#leadership

With Morton departing, TR has announced another reorg. I suppose in the absence of any real progress, reorgs and in-depth documentation is considered progress. Is this orginaization serious about anything?

Dear ELT,

Since it's known that members of your team monitor this site, I would like to talk to you about your use of ChatGPT in writing firm wide correspondence.

ChatGPT has a few idiosyncrasies that make it's use obvious to anyone that knows them. Reading today's "Penny's Page" it's clear that the message, outlining the impact and intention of Enterprise Reimagined, is just AI generated slop. Penny isn't the only one known for sending out ChatGPT slop. Chubak does it too.

For firm with sincerity and trust issues, it would come across much better if leaders of the firm took the time to send out genuine messages, instead of promoting ChatGPT to craft something for you.

The self-promotion "Sweet Julie" PR tour continues. "Look, I'm so awesome according to me" (she really does think she is). She claims and thinks that she cares so much about people and "human connections".

Is she trying to save her job and is applying for the next one?

How Accenture CEO Julie Sweet communicated a major restructuring to 770,000 employees across 120 countries without ever sending a memo

https://fortune.com/2025/09/01/accenture-julie-sweet-restructuring-ai-memo-video-message-titans-podcast/

“Reading it on a piece of paper would not have conveyed the why in the same way as hearing it—hearing the excitement in my voice, understanding the passion we have for why we’re changing,” Sweet said in a recent interview

Sweet’s communication strategy reflects the scale of challenge she faces as head of Accenture, the world’s largest consulting firm by revenue. The Dublin-based company generated $64.9 billion in fiscal 2024 and serves more than 9,000 clients, providing services spanning strategy consulting, cloud migration, data analytics, artificial intelligence, cybersecurity, and more. With hundreds of thousands employees spread across more than 120 countries, Accenture helps organizations reinvent themselves in the digital age, making it both a beneficiary of and participant in the AI-driven transformation sweeping global businesses.

Sweet herself represents an unconventional path to corporate leadership. Since becoming CEO in September 2019, she’s been the first woman to lead Accenture and the first CEO in the company’s history who didn’t start there straight out of college. Her background as a high-powered corporate lawyer—she spent 17 years at the prestigious firm Cravath, Swaine & Moore, making partner within eight years—gave her an outsider’s perspective when she joined Accenture as general counsel in 2010. Under her leadership, the company’s revenue has grown more than 50%, and she’s been recognized as one of Fortune‘s Most Powerful People in Business.

The restructuring Sweet announced represents what she describes as reversing “five decades of how we’re working.” The move brings together previously siloed business units to better serve clients seeking comprehensive digital transformation, aligning Accenture’s organizational structure with its strategy to be “the reinvention partner of choice” for businesses navigating rapid technological change.

At the heart of Sweet’s strategy was recognition that this transformation had to be both decisive and deeply human. The restructure wasn’t a cost-cutting exercise, though Sweet acknowledges it inevitably uncovered efficiencies and duplications. Instead, the move was driven by client needs and Accenture’s ambition to deliver integrated solutions combining industry knowledge, technical expertise, data, AI, and functional capabilities as a single offering.

“In order to capture the opportunity with AI, you really have to be willing to rewire your company,” Sweet said, reflecting broader advice she gives to Fortune 500 CEOs. “Many times, when clients are saying, we’re not getting a lot out of AI, it’s because they’re trying to apply it to how they operate today.”

Sweet’s approach to managing the change went beyond just the medium of communication. She solicited feedback and critiques from her leadership team, refining her message through multiple iterations to ensure it resonated at every level. “I try to have no ego on communication, because it’s so important that we’re really clear,” she said, noting all her direct reports work with speech coaches to hone their communication skills.

The transformation also demanded what Sweet calls a balance of “art and science”—using metrics and benchmarks from Accenture’s transformation GPS database to provide the analytical foundation, while applying empathy and cultural understanding to ensure the human element wasn’t lost. Ultimately, Sweet’s leadership through this restructuring has become a case study in navigating sweeping organizational change in an era when traditional corporate communication methods may no longer suffice.

Chevron’s CEO is “not happy” with exploration performance. That’s corporate-speak for “we spent a fortune and found disappointment.” But fear not, salvation may be inbound: Hess’s exploration geoscientists are now on deck. Will they bring seismic miracles or just another round of PowerPoint optimism? Stay tuned for the next episode of “Hope in the Basin.”

