#leadershipdevelopment

Next cascade should focus on redoing cascade 1. Since cascade 2, we’ve seen the same incompetent leadership coming through. How about doing cascade 1 correctly before shaving associates first? As they say, it all starts with leadership and we have it seen one in a while. Btw… doing listening posts is not enough.

Those of you saying that without a leadership change this won’t be a big deal. Steve Llewellyn‘s retirement was announced Friday. John Dean is coming to Frito US from Beverages.

That’s probably the first domino. Since it’s PEPNA, that’s the US and Canada. Prob some realignment and HQ roles being shifted to GBS

Since we benchmark everything else, why don’t we benchmark our leaders as well? If we had, we likely wouldn’t be in the situation we’re in today.

Reflecting back on the past 25+ years....wow we really had great leaders who built Verizon the right way in Seidenberg and Denny Strigl. They literally started from the bottom and moved up to CEO. It's been downhill in leadership ever since .....

From Ivan:

“Leadership is all about standards . . . those people who watch you . . . they watch how you do your work. Do you cut corners?”

“Leadership is also about respect – how you treat other people. Do you treat others as equal?”

"...when you're in a position of power, what you think is right and correct doesn’t always mean it’s right and correct. To earn respect and trust, a good leader performs the job according to the needs of the people around them, rather than their own ideas. “It wasn’t what I thought was a good job, it was what the people around me thought was a good job.”

Leading by serving the needs of others may sound counter-intuitive, but it’s an effective technique.

It was a rough 8 years watching Hans post his daily morning runs, weekly sporting events and late night concerts. We wasted 8 years with him. He was a Trojan horse.

Penny Pennington announced Edward Jones is the official Wealth Management partner of the Big XII Conference. This figures. A third class wealth management firm for a third class athletic conference. Everyone knows the top two conferences are the Big 10 and the SEC. Come on, Penny, if you really mean business you should do better. Everyone knows you are not a real leader and you are in over your head. That is why you could only secure a deal with the Big XII. While the Big 10 and the SEC have been adding programs leading the NCAA in positive growth the Big XII has been losing programs and been scrambling to pick up third tier programs to fill the holes. This sounds very similar to Penny Pennington's leadership at Edward Jones. While top leaders at Schwab, Raymond James, and LPL take talent from Edward Jones Penny Pennington is scrambling to fill the gaps as best as she can. Penny Pennington is just not adding up. Penny Pennington has already sealed her fate as a doomed leader in firm history.

We know leadership at a certain point is about potential- not actual merit or experience/ qualifications.

Who would you say our great leaders would be if it was really up to merit and qualifications?

It’s clear that Fidelity cannot and will not develop managers to be leaders.

Is there a strength that the firm has that could reshape my opinion of the firm? Things were better before the pandemic, but it doesn’t seem like work will ever go back to being a great place to work.

I’ve been kicked down so many times that even the bare minimum is more effort than the company deserves. It’s not just me, it’s my whole department and probably just a leadership style.

There needs to be a process to demote or fire the managers who were hired during the pandemic, with no experience or qualifications.

Does anyone know the numbers? When will the useless VPs be let go? Totally directionless with no vision.

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

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

Why does HPE keep shuffling the same leaders around? Is there no one else in their mind that can do a lot of these jobs? Doesn’t look like people that want to move up will get the chance. Plus all of it feels mundane and routine nothing exciting about any of it.

How long untill the new CES guy becomes CEO. Another Accenture guy will be a big success just like Sal. Anyone else hearing anything?

Chief Transformation Officer.....

So much experience for someone that is probably not even 40 years old. smh

Early Retirement Program, RIF, and all the talk of cost cutting so that another C Suite title can be created. A position that, most would question, should be the skills of the current $15M per year CEO. smh

Anyone agrees with this ?
We thought Wayne was the monster.

A reporter asked a Marine. "Why are Marines so good at what they do?" The Marine replied, "Officers Eat Last."

Yes, it is a common practice and a widely held belief in the Marine Corps that officers should eat last. This isn't a strict rule, but rather a symbolic gesture and a practical demonstration of putting the needs of their subordinates (enlisted Marines) before their own. It emphasizes the principle of selfless leadership and prioritizing the well-being of the team.

Here's a more detailed explanation:

Symbolic gesture:
The act of eating last in the chow line reinforces the idea that leaders are responsible for the welfare of their Marines and that they prioritize their needs.

Practical application:
In the field, junior Marines are often the ones doing the most physically demanding work and need to be properly fed to maintain their energy and readiness.

Leadership principle:
This practice is deeply rooted in the Marine Corps' leadership philosophy, which emphasizes service, responsibility, and putting the needs of the team first.

Beyond the chow line:
While it's most visible in the chow line, the concept of "leaders eat last" extends to various aspects of Marine life, where leaders are expected to make sacrifices and ensure the well-being of their Marines.

Not just a saying:
While some might consider it a saying, it's a practice that many Marines take seriously and strive to uphold.

I never knew this but subscribed to this philosophy for some time now. Focus on serving other versus self-serving.