#leadershipteam

New year, next month, never?

I think they start dropping soon.

Source: C. Simpson
Globally Ranked Executive Coach

Some leaders are the same person on a good day and a bad one. A lot are just convincing until you catch them on an off day.

Most team members can name their leader's job title. Few can name what actually makes them worth working for.

Here are 9 signs a great leader consistently does, and 9 signs worth measuring yourself against too:

1️⃣ Makes Room For People To Outgrow Their Role
↳ Names someone's next step before they have to ask for it.
↳ Never treats another person's growth as a threat.

2️⃣ Asks Before Deciding
↳ Brings people into the decision instead of just the announcement.
↳ Would rather be slowed down by input than move fast without it.

3️⃣ Tells The Truth Before Being Asked
↳ Flags the problem before anyone has to go looking for it.
↳ Never lets someone be the last to know something that affects them.

4️⃣ Welcomes Disagreement
↳ Does not punish pushback with distance or coldness.
↳ Sees being challenged as a sign the team trusts them enough to speak up.

5️⃣ Notices Before Anything Is Said
↳ Catches a shift in someone's energy before it needs explaining.
↳ Checks in without waiting for a scheduled 1:1.

6️⃣ Protects Everyone's Time, Including Their Own
↳ Never treats evenings as a backup meeting slot.
↳ Models the exact boundaries they expect from the team.

7️⃣ Holds The Standard First
↳ Does the hard thing before asking anyone else to.
↳ Never demands something they would not do themselves.

8️⃣ Gives Credit Publicly
↳ Says the win out loud, in the room where it counts.
↳ Never lets someone else's work become their own without saying so.

9️⃣ Delivers Hard News Clearly
↳ Leaves no room for confusion, even when the news is bad.
↳ Values clarity over being liked in the moment.

If your leader does even half of this, you are working with someone genuinely rare.

If you do even half of this, your team already knows it.

Which of these 9 shows up the most in your own leadership?

Saw some people starting to speak up about Elavon, so here I am saying I will probably quit soon. The past 2 years have been eye-opening for me. Way too many red tapes to get merchant services solutions work done and keep my sanity, yet leadership shows zero support and empathy for their teams. Also, Elavon drives very little revenue growth over the past few years and everyone is pointing fingers at each other while it is actually a combination of many factors. Unnecessary stress.

Our leader just hides while our company is attacked daily. This guy has no control over any situation or any type of plan. You just get 10 minutes of him reading off a script every three months on an earnings call. You can hear him flip the pages it’s so embarrassing.

You are going to lose your job. I didn’t say get displaced—I said lose your job.

The directive from the top is to get below 200,000 employees by year-end. Too much money was spent on displacement last year, and they cannot afford to repeat that. So this time, the strategy appears to be reducing headcount without formally displacing as many people.

You may have already noticed it. A coworker is suddenly gone. Your previously solid performance is now being documented as mistake- or behavior-ridden. Your manager suddenly moves you into work that is outside your normal scope. Expectations change. Documentation increases. If that is happening, pay attention—you may already be on the list.

The new check-in system can also be used to create the documentation needed to support termination. These processes used to be centered around a plan designed to help employees improve and keep their jobs. That does not appear to be the priority anymore when the larger objective is headcount reduction.

And AI complicates the picture. We do not yet have the clean workforce data needed to formally identify every position for displacement based on AI-related changes. Meanwhile, redeploy team does not redeploy everyone. The team works with the populations and employees it has been directed to retain.

We were honest on the employee survey about what we were experiencing, and instead of leadership seriously examining why employees feel the way they do, we were characterized as entitled.

Maybe we are entitled—to transparency. We are entitled to understand the direction of the company we work for, what is expected of us, and whether decisions about our careers are being made fairly.

Pay attention to what is happening around you, not just what is being said publicly. Document changes to your responsibilities, expectations, feedback, and performance history. Protect yourself professionally. Update your résumé. Strengthen your network. Keep your options open.

Don’t wait until the decision has already been made for you. RUN

So the new thing for execs to post on LinkedIn is “…..spent time on the ground with xyz team”. Where do these mo--nic sayings come from? Two leaders this week have used this line on LinkedIn. Do they think anyone is impressed or cares? Not as bad as Iris saying she enjoys stepping away from the boardroom to meet with teams.

Is CG building a brand new team? Some interesting LT departures recent

Any word on the employees and leadership of this department?

This deserves its own main thread not buried in comments on various ones. It’s no coincidence why things have been a fu--ing sh-t show circus since he came. I’ve lost trust and respect for this company, it’s truly sad how much damage has been done to moral for everyone in technology.

