#leadership

Interesting take from Mastroberti Consulting.

Unfortunately, it fails to mention the cultural rot within the company and lack of leadership.

https://www.linkedin.com/posts/nike-branding-leadership-ugcPost-7456417724651593728-rd-P?utm_source=share&utm_medium=member_ios&rcm=ACoAAAPVOD8BUne0BRo2Kmc4QJlwiay3bWEfCtI

when you tell people at wprk you’re unhappy, you think you’re putting the co on notice... like, im a good employee, i’m telling you something is wrong so go fix it before i leave.

but that’s usually not how it works.

your boss tells their boss. then everyone starts asking what’s up... and maybe for five minutes it sounds like they care about the problem.

but then all of this always flips...

because the problem you brought up is probably happening under their leadership. so now it’s not “what do we need to fix?” all of a sudden becomes “is this person becoming a problem?”

then come the usual labels. you know them all...

ur not a culture fit. probably checked out. might leave anyway. maybe we need a backup plan, who's covering for him, who else knows her work, etc...

and now the thing you complained about is no longer the main issue. you are the main issue.

meanwhile you’re sitting there thinking they’re working on it. but behind closed doors, they are deciding what to do with you...

because fixing a broken system is hard. replacing one fu--ing unhappy employee is sooo much easier for them...

so before you tell them everything, just understand the game. rarely feedback leads to change but, often, it just tells them who to plan around.

stay safe.

New leadership, VP’s after J Hobg**d left.. made unnecessary work for Project Managers and Engineers! Don’t get suppliers rate ready, just make a new SIMS IMS excel sheet with 100s of manual entries, make only 5 POB purchase orders allowable from the beginning of the year, sending wrong supply signals to Suppliers, and then reversing course after procurement realizes pushing all the Purchase Orders to 2027, made all the suppliers say, “oh they don’t need the parts now, and slowed First Article process”! All because they wanted all the money available to show to investors on the books. So the VPs of procurement, planning and rate readiness delayed projects by their leadership decisions and will put it all on the Project Managers! The department cant focus on FAIR & if parts are delivered because they’re making new excel sheets with 100s of manual entries, and new PowerPoints with charts that takes focus away from getting parts produced! Project managers now also got to manage the production department deliveries! No focus on getting FAIRS done, just Directors and VPs focused on impressing the CEOs and getting a bonus and promotion!

We have Simon, the Mission CEO now. He is on the senior leadership team so at least we have a smart person in charge of things around here. I think the whole cloud thing is really going to finally take off!

I'll be brief - almost all of them are always performative, vague... overly scripted and fu--ing unable to execute...

Is MW the most un-American CEO in Chevron history or is he the most American with the way he's acting?

Especially the 50+ crowd. Then maybe a few slackers. But management/leadership titles? Absolutely safe.

And more next week? Is that the actual timeline? Just piecing together rumors and posts.
Good luck to everyone.

Hey Billie D! Let’s see how well the bank does this quarter coming up with lower productivity because you can’t adapt to modern time and need to save face with all of the real estate you purchased by displacing employees who could manage work life balance for once. How fun!! Can’t wait to hear about it!

Great article regarding the 7 years of CMS non compliance - all under Gail, Fiona and Gloria’s watch. Be clear this is not a difference of opinion on what it takes to be CMS compliant, I believe there were decisions made that it was easier to just fake it and see what they could get away; it was cheaper to risk non compliance than to spend the money to get the data in order. Why won’t they let Pete testify? Doesn’t sound transparent or ethical and it is not good leadership. The Board members who weren’t part of the FA stage need to hold those that were accountable and make some changes cause they are about to enter the FO stage.

https://www.healthcare-brew.com/stories/2026/05/04/elevance-estimates-935m-avoid-CMS-sanctions

Sounds like she was pushed out.

Is it just me, or this looks like an "AR role was not performing as expected, so we removed his reporting lines" with an over-enterprised envelope of "This is to be more aligned with markets"?
Is something going to really change?

Would they make them axe people on their team first, then they are cut? lol I want to be in those meetings

Will any one from top leadership look at the earlier comments about managers and directors. If things are not taken care it will damage more internally, things are not improving. We don't have a HR where we can complaint and help ourselves.

