#leadership

Seriously. Go to another bank. Find the strength of racism that exists no where else only at our finest USAA. even more odd, most employees are actually supportive and help one another at other banks. We have a deep rot here. its why we only attract the most d-list leaders.

Pearson continues to decline year after year, I’m shocked they are still hiring people. Every 8-12 months it’s time to layoff a group of people and start over again next year. I spent 7 years watching this disaster before finally leaving. The lack of leadership and pi-s poor planning in this company is ridiculous!

F5 is poised for recovery as it doubles down on the technologies that power and protect today’s digital world. With businesses rapidly adopting hybrid and multi-cloud strategies, F5’s expertise in application delivery, security, and traffic management has never been more relevant. The company’s transition toward software and SaaS-based models ensures sustainable, recurring revenue while its Distributed Cloud platform expands reach beyond traditional load balancing into full-stack app security and observability. By embracing automation, AI-driven insights, and edge computing, F5 is positioning itself as a trusted leader in simplifying and securing complex application ecosystems—laying the groundwork for renewed growth and investor confidence in the years ahead.

Kudos to FLD and executives focusing on XC(SaaS) and not just sticking to legacy system.

Times are tough. Changes are coming so fast we can barely keep track. Don’t be discouraged. It is so easy to stay in that mindset. Everyone has moments or seasons, but there is a way through and we will band together to find it. Within TRP or somewhere else. The journey is often difficult, but we will find our new normal, adapt, and flourish. Bad leaders will be exposed eventually. Bad business process too. Unfortunately at the expense of great people sometimes, but that is just the nature of business at this level and in this climate. Care for each other. Check in on one another. The greatest assets are the people, and when we look around at each other, there are far more good apples than bad.

TCS , the named outsourcing for the core IT infrastructure teams at Lyondebasell, in an effort to reduce cost due to a CEO thats has shamelessly destroyed a vibrant company with unneeded loans, closed plants and a business model that is ridiculously unsubstantiated, has proven during a "transition" period, to going to cost more jobs, less productivity, poor service, and downtime. This Indian based company is typical of a CEO, CFO, CTO and certain directors that have little to no knowledge of IT outside of the buzzwords they learn on Google. The dumpster fire that is management has reduced a prosperous company and great place to work to a steaming pile save-my-a-s ELTs and SVPs with below sub-par entry level at best outsource contractors.

Remember when Verizon’s leadership thought they were smarter than Elon by hiring a marketing executive from Twitter?
Elon had fired her — and guess what? Verizon lost millions of dollars on a failed rebranding and logo.

Does anyone know When the TMTs recommendations to Leadership will be finalized?

Forced on-site work for most teams, useless middle management, directors/VPs getting to switch shoes and retain/upgrade their salaries despite abysmal failures in the orgs they preside over, corporate leaders throwing out dead and played-out initiatives that also fail constantly (because they are all outdated, obsolete, and largely ineffective), morale in he-l, frustration across departments boiling over from increased workloads and decrease team sizes causing burnout. I'm sure there are others to add to the litany, but I'm wondering, when does the straw break across the camel's back and we take back power as employees. Do we continue to drink the koolaid or speak up and pushback on these incompetent leaders and processes? Please, if you feel or deal with any of this, it is time to start writing letters or something. This cannot continue. We're in the age of modernization yet things feel so artificially dystopian. Do not play the side lines. Make your voices heard!

For those that believe that remote workers are running errands and doing laundry on "company time", most remote employees are salary. That means they are paid to do a job, regardless of the # of hours they work. Some might get all of their work done in 25 hours, and others might need to work 50+ hours. It is the job of their leader to evaluate their work and determine if they are doing the job that they were hired to do. They do not make OT, so if they actually do a load of laundry between meetings, they are not stealing company time. If they are in the office 40 hours/week it does not mean that they are completing more work.

Start by listening, because -- "newsflash" -- you probably know less than the team you just inherited, so ask questions, find the real blockers, and do your actual job.