I’m tired of seeing MW, LC, EB and whoever the name of the week is.

They are just receiving orders from the real decision makers:

https://www.chevron.com/who-we-are/leadership

MW, LC, and EB at least have the ba--s to show their face when doing it.

At GSX, Cisco showcased their recent Partnership with the Luna Rossa team, completely skipping over everything to do with Luna Rossa and it's involvement in sailing, and focusing on Prada. Not a good look. Hilarious, value and priorities of Marketing shown on the big stage.

If the firm expects or wants remaining associates to stay with the firm, you’d think they would give them a reason. Where’s the enhancements to comp, benefits, profit sharing, etc. that were dangled nearly two years back and mentioned again a few months ago? Haven’t heard a peep about any of that for a while.

The firm’s below-market pay already made it difficult to attract experienced talent. Now it has a bad reputation which will make recruiting even harder.

If leadership doesn’t act quick they are going to find themselves in a talent black hole. Attrition is going to spike through the roof which is maybe what the firm wants but who is going to fill those vacated roles? Candidates the firm wants aren’t going to accept mid pay AND a toxic culture. The money they’ll spend course correcting to attract talent will greatly exceed whatever savings they just captured from these layoffs. I’ve seen it before and it is not pretty for management’s pocketbook. The clock is ticking to get ahead of this disaster before it’s too late.

Hi y’all
I hope you had a good weekend. As we look to start this week in our new reality, I feel so energized and proud to see our progress that we made in the last 6 months. We’ve managed to cut away less useful roles, brought in people that we love into those vacancies despite their lack of competencies. We expect these people to exercise growth mindset to continue our progress. We managed to find savings through these layoffs which will definitely add to my bonus next year. I am just glowing after finding those valuable $. As you know, money is my god! 😉

Lastly, for folks that are still having difficulty adjusting to this new reality, remember that I am with you in this journey. Please drop by my secret garden to enjoy the tranquility and the peace it provides me every day. I know I’ve benefitted greatly from those moments of silence. Off to my tailor as I get ready for the GP meeting to charge up those that are thinking of voting me out.

Have a great week!

Are you on “the list”?

CMO posted she was accepting a new job somewhere else. she was so nice and genuine, seemed very talented. Wonder what is really going on in corporate.

Recent Corporate Officers and Board Members did not define AEP. Our attractiveness as a take over target is that we lend credibility to these charlatans. We are the value and they are the flimflam confidence men looking for a beard to attract investors. They are not the men, who create a successful business. They are the parasites that siphon off the value they never served or sacrificed to create. Do not empower freeloaders to profit from your exertions.

How much longer is the board going to allow management to destroy the company? MOA was known for exemplary customer service, now, the amazing customer service leaders are gone, and the new horrible ones remain - and of course - Moriarty who has single handedly caused the most damage in operations/customer service - think new system and removing service from the Field Offices. It's not shocking to see that complaints about service continue to plague them...From BBB