The R2B role has become extremely difficult to sustain. Leadership appears to still be struggling with the transition and, rather than developing a clear strategy for the new model, much of the focus has shifted toward call volume. At times, it feels less like strategic business development and more like a fundraising phone bank where activity is valued over meaningful results. There seems to be a significant disconnect between what the role is supposed to accomplish and how teams are actually being managed.

It also feels as though some of this pressure may be coming from uncertainty surrounding the future of R2B leadership and the possibility of teams eventually being moved under B2B.

Lambert leaving L3H was not a significant surprise. No need to dive deeper on that, we all know why.

Chris Melito is in now. Are we just checking boxes and filling roles? WTF!

He needs to go.
If you're running with 50M plus quotas, being micromanaged is just stupid.

Remove all parasite "leadership team" elements.

What value do they add to the operation of the company?

All some of these people do is go to meetings, spam worthless information on "YAMMER", and re-post the rubbish that their friends have published on LinkedIn .

Some of these people are job stage 8 and 9 . . . . How are these positions justified?

Sad to see a real pep+ leader like RB retiring. She led with passion and knew the business cold. She actually knew her stuff and cared about doing good.

What’s worse is watching her responsibilities go to a complete sycophant of a lady who hasn’t earned it. Giving more power to rotten leadership isn’t just tone-deaf, it shows JA is delusional and has no clue what good leadership looks like.

I just saw into CR on West Campus and low‑key freaked out. He used to be one of my favorite tech leaders before he moved into that executive role in sebcoe amd then left us for a big tech company. Do you think he might be coming back?

There is a big leadership meeting in Wayne July 13 and 14, make of that what you will.

KELLY AND BILL SHOULD STAR IN THE NEXT SEQUEL.

This defines our “leadership” deficit:

The reality:
Ford acquired its ADT joint-venture "Canopy" and discontinued its standalone Pickup Cam. Original hardware and app subscribers are receiving full hardware refunds and are no longer supported.

The Ford “leadership” bio:
He also co-founded and led the AI-driven venture Canopy from inception through a joint venture and its successful acquisition by Ford Motor Company.

How do you call a venture that refunded all customer money SUCCESSFUL???
Only at Ford would this person still have a job.

A single capable person? If there is, who is it?

Advise Gateway is a J O K E! Craven is a joke. SG is a joke. Let’s push MLI’s, which will blow up at sone point , because we make more money on them. Oh yeah, let’s push Alternative Investments because we make more money on them. REG BI and KYC be damned. Jimmy you are the master at national sales.

And yet lots of good talent let go today….not seeing morale rising anytime soon if poor sr leaders still here….

Seriously, the "leadership" cares for nothingmore than self preservation. Gtfo now.

Just f’ing go

Why is leadership teams so unnecessarily large? What real value do they actually add? They hold fancy titles but contribute nothing to product strategy or execution. Most seem obsessed with impressive job titles, posting on LinkedIn, and organizing pointless town halls that drain everyone's energy. These aren't leaders,they're overpaid parasites feeding off the work of G5/G6 employees.

spent 5 months here, genuinely nice guy. Not sure what went wrong here. I hoped he will drive meaningful change here.

Hardly anyone sticks at the same place.

Maybe it’s the first of many to fall, or maybe not. We’ll see where this goes

How come the new CMO doesn’t have his Bio on the Leadership Team page on the website - all the previous ones have.

More bad news for worker bees- new head of enterprise strategy. He is from chase & McKinsey. Nothing good will come out if this addition plus our current cohort of d-grade leaders.

Keep hearing rumors about some leadership changes coming this week. Can someone spill the beans?

This lady and her puppets are ridiculous. If we could all be so fortunate to get paid millions of dollars to run companies to the ground none of us would worry about being laid off. Contracts for these people are ridiculous. You know even if she was let go her payout would be so crazy that her life style would not change and she would go down the road to the next corporate office and show them how much money she saved FIS and the cycle would start all over again.

It hasn't been announced yet, but the writing is on the wall.

I'm not sad to see him go; he's a terrible leader and generally incompetent, but now we're likely to report to his self-serving lackey.

Out of the frying pan, into a similar frying pan.

3M has eviscerated the talent pipeline, so everyone in management are the leftover dregs who couldn't find a new role at a better company.

Either it’s a mistake or some big changes are coming. Currently the Leadership page has no profiles.

https://www.opentext.com/about/leadership

I dont know if ya'll followed but basically the whole Frontier top leadership team decided to leave. They weren't pushed out, they chose to leave. We needed that talent and I don't know how we let that happen. Another Verizon leadership failure. Perhaps our leadership felt threatened?

Yes. Next question.

Alan F is exiting BNY,he’s been with the firm for 18 years,when veterans leave it is always a bad signal..I sense something big is in store for 2026!