Also, stop hogging credit when things go right and then unloading blame when they do not. Happens all the time. Stop now... that routine is stale.

Keep micromanaging and you get 0 loyalty on day one, act professional if you want professional output... treat me lke a child and you will get the bare minimum.. your choice.

If you are a corporate climber (probably are) using us as a rung, expect minimum effort from me in return... no tip, no extra mile.

Respect is not a free perk of your title, the bigger the title the harder you have to work to earn it, and since I cycle through a new manager every 12 mo, you are on probation until you prove otherwise.

stop the pointless mtgs that could be an email and stop spamming me on chat, that noise is not productivity.

Say AI like it is magic fairy dust and you owe the swear jar, pay up unless you bring budget and real use cases.

And cut the passive aggressive nonsense where everything is fine all year and then at review time I am suddenly the worst employee in history, give straight feedback when it matters or save the performance theater for someone who buys tickets.

Interesting, I did not realize there was a connection between Patrick Dennis and David Funck from Alviria where Patrick Dennis was CEO and David Funck was CTO. Things are starting to make a lot more sense now.

(based on Gemini queries)

Patrick Dennis:
Based on the available information, Patrick Dennis served as President & Chief Executive Officer of Alvaria, Inc. from 2021 to 2/2022.

Prior to that, he was President & CEO of Aspect Software (which merged with Noble Systems to form Alvaria) from 2019 to 2021.
https://www.vectorcapital.com/team/

Patrick Dennis started as Chairman of the Board at Avaya in 2023.

The role began when the company emerged from its recapitalization in May 2023.

David Funck:
David Funck was the Chief Technology Officer (CTO) of Alvaria.

While the exact start and end years are not specified in the available snippets, it is confirmed that:

He served as CTO at Alvaria.

He was noted as Alvaria Chief Technology Officer in an article dated Tuesday, July 19, 2022.

Alvaria's launch date was in 2021 (formed from the merger of Aspect Software and Noble Systems).

He later joined Avaya as Chief Architect and then became their CTO.

The exact month David Funck began as CTO of Alvaria is not explicitly stated, but the information suggests his tenure in that specific role started close to the company's formation:

Alvaria was formed by the merger of Aspect Software and Noble Systems, which was announced on May 10, 2021.

David Funck had previously been a technology leader at Aspect Software for 20 years, and served as Chief Technology Officer there.

He is listed on Alvaria's subsequent leadership teams as the Chief Technology Officer.

Given that Alvaria was formed in May 2021 and he was already the CTO of the merging entity, Aspect Software, it is highly likely he transitioned into the role of CTO for the newly formed Alvaria around May 2021.

The available information states that David Funck was the CTO of Edify and joined Avaya through the acquisition of Edify, which was closed in May of 2024.

The specific start year for his tenure as CTO of Edify is not provided in the context, but his time in the role would have ended in May 2024.

Uh-oh!

It's probably the EC figuring out a new time for meetings, but what do any of us learn at these? Rah rah b.s. and lies.

SP500 up 20 percent YOY. SOLV down 6 percent YOY. Looks like Nellies plan to "unleash" value from SOLV by spinning off filtration and chainsawing off 1000s of jobs is a smashing success (not!)

I guess adding layers of outside hires at VP levels, mainly cronies, doesn't grow the bottom line. Nor does firing the worker bees just to meet Peltz expectations.

Earth to Peltz! Layoff off Bryan, sell your shares, and return to your Florida yacht for retirement. The beaten down masses will take it from here.

This leader really nailed it and I think this will help everyone who is anxious about the layoffs coming in 17 days.

https://fortune.com/2023/09/25/verizon-ceo-hans-vestberg-rank-mood-leadership-advice/

If there’s one thing we do best, it’s working ourselves into a frenzy before we even know what’s really happening. That’s just human nature. But I honestly think this time it won’t be nearly as bad as we’re imagining. Dan doesn’t strike me as the kind of guy who’d storm in with a hatchet and start swinging (or at least that’s what I’m choosing to believe until proven different).

