#leadership

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!

Because that’s all that’ll be left in a few months once the job market turns. I heard 50+ in marketing solutions are planning to bounce by EOY. They don’t trust leadership at all because of Martin and Spiegel

Because we’re not a-s kissers like that other guy.

Thank you for your attention to this matter!

ANONYMOUS, Employee of Teradata (TDC) Corporation

Bad enough that every day feels like a punishment for a choice I barely remember making.
And if I dare complain, Ernest’s voice echoes in my head: “You self-selected for this role.”

The expectations?
They are not expectations. They are shackles.

Seven days a week. Twenty-four hours a day. No pause. No mercy. No life. And still “You self-selected for this role.”
Four jobs crammed into one because people burn out and leave, and replacements never come. Their absence becomes my burden. And still “You self-selected for this role.”
Forced into company charity work, even though my own family barely remembers what I look like. And still “You self-selected for this role.”
Begging for scraps of budget, even with a team of a hundred souls. Every dollar has to pass through Ernest, because we are all assumed to be thieves stealing from his bonus. Because God knows, we will never see one. But of course “You self-selected for this role.”

I missed my son’s entire summer of sports. Every game. Every smile. Every memory.
Gone. Because I was chained here.
I leave home at five in the morning, return after seven at night, and collapse into bed only to wake up still exhausted.
I have fallen asleep in the bathroom at work. I have fallen asleep driving to work.
I confessed this once to my colleagues. You know what they said?
“Do not say anything. Do not make Ernest angry. He does not care.”

And he does not.

We cancelled the VIA because Ernest did not want to hear the complaints.
The job market is brutal, and he knows it. He wears it like armor, like permission to treat us all like dirt. Like criminals. As if respect is too expensive a luxury to waste on us.

Quarterly reviews? Forget it. My boss literally told me to just get AI to generate something. Promotions? Not a chance. Ernest fills jobs from the outside, proudly waving the diversity flag, while those of us drowning here never get pulled from the water.

Every single person in Supply Chain hates their job in Spring.
We are exhausted. We are broken. We bleed for this place, and in return we get nothing. No bonuses. No stock worth anything. Just the knowledge that Ernest collects his fat paycheck on the blood and sweat of our backs.

And the Fire Side Chat?
God. Two hours before, you will hear someone calling this place what it is, a shithole. But once the cameras roll, suddenly it is smiles and empty words about how great it all is.
It is pathetic. It is tragic.
We are so dysfunctional it hurts.

Heard there is a small contingency of GP's discussing a no confidence vote for Penny. Has this ever happened at the firm?

In his now infamous “to all employees” diatribe, Mr. Stink penned, "We run a dynamic, customer-facing business, tackling large-scale, challenging initiatives“ but I am here to inform you that we actually run a telephone company. For a hundred years it was a monopoly, but even after divestment, it’s basically the same business. People (aka customers) want to communicate and we provide the utility infrastructure. The end. What your still here? Waiting for me to eat shawarma? Since you’re still here, ask Mr. Stink at his feeding trough in South Akard why we need him? If I ask Ask AT&T, ChatGPT or Microsoft Copilot Chat how to run a successful dynamic customer facing system, it will give me a 2,500 word double spaced response in 30 seconds and ask if I want it in PDF or PowerPoint. I can ask that question while chained to a desk or watching the TV and I wwill get a response. So maybe instead of chasing all of us Gen Xers off your lawn because we can dial on a rotary phone, you can pack up your shine box and hit the road, pyjam-pa!

Google AI: Medtronic Org structure is very deep, not flat. Will EM involvement drive middle or senior level of management layoff?

AI answer:

Involving activist investor Elliott Management (EM) at Medtronic is likely to drive layoffs at both the middle and senior management levels. While middle management is most vulnerable, senior management is also at risk due to a culture of long tenure and deep hierarchies.

-- Layoff risk for middle management
Middle management is most likely to be targeted in a push for a flatter, more efficient corporate structure.
Elliott's history: Elliott has a well-documented history of pushing for aggressive cost-cutting and workforce reductions at companies like Southwest Airlines and AT&T.
Operational inefficiencies: Medtronic has a deep, bureaucratic hierarchy with "excessive bureaucracy" noted in employee reviews. The newly formed Operating Committee, influenced by Elliott, is tasked with improving cost discipline and efficiency, which often means streamlining the organizational chart and reducing redundant management layers.
Redundant roles: Restructuring often involves pushing accountability down to the operating units, as CEO Geoff Martha has previously attempted. This makes layers of middle management that are not directly tied to revenue generation more vulnerable to elimination.

-- Layoff risk for senior management
While less common, senior management is not immune to restructurings influenced by activist investors.

Challenging the status quo: Elliott's approach challenges the "entrenchment of long-tenured executives" that can characterize large, stable companies like Medtronic. Elliott can advocate for leadership changes and board reshuffles, including CEO replacements.
Holding leaders accountable: The new board committees will hold senior leaders more accountable for the performance of their portfolios. The potential for divestitures and strategic shifts driven by Elliott puts the leaders of underperforming or non-core business units at a higher risk of being replaced.

Reshuffling and departures: The creation of new board committees and the shifting strategy often cause high-profile executives to depart, as seen in the recent exit of Medtronic CFO Karen Parkhill.

Potential outcomes

• Initial reductions: The process will likely start with cuts to operational and supply chain roles, as has already begun.
  Later-stage management cuts: These will be followed by more strategic trimming of middle and senior management roles to create a leaner, more agile leadership structure.
• Varying impact: As CEO Geoff Martha stated in a past restructuring, the impact will vary across teams, regions, and countries. Some departments, especially those tied to specific functions like manufacturing and supply chain, will see heavier reductions.

In summary, Elliott's involvement and Medtronic's focus on profitability will likely result in layoffs affecting both middle and senior management. While middle management is most at risk from cost-cutting initiatives, senior leaders in underperforming portfolios or those whose roles are deemed redundant will also face significant scrutiny and potential elimination.

(1) Hard Work Isn't Enough
Results need to be seen. Advocate for yourself - quite efforts get ignored.

(2) Loyalty Won't Pay The Bills
Companies are loyal to profits, not people. Look out for yourself first.

(3) Your Job Title Is Temporary
Focus on building skills, not clinging to labels. Titles do not define your value.

(4) Your boss isn't always right
Leaders make mistakes too. Challenge respectfully when it matters.

(5) Networking is Non-Negotiable
Your skills are important, but connections will open the doors.

(6) Burnout is not a Badger of Honor
Work smarter, not harder. Protect your energy - it's your greatest resource.

(7) Comfort Zones Ki-l Growth
If you are not uncomfortable, you are not growing.

(8) Feedback is a Gift
Even the harshest feedback can teach you something valuable. Seek it out.

(9) You Are Always Replaceable
Focus on making an impact, not being irreplaceable. IMpact builds a legacy.

(10) Perfection Slows You Down
Aim for progress, not perfection. Done is better than Perfect.

(11) Career Progress Is Not Linear
Side steps, failures, and pivots often lead to the biggest wins.

(12) No One Will Hand You Success
Take ownership. Push for opportunities. No one is going to care more about your career than you.

Author's Footnote - The 12 Truths listed below are not just for engineering but apply to all jobs. In addition, I would add the following advice. Be honest, respectful, humble, and guard your reputation and integrity to establish yourself as someone who can be trusted and has credibility.

There would be more accountability. Ginny would have been tossed way before 2020. She was horrible. Declining revenues quarter after quarter.

Alvind would probably have been shown the door as well. He is an awful leader, he is awful at communicating and he is arrogant, and just plain miserable. He hates being held accountable for his blunders.