Date: 05/19/2025
1 star
Our woes with Mutual of America I, and my sisters, *** and **, lost our mom on November 5th, 2024. In February, Mutual of America contacted me about a policy, with a small payout (just under $5K). Neither of my sisters received any information about this policy.However, I was paid a much larger amount. Mom had 2 policies, which were paid to me, 1/3 of each policy; my sisters still had no documention about either policy. They had to call to get forms sent to them.Several weeks later, my sisters had still not been paid anything. *** started calling (14 times now, so far), usually being told she just needed to wait a couple more days (this is their normal response).One day both *** and ** called seperately, *** was told it would be 6 to 8 weeks, while ** was told 10 - 15 days. Same day, different results. *** was told there was no supervisor she could appeal to.April 28th, MoA contacted me and told me a mistake had been made in my payments. had set a 40% 40% 20% split on her larger policy (but not the smaller policy which was equally split) and I was the 20%, but had already been paid 1/3 of that policy. So, they asked for the overpayment returned to them. I mailed them a check, cashed May 9th 2025. ** was told it would only take a couple days after my repayment came through for them to pay out the policies. As of May 19th, neither sister has received any of their money.We're extrememly frustrated with the runaround this company has given us. ** seems to be programmed to say "A few more days", until the next call, and programmed response that it will always be just a few more days.Update 5/19/25 Another call, another 5 day wait to "investigate". They are currently saying the repayment check was not showing as cashed (it cleared 10 days ago). They said they needed time to investigate. Again, nothing is happening.
Date: 04/17/2025
1 star
I wish I can give them zero stars!!!! This company in the worst company in the history of business!!!! They are liars and crooks!!!!! I been trying withdrawal my money for a year!!!! I did everything and when I finally got the approval they came with other excuses!!!! I gave them my bank to send it straight deposit they said my bank could not do it smh then they said they was sending a check and said it was the wrong address and that it was sent back to them and they said someone cash it!!!! Then they saying they had the wrong address but I was getting information from my address they said they didn't have in my mail!!! Now they saying I have to sign a document talking about the check was cash so I can get my money!!! These people are liars and crooks!!!! If your company put your money here I suggest you get it out asap! And we track the check it was cash from someone that work there offices! The manger was very rude and disrespectful it's disgusting!!! The people that work there don't have a clue and will put you on hold forever!!! This company operates like it's 1987 smh
Date: 02/25/2025
1 star
Employers and account holders of 401 accounts be CAUTIONED with using this company. Mutual of America has purposely made it incredibly difficult and confusing for anyone to do a proper rollover. I've spoken to multiple customer service representatives to deliver a withdrawal/rollover account. Each time I am given contradictory information, and I've been careful to ask, is this the right form, their answer, "correct - everything should be good to go", and after receiving a document this has been processed, it turns out NOTHING has been processed. I am now being told there is no clarity from processing and they're all awaiting a response - we are hitting two months now and I am not receiving any assistance. The amount of time and energy to just get a rollover is incredibly inappropriate and the company should be held accountable. I can't imagine how many others are experiencing similar issues. This has been a disaster and they are creating more friction, and barriers than needed to roll over your account. I have never dealt with such confusion and bad actors for a company as big as this!
Date: 01/14/2025
1 star
Terrible organization to do business with. Communication, service, ethics, morals all lacking...
Date: 11/24/2024
1 star
Unbelievably bad communication. I am trying to get my 403b rolled over after years of not working at a former employer and its been a total disaster. Their employees gave me contradictory information with every call, messed up forms, initiated a forced withdrawal against my wishes despite having enough money in the account, and to add insult to injury after weeks of discussing with 3-4 different employees how to process this request online, get a form letter saying that this is impossible and I have to mail them something. RUN away from doing business with these buffoons.

Date: 10/16/2024
1 star
Money has been missing from my account since Oct 2 and they did not enlighten me to where this money can be.
Date: 08/28/2024
1 star
Do not sign up with these people through your employer or anyone. They Are scammers. They will take your money from your paycheck and it will be extremely hard to get it back once you are no longer employed. ** is terrible and they will keep lying to you every time you call. This is the worse investment company out of all of them stay away from these people!!!
Date: 08/15/2024
1 star
Absolute worst customer service. Although, I have email receipts of when documents were submitted they claim to have no knowledge of ever receiving them.This is after speaking with one their representatives a week prior who at that time noted that my application was received and in process. Only to call back and have them tell me they have no knowledge of receiving anything from me. Furthermore, they refuse to take the time to patiently and with tact resolve the matter. They are uncaring, short, and well beneath the basic standards of conducting business.

Horrible Job MOA team - you should all be ashamed of yourselves for not providing any good customer service, someone needs to pull the plug at MOA...looks like there is no hope left. If you are still there, run - fast - run, and leave the trauma of the job behind.

“Benioff called the first eight months of 2025, during which an estimated 10,000 jobs have been lost to AI, “eight of the most exciting months of my career.”

https://www.kron4.com/news/technology-ai/sf-tech-ceo-says-ai-enabled-him-to-cut-4000-jobs/

When it comes to layoffs there is no finish line. Just Do It? Apparently that only applies to cutting headcount. Always chasing the shiny objects while the basics get benched. Somehow MD still has a job, and HR is running around like it’s a team-building offsite. Help us.