New Paramount Skydance Senior Management (DE/JS) made a big stink of saying that they want to be one and done. The next thing we know this has now turned into another round of 1,000 layoffs. Maybe the next cycle is a focus on International, maybe it something else. It would truly be wonderful if the Senior Leadership of this company could enlighten us a bit since they were the ones that put the "one and done" out there. Don't really want to have to be thinking about this 24/7 as we approach the holidays. Maybe someone can tell the new Head of PSKY Human Resources to truly do the "human" thing and provide some guidance here. They set the expectations on this in August, not us. And now here we are again...

FInance undergoing major upheaval targeting 25 % and being achieved via force rankings to avoid severance payments. How is this legal? Nevermind unethical but Dermie doesn't really care.

People are getting fed up and just leaving too. Shame on the managers that don't have a backbone and push back. Note to managers, you are next to go, Karma is a bi--h.

Jassy tried RTO as incentive to leave. Employees were adamant they'd leave in droves. Those who said they'd leave didn't follow through and betrayed everyone else. There was no meaningful uptick in attrition after RTO. What other options does Jassy have to reduce the bloat?

Does anyone have any insights on the COO leaving? Is she training Accenture to do her job too? I never thought they'd let her slip away given hiring goals.

Cengage has gone so far down hill in my 15 years with the company. I used to feel like they actually cared about their employees. I am no longer proud to work here. Why are we not paying a livable wage? Why are we expecting so much out of people who make equal to someone making your fast food order?
What happened to company picnics and showing appreciation to your employees during the busiest time of year? WHY ARE ELEVATE POINTS SO HARD TO GET??? Then when you do get some the amount is just offensive. Cengage eliminated some very important roles and everyone left after is expected to just stay positive and figure it out. What happened to white glove service? Why is there no support or true leadership for the employees? PAY US MORE. stop eliminating roles just to bring people back with a new title and less pay. The customer support over seas is not working either. Bring the jobs back to the US. This company is just getting worse and worse by the day.

During Dan’s speech he told us that it was his 22nd day as CEO. He then stated that by his 44th day as CEO most of his transformative plan would be revealed and much of it would already be set in motion. This is the start of the 1st week of Dan’s 3 week transformation kickoff. Hang on for one heck of a ride! Hope I see you on the other side!

AT&T would face a lot less resistance to change if leadership finally dropped the RTO obsession. Most of us support performance-based expectations and accountability, but the forced return and relocation policies have turned the majority of employees against upper management.

You can’t rebuild trust while punishing the workforce. People aren’t resisting change, they’re resisting bad leadership. Until that changes, you’ll keep getting the bare minimum effort and zero loyalty in return.

I don't want to dive into revenues or actual layoff numbers here, but curious are you guys actually upset being here? The culture still feels great on my team, I'm happy and my manager keeps me challenged and is focused on growing my role here. Does anyone here not feel the same?

I wasn’t laid off but I’m over Target. My 7 year old could run the company better than their current leadership team at the moment. Everything feels messy and too much uncertainty. It doesn’t align with my values and I almost wish I was laid off. How do I continue to work for a company that operates as such?

Over the last year or two, this place has gone way off track. Morale’s at rock bottom. People are grating on each other mercilessly. We’ve got RTO mandates, turf wars over desks, and middle managers acting like it’s a contest to see who can show the least empathy. It feels less like Ford and more like the opening scene of Anyone But You - chaotic, tone-deaf, and completely detached from reality.

Executives talk about “transformation” but can’t seem to manage basic humanity. Families are being disrupted left and right child pickups, elder care, medical needs, nanny arrangements, all brushed off with the corporate equivalent of “we don’t care.” Instead of solving problems, leadership doubles down on punishment, turning “accountability” into cruelty. Somewhere along the line, we turned into a bad sequel to Office Space only this time there’s no stapler to steal, just another RTO badge swipe to prove you exist.

