bottom line gets you bottom of the bucket quality. I hope this company finally gets what it deserves. For folks outside of the company thinking of doing business with Imperial or ExxonMobil. Stay far far away. Unless you love not getting paid, having no one to answer your phone calls and now no one to hold those individuals accountable to do either of those things.

New head ceo and regional vice presidents since the last wave all got kicked to the curb at the same time. Naturally, they want to make an impact on the bottom line quickly, so they are going the basic mba bro route, by announcing that 10% of the company will be laid off in the coming months. Merry Xmas everybody! Remember… they’re not taking this lightly and it’s a tough decision, but what is a poor CEO to do?

Are we getting a handle on our activist investor? Looks like we have a new SVP under the CFO.

Announced via internal email by the old boss. Wondering if this was a condition for the new bosses arrival? Any smart financial leader worth their salt would look at the billions in lost market share due to a crisis of their own making and realize this needed to be done.

Honestly it surprised me it took this long, they presided over one of the most epic PR failures of modern time. It’ll be studied in communications classes for years to come. No cake at this going away party. Nobody “retires” in their late forties.

Lots of talk about the CEO but no one is talking about the SVPs that must be thrilled right now, especially HK who likes to motivate people with the fear of losing their job (he has said so closed door meetings)

They know people that made it through this layoff are afraid now, and I bet SVPs are thrilled.

When LP is out / retire ?

Very surprising

CR’s marketing for attaching with celebs was great. CR even attached himself with NVIDIA CEO.

Mike Sicilia was the head of Oracle’s Industries Global Industry Unit (IGIU) until today, now he is the CEO of Oracle. I think he failed already. At IGIU VP/SVP titles were selected for layoff is only 5.6%, well below a commonly cited ~10% benchmark for broad reductions. Why might senior titles be less affected? We can all name plenty of worthless VPs and SVPs at IGIU. Transparency on criteria would go a long way toward trust. I don't trust Mike, do you?

CDO, then CDO/CIO, then CDOA/CIO is laid himself off by taking another job. The sad thing is he has taken credit for the work of those who earned their jobs without a friendship with Christa Quarles.

• he did not lead an overhaul of the company's platforms, IT infrastructure, and business applications to improve security and facilitate more efficient operations.
• he was given a fully secure an operational infrastructure. Under his management he lost two very savvy infrastructure leaders along with other managers and ICs who didn't trust his experience or the people he hired from OpenTable.
• we are hosted in AWS and Azure mostly and all the operations were already efficient and secure
• nothing changed regarding how the company used data as the team responsible is very savvy.
• there was nothing to modernize considering AWS, Azure and GCP along with the rest of the SaaS apps the prior CIO and security leader implemented.
• the Senior Director, Global Services left as he didn't trust him nor Christa.
• the CTO had to obtain an updated SOC2 Type 2 after Grant and the CISO let the certification lapse for two years.

From what I understand the Stinky never gets any respect when he goes to those technical events in the US. That’s why he avoids them. He’s pretty much laughed at. These TECHNICAL conferences view AT&T as the most government controlled bi--hes. He’s our CEO for gods sake.

Let the games begin!

Rumor has it c-suite and EC cuts are next now that the farce of a Board meeting is done. About time they start treating the senior leaders with the same ruthlessness they treat everyone else. AMN continues to use RTO to do layoffs without paying severance and hide poor financial performance. That may seem like good business to the bean counters but what it reflects is a bankrupt ethical culture.

Senior leaders bully SMEs into submission on quality issues, ignore compliance and cut corners that will ultimately harm patients (pay attention clients!). SpeakUp is a joke and the Board doesn’t have a clue that the worst offenders were the ones sitting in that meeting with them including those in charge of the so called quality and ethics programs.

Mark my words this company will not exist in 3 years. It is being run straight into the ground by unethical people.

When I was there a few years ago and their Northstar goal was 50% women in c-suite by 2030. A few years later and almost all the women in c-suite are gone and now the female CFO resigns. What is going on?