If you take out the emotion of what the Global Brand leadership is doing, you are left with incompetent people that know nothing about financial services, managing teams in a large corporation and treating their people fairly. These are the facts. It’s quite obvious all of them are in it for themselves. All have worked 3 or less years at a job and continue to fake it to make it. They let amazing talent walk out the door to only bring in their circle of friends and family, no knowledge of our business and continue to have the actual doers train them and then treat us like pions. It’s time for positive change!! How is this allowed??

Today is Stank's least favorite day of the year. He hates all workers and especially hates that he has to pay them for a day off. No wonder he loves foreign country workers.

I'll start - basking in the fact that they have no idea whatsoever (or care) what goes on in the CO's and garages. I have to laugh at the tonedeaf corporate videos. Life is good for some people, but the customer is not being served properly.

After getting the RIF in Nov 2018 (65 age, 44 yrs service, only one in my position) I have realized there is no rhyme or reason.
My best opinions are;
1) It’s not business, it’s personal
2) The ELT always look out for themselves
3) What you know means nothing. Who you know means more.
4) It can and will happen to anyone at anytime.
5) Be loyal to your family, never a job. The 60’s and 70’s are gone and not coming back.
6) Trust and respect are a 1 way street and not from leadership, so don't give to them unless the earn it.

No wonder her daddy didn't want her to takeover the company and instead tried to direct her toward leading Fidelity charitable.

We should be proud of CA making it to the Time100 Acute Incompetency list, yaay.

# Questions About Executive Accountability: The F5/HackerOne Case Study

• An objective timeline raising questions about corporate governance and executive hiring practices*

## The Timeline

2019-2023: BIG-IP Next Development

• F5 Networks invests heavily in next-generation BIG-IP platform
• 5+ years of development, significant R&D resources allocated
• Positioned as the future of F5's core product line

2022: Leadership Change

• Kara Sprague appointed as Chief Product Officer at F5 Networks
• New role created to "oversee F5's entire portfolio of multi-cloud application security and delivery solutions"
• Takes responsibility for $1.3B annual revenue product business

2023-2024: Company Struggles

• January 2023: F5 lays off 620 employees (9% of workforce)
• Multiple additional RIF rounds throughout 2023-2024
• Company cites "persistent macro uncertainty and customer spending impact"
• Conservative growth projections announced

2024: Product Strategy Reversal

• BIG-IP Next launches after years of development
• Shortly after launch: F5 announces discontinuation of BIG-IP Next
• Massive investment in 5-year development project written off

September 2024: Executive Departure

• Kara Sprague leaves F5 Networks
• F5 announces major leadership restructuring with new COO, CRO roles
• Timing coincides with BIG-IP Next discontinuation

October 2024: The Promotion

• HackerOne announces Kara Sprague as new CEO
• Press release highlights her F5 experience managing "$1.3B revenue business"
• No mention of recent product failures or layoffs under her leadership

## Questions This Raises

For HackerOne shareholders:

• What due diligence was performed on the BIG-IP Next failure?
• Were board members aware of the timing between product discontinuation and departure?
• How do recent F5 outcomes factor into future HackerOne strategy assessment?

For the industry:

• Should executive accountability include recent strategic failures?
• How do we ensure thorough vetting beyond resume highlights?
• What responsibility do boards have to investigate recent track records?

For F5 stakeholders:

• What lessons learned from the BIG-IP Next investment?
• How will product strategy decisions be evaluated going forward?
• What accountability measures exist for major strategic failures?

• This timeline uses publicly available information from company press releases, SEC filings, and industry reporting. All dates and facts are verifiable through public sources. The intent is to raise legitimate questions about corporate governance practices, not to make personal accusations.*

Sources available upon request - all information gathered from:

• Company press releases and SEC filings
• Industry publications (GeekWire, TechCrunch, etc.)
• Public LinkedIn announcements
• F5 Networks investor relations materials

I'd not have believed the rhetoric if I hadn't first hand witnessed manager blocking my promotion, sidelining me into oblivion to clean up the mess in another squad.

What is the point when managers are shutting down actual performers to give opportunities to less deserving individuals just coz they're in the same region as the manager????

Another MW Fluff piece. The guy says we do culture better than Exxon. The guy is wrecking our culture and made it a dreadful place to work!

https://www.nytimes.com/2025/08/31/business/chevron-oil-mike-wirth.html

As Phil scuffles into the sunset, leaving the company as weak as it's ever been, welcome Sanoke.