Yet here’s the thing: there’s nothing broken that can’t be fixed if your heart’s still in it. The people who post here, the ones who still speak up even through the noise are the same ones who once believed in this place. We cared. We showed up. We tried to make Ford better for our coworkers, our community, and the future we were building together.

If you’re having a rough time, I’m here for you in spirit. You’re not alone. At least one person at Ford is rooting for you, hoping you find your footing again, hoping you remember what it felt like when this place still had soul. We used to laugh here. We used to smile. There was a time when people genuinely looked out for each other. Now it’s like everyone’s trapped in The X-Files: trust no one.

All of us “perfect” people with the “perfect” lives seem to be locked in this quiet war, trying to survive, trying to look strong, and sometimes tearing each other down in the process. Still perfect-looking, maybe. But far from perfect, me included. I’m anxious, nervous, a little bitter at times. I don’t trust people the way I used to, even the ones I probably would’ve been friends with if the company showed a little heart.

I’ll be honest, there have been moments where I’ve cheered in the face of others struggling, not out of cruelty but from my own exhaustion, my own hurt. When you’re fighting to survive, you start finding light in the grimmest stories, just to remind yourself you’re still standing. And for that, I’m sorry. We’ve all been there. We’re all driven by love of this place, even when it’s buried under layers of anger and frustration. Sometimes we’ve inappropriately found cause for celebration in someone else’s pain because it meant our own survival. But no one truly hates you. No one here wants you to fail. That love is still there, even if it’s quiet.

We can all be cruel at times. That’s what makes us human. What matters is that we move forward, making the best of bad situations while still offering support to the people who need it most.

There’s still a chance to fix the vibe in this palce. But it starts with empathy, not metrics. Maybe we all need a little more Ferris Bueller and a little less Fight Club. Remember when we built things instead of tearing each other apart? Yeah. Let’s get back to that.

No agreement on Union Contract, New CEO with the mission to cut cost, go lean, blah blah..

Do we need to prepare for EWA?

I’ve resisted posting on here, but I feel the need to. I’m in a Management position, but not giving specifics out of fear. My Leader gave me a directive on Friday to prepare for the big Q1 WFR list. Here it is. We have to try to avoid cutting H1B people because we uprooted their lives to move them here, so we can’t leave them stranded. So I guess they feel it’s OK to uproot talented Americans’ lives instead of getting rid of cheap, inferior workers. Total BS!

Has anyone ever worked with this group before? Are they a solid team? Is Ataccama a top tier tool, their leadership is pushing the he-l out of that thing…

Whitacre Tower isn’t just where we work — it’s where our future is being built. Every day inside these walls, we’re driving innovation, reimagining how people connect, and setting bold goals for what comes next. It’s where new ideas are tested, challenges are met with creativity, and collaboration turns ambition into action.

As we look ahead, Whitacre Tower stands as a reminder of what we’ve accomplished — and what we’re still striving for. Our mission is to lead with purpose, invest in technology that empowers communities, and create experiences that move the world forward. The future of our company starts here, in the heart of Dallas, where progress never stops. Whitacre Tower is more than our home — it’s our foundation for what’s next as we strive to be the leader in convergence.

How many WIM executives relocating to the new West Palm Beach hub? What level(s) of management are allowed to work there? Were the executives required to move to West Palm Beach or was it optional with some choosing to remain at other hubs? How does this impact the broader location strategy?

All the performance managers, to marketsource.

This is going to be similar to what Elon did to Twitter when he bought it.