There are lot things which are being spoiled in the background. Some one has to come either from India leadership or US and resolve the cause

JOMO - The Joy of Missing Out —is the ultimate leadership flex. * It’s the joy of trusting your team to take "Total Ownership" of the talent lifecycle without you in the room.

Let’s stop rewarding "presence" and start rewarding "impact."
Who’s brave enough to decline that 4:00 PM "update" meeting and trust the team to handle it? That’s the BOLD standard.

#Leadership #JOMO

Wise words from our world class chro!!!

Lots of shuffling around of teams again and unfortunately losing some good people, then CTO is out on leave? What is going on?

With more and more organizations going to 5-day RTO, I'd expect a mediocre, follow-the-herd company like Cigna to fall in lockstep within the foreseeable future.

Evanko's Town Hall comments about the wonders of having a "best friend at work" just seemed to be laying the foundation.

Anyone with educated guess and/or practical insight and willing to comment?

Putting this here to see if anyone notices/cares to comment. I’m a Uniondale employee, one of about 200. Various business lines where most are vestiges of the old Dreyfus business. It’s clear the greater corporation wants to reduce headcount by forcing this move while offering no financial incentive. The commute from Long Island to NYC requires a train and subway. We’re looking at an estimated $5,000 cost for that, nothing less than 90 minutes, some will have over 2 hours one way. These are good dedicated employees who are being tossed out. Sure, the jobs aren’t eliminated (yet) or offshored (yet), and as someone here posted AI = All India. The transition will be difficult at best. We’ll see if it’s tolerable, but no one really seems to care. The announcement was heartless, an 8AM teams meeting where KB proved again to be soulless. He read a prepared statement that took all of 4 minutes. That’s it. Most groups didn’t even have senior management in house to… well to lead by example. But we will do the purposeless exercise of feedback, complete the peak on surveys, attend town halls in order to hear how fantastic everything is. Sad that a corporation of this magnitude won’t offer assistance to keep people happily employed. Oh wait, I just received an email from KB titled Uniondale Office - Helpful Resources. It contained two links. One for a commuter benefits program where BK hires a company to explain/manage your ability to have a maximum pretax (fed only) contribution of $340/month to cover commuting costs. Something but very very minor. And don’t forget that our taxes will now increase because NYC taxes will apply. Another 2-2 percent salary increase would go a long way in meeting the extra cost as well as supporting the idea that BNY cares about its employees. In reality leadership cares about the next McKinsey project (how’s P-M treating you?) and publicity for the CEO. All hail the smirking emperor who had a massive pay increase on the broken backs of his overworked employees. Let’s see how they react to people agreeing to move but resign at the last minute.

IT is now a mess. What was a lightweight tool for cross-functional professionals for backlog management, tracking, discussion is now a mesh of complex of un related busy work. Leadership, don't know heads to tail. Decides to build a new layer of complexity and gatekeepers - calling these people RTEs. When will actual work be done with real knowledge ? But, no we have powepoint jockeys, and fake 2nd grade maths used in putting up ratios and calling them velocity, flow and cycle time. Try solving some hard problems for once.

It is hilarious watching all the smoke being blown about Kinetic winning all these women’s workplace awards…. Where are all these Women at in President and CEO roles? That is where it should be visible… otherwise it’s just a feel good smoke screen…

How long will she last as CEO of LULU .... (if she even makes it to the chair in September)

If Humana truly has in mimd a goal to have the corporation to be successful, then I strongly suggest they do an across the board evaluation of all persons within the roles of Director, Associate Director, Manager, and perhaps even Vice Presidents of segments.

My suggestion is to fire all those that were hired many years ago in the past (and also recently) who are Cronies, Nepo Babies, and DEI hires.

Then, replace them with persons with the actual education degree for that field, that have the experience and training and past track record, and are fully capable of producing actual effective results that assist the company in reaching its strategic goals.

Changing direction? Again? Is it funny now?

I’m a new director to Honeywell (4 months). I’m completely shocked my the lack of professionalism and communication skills. People don’t respond to meeting invites, ignore email, read texts/don’t respond and don’t call back. Free for all. The folks at the site only do what they want, no partnership with corporate functional leaders. Why has the culture devolved to this?

Upvote if know a leader with patni working as contractor

What is this new Take Two video we’re doing in the US? It feels like a segment in a local tv news program. Can leaders just communicate with us without dressing it up like this? It feels so inauthentic and artificial. Bad vibes. Especially for OA, who is usually a very transparent and genuine person. I’m sure they’ll regret making this when something important has to be communicated and quietly cancel it.