Welcome to a company struggling with bad leadership, no strategy, and unfocused product decisions. Organizationally a mess and one reorg away from a buy-one, get-one reward at BCG. More turf wars than West Side Story with enough passive-aggressive energy to power any high school drama.

FactSet needs a reset; you can be that change agent. The rot reaches at least L3 as the blind lead the blind(er).

Please give us an idea of why you're here and what you're hoping to achieve. Give people some hope that something new will happen.

Is TSS IBM GLOBAL SERVICE or whatever they are called these days. What is the plan for that?

On this labor day I just want to tell all of my employees that I cant wait to lay you off! I wish you would work made up holidays like this as what is most important in life is pleasing the shareholders and me! Get back to work and do better!

MW

Absolutely astounding that the few people left here at xerox, have no clue what is honestly happening, or they just don’t care …about anything.

Digging ditches in the rain, would be considered an upgrade ☔️

But when you don’t care about anything and you are stubborn as can be. Well.. that says a lot about you.

Only a fool fights in a burning house, as you may win the battle but loose the war 🔥🏠🔥

FF had promised to release a plan at the beginning of the year.
Now we’re in September, and still waiting…
Does anyone know when it will finally be delivered?

Something quite sus going on, as they kept moving this call and now it falls on the dreaded date.

Don’t know what to expect as they haven’t shared much info with us “regular” employees.

Most senior leaders already know their roles. Some were informed months ago, others more recently.

Mid-level managers were notified last week about changes to their teams below a certain level. They received updated reporting structures and job titles for their direct reports. If any team members were being let go or given a choice regarding their role, those individuals were not listed.

Managers were simply told that they had someone affected, either through termination or an offered option, without further details.

The conversations with affected employees are being handled at higher leadership levels.

All conversations start on Tuesday. For people managers with larger teams, this may extend to Wednesday.

If no communication is received on Tuesday, it’s a strong sign that the role remains unchanged. If you also don’t hear anything on Wednesday, your position may depend on the decisions of others who were given options.

Fast follows will happen Thursday through Monday based how exits and option decisions unfold, as well as how leaders want to structure their teams.

I’ve heard from multiple sources that some entire functions, or nearly entire functions, will be wound down. The affected functions will not surprise anyone.

“Sell the value of the network. We’re a premium brand and that’s why we charge more”, says our Sr Leadership and VLC. 4 out of the 10 lines on my EPP were out for 10 hours. When will leadership realize this “premium network/brand strategy” isn’t real and lower prices/admin fees and stop outsourcing to India and Asia?

So was so in touch with us; she understood our pain. I thought it was so awesome when she said "If you don't like it here, you can leave". Such poetry and compassion.

All I see is frustration, anger, and disarray. Morale wasn’t great before, but now it’s completely tanked. Yes, I still have my job, but I feel sick just thinking about coming in tomorrow. Things can be done well and for everyone’s benefit, or badly, serving a few for a short while but damaging everyone else and the company’s future. Why leadership always chooses the latter is beyond me.

Very interesting commentary on the memo
https://podcasts.apple.com/us/podcast/business-pants/id1483976205?i=1000721224099

Skip to 39 mins 50 seconds to go right to the Stanley memo and listen to the end to see who the “winner is”

Worth a listen if you are an employee

9/2 is the date the tool closes. I know they know where everyone going where. The 3 choices are only formality. The new leaders pick their team. A lot of politics involved

Any news about the db org under Juan?

Look at his business decisions, all to the determent of AT&T. Buy high, sell low. Who profits? Not AT&T shareholders. AT&T is the cow that is getting milked and the employees are blamed for not feeding the cow enough grain.

Are you "living your purpose" yet?

Network goes down due to our inglorious outsourcing

Retail leadership cracking skulls to convert all the traffic walking in.

This is what a sinking ship looks like ladies and gentlemen.

Just saw the Meghan Trainor SF commercial. Can SF get any more ghetto or low rent? I guess they are targeting the 2040 population just like the 2040 workforce. It's embarrassing SF! I wonder why were are #2. #2... that basically sums up everything at SF. The work environment and company smell likes, looks like, and feels like #2. Our commercials are pure #2 just like our Exec leadership!