"To the long-suffering men and women in the trenches of the Verizon workforce, this may sound like a new commander's call for another big push days after the last fruitless effort. Under Hans Vestberg, Schulman's predecessor, Verizon's headcount shrank by 44,900 employees between 2018 and 2024, about 31% of the earlier total. Since 2015, the number has plummeted by 78,100. All this carnage has still not apparently produced the lean machine that Schulman, who has been the top independent director on Verizon's board since 2018, wants to see. "

https://www.lightreading.com/ai-machine-learning/verizon-ceo-wants-aggressive-cuts-after-vestberg-culled-45k-jobs

Who else finds it shameful and offensive to employees that Ricoh has can spend millions on a useless Dealer meeting in Nashville (following Printing United) amid a freeze on merit increases and rolling layoffs? Who are they kidding?... Most of what was presented - except for A3 MFPs and Brother-A4's cannot even be sold by their Dealers.

3rd of November will start Layoffs in EHQ and PTC and week after in ELC. In the meantime, ITC grow rapidly - hundreds of new positions. I have the impression that the company is moving to India. I wonder if it's because Sr LT in GT come from India…

We all know the answer, it's the lazy and d-mb people at top with no idea about the work we do.
Funny thing is, they are in control of the list again.

Arguably John Gibbons was most responsible for the operational decline of the FI Group.

If you need to pay him - it is a slap in shareholders faces to do so. He could have been let go for cause, not a made up Senior Advisor. Who exactly is he advising?

I am recently retired from your largest competitor (you can figure that out) after 40 years that saw our company go from the Stone Age to the dominant retailer in the World.

I still follow the retail business closely, and indeed these are changing times for all. Reviewing the posts regarding the recent layoffs at Target, I can certainly understand peoples pain and concern. At the same time, I want to say to a lot of the commenters complaining that it's time to face reality. Target has not kept pace with the times, particularly in technology and operations and store level execution.

I urge all of you to get out of your Corporate cacoon in Minneapolis and visit a darn Target store. They are awful. Standards, execution, merchandising, all just below expectations. Out of stocks on Merchandise everywhere. My local Target in an affluent area of Omaha NE ( 180th and West Center) is a pig stye. Carts of returns everywhere, freight all over the floor. The store does not get straightened at night or throughout the day. The Walmart across the street is pristine. There was a time when this is what a Walmart store looked like. Not anymore. The Walmarts I've been in lately are much cleaner, neater and instock than the Targets, and years ahead on technology that both associates and customers use to enhance their shopping experience.

Quit complaining and get out into your stores!

For those of you that are holding out to be displaced. You got to look at what the cost to yourself and your family is of staying there. The money even at the end of your long career is not going to be worth the time that you lose away from your loved ones. The leadership doesn't care if you were single parents they don't care if you have children they don't care if you have a loved one you're caring for they don't care if you have parents that you are monitoring. This is all stuff that can be done with you working at home and every now and then just checking on your kids your spouse your parents. But management has decided that is not important prioritize your life based on the most important things which is not your career.

Why does UP stock su-k so bad. They are always painting a picture of rainbows and unicorns. With earnings, safety, merger talk. Shareholders must know they are full of s$$$. Because the stock just wants to drop no matter what.

Hans was fired in 10/6 and documents to scandal were unsealed 10/30. He was fired over Verizons compliance to the subpoena while ATT REFUSED! The board didn’t fire him for abismal leadership (the board was complicit in destroying a great American company and allowing TMO to takeover telecom) they fired him because Hans didn’t have the brains to refuse to comply while competitors did. This puts the Frontier acquisition in jeopardy which is VZ only lifeline.

This means that Dan is just coming in to save face, fire as many people as possible, remember VZ absorbing 15k frontier employees so the VZ cuts will be nasty and Frontier employees will eventually get the boot in early 2027. Dan will not do anything revolutionary outside of what was already being planned prior to Hans leaving. Get ready to su-k for 2 more years until Dan steps down when he unsuccessfully gets VZ off the ground and hands it over to DRUM ROLL…..

John muthafkn Stratton.. sorry Scampath. That’s when VZ will have a small renaissance but won’t ever come close to TMO. Also remember that SpaceX which owns Starlink will IPO within the next 5 years and they will be the ones who take out TMO. VZ will be a distant 3rd.

Come back in two years and congratulate me when it all happens. Buying lotto tickets tonight. Take care lads.