EH but rather PK not letting EH do anything radical to fix it
the way he sees it necessary.

I guess PK is not really gone but applying his invisible pressure
behind EH's back. That makes EH a puppet.
PK a actual power

1- Systemic Compensation Stagnation: A complete freeze on base salary increases for the majority of the workforce spanning the last 5–6 years, regardless of inflation or performance.

2- The "Recycled Equity" Strategy: While ICs receive small bonuses, managers and directors are tied to RSUs with 4-year vesting schedules. These serve as a "retention carrot" that disappears instantly upon layoff—allowing the company to claw back earned equity and "recycle" it to lure new hires into the same cycle.

3 - The 2025 Manager Purge (FY26 Q1): A calculated wave of terminations where managers were directed to lay off their own teams, only to be terminated themselves immediately afterward.

4- The 6:00 AM Termination Protocol: Highly impersonal exit procedures, with U.S. and Canadian staff receiving automated emails at dawn, accompanied by severance packages described by employees as "garbage" and "sub-par."

5 - Efficiency Paradox: A relentless "do more with less" mandate enforced through perpetual hiring freezes. Despite corporate messaging, internal AI tools provide minimal functional support to offset the loss of headcount.

6 - The Psychological Toll: A workplace culture defined by "survivor’s guilt" and low morale as remaining teammates are forced to absorb the workloads of their terminated colleagues.

Suffolk supervisor going on interview for spectrum, they know what’s coming

Like we said on our last post, you fed us sh-t again! This is the 2nd bad choice who was made our lead and forced on us in a row.

Do you feel Verizon shifted in a better direction under the new leadership? Do you feel valued? Are you being listened to and counted? Are you being fairly compensated? Are your leaders "in it with you" or using the "Do as I say" motto? I'm just wondering?

I've been here twenty two years and I can tell you the best days are behind us. What this place used to be and what it is now aren't the same thing.

I often find myself thinking back to the stories of what Ford used to be—a place where we didn't just build cars, we built a community. There was a time when the company played to its greatest strength: the people on the floor and in the offices who poured their hearts into products they actually believed in. We had a brief moment of that magic again in the late 2000s, where it felt like we were finally back on track, but looking back, that feels more like a lucky spark than a sustained flame.

It’s heartbreaking to see how far we’ve drifted from that 'people-first' spirit. A company is only as strong as the folks who show up every day to keep it running, yet lately, it feels like management has forgotten that we are their biggest asset. Instead of lean, common-sense leadership that trusts our expertise, we’re seeing a culture that treats people as line items rather than the heartbeat of the brand.

We’ve traded our identity for a series of pivots that don't seem to lead anywhere, and you have to wonder: what is there to show for it? If the goal of this new direction was to make us better or more efficient, it’s hard to see that reflected in the morale of the people around me. Management’s primary job is to steer the ship and protect the crew, but right now, it feels like they’re just letting the engine stall while we lose the very culture that made Ford great in the first place.

Bill, Jim, just stop, things aren't getting better.

Anta makes great shoes lower cost and just as good if not better. China market is lost and surely, they will lose N America as well. Nike is losing market share. This company is so bloated. try a 5-10K layoff like Intel to become Nimbler. Way bloated leadership structure with fancy names. Nike shoes are cheaply made and overpriced. They do not last more than a year with regular use. Lipstick on a pig with superficial design and cheap construction.

What are everyone’s opinions on central GVP if you are in those regions ?

I don’t care what your favorite dessert is or what your summer vacation plans are. Read the f’ing room. I’m too busy trying to figure out how I’m going to keep a roof over my head if I get laid off to care that you road your bike in Italy. The water cooler conversation in Chandler is how many people got laid off the week before.

Tone Deaf. Let them eat cake. Do you think this is a good look? Will it attract customers? Not likely.

JLJ gone. No “thanks for your service”. Just appoint interim long timer and business as usual.

Good for 3M. He was very bad at his job.

Changing MGR review to 100% multiplier BUT still staying 25% payout based on individual multiplier. The jokes wrote themselves.

Love the additional info where managers can't quit on Sept 1 beginning of fiscal and and still collect bonus in November.

This proves they KNOW everyone hates this job and this company so they change the rules to force management to stay longer.