Let's Look at the Facts and Data 🤓

Long time master black belt here.
Unfortunately, everything is not rainbows and unicorns 🦄 at this time.

Of the 19 corporate officers listed on 3M web site, only 3 have been career long 3Mers.
Another way to look at it is 85% of our leadership was hired from outside 3M.
Only one of our leaders has spent time as a black belt.
So when leadership looked internally for new leaders, they didn't like what they saw.
Desi's leadership team was about 90% career 3Mers.

Zoe Di-kson should be cancelled.

I see HR fingerprints all over failed SMART goals, mid-year reviews, annual reviews, rankings, succession planning, intentional strategic DEI bias, STAR interview process, worthless corporate code of conduct ethical training that failed to produce leaders, develop talent, and above all, ethics to properly address serious lawsuits who's outcomes could have been amicably mitigated if addressed much much earlier. I was told only black belts would be considered for leadership positions, which never happened. Apparently, these 19 corporate officers don't communicate with one another resulting in mass layoffs and humiliating potential for bankruptcy.

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This has been done in other comparable companies. Time to do it 3M. We don't need a huge bloated structure of failed technical folks who join management ranks to get the quick and early promotions. Few hundreds of middle managers in St Paul alone

Unilever to Cut 15% of Senior Managers as Peltz Adds Pressure

https://www.bloomberg.com/news/articles/2022-01-25/unilever-to-cut-1-500-jobs-after-activist-peltz-builds-stake

If you think the reason for 3M’s current situation is due to a lack of BB’s and the new hires at the OC level - you’re part of the problem.

Current state has been DECADES in the making. Driven by short term thinking, rewarding mediocre, risk-averse, TACTICAL leadership behavior and cost-cutting to the bone to mask catastrophic failures in the most basic implementation of operating systems and infrastructure.

New leadership is only present because the guilty parties fled like rats fleeing a sinking ship. And then - typical 3M - they hire outsiders for the lowest dollar they can get away with — experience not necessary, just need to hit the DEI target.

“Leadership” that has no strategy, can’t execute, is resistant to change and can’t see the external forest for the trees. Classic dumpster fire that has NOTHING to do with six sigma.

Actually there have been a few people “parked” in MBB for longer than the customary 2 yr assignment

All this 6 Sigma , black belt rubbish is the reason why 3M is in such decline. What a joke , completely ruined manufacturing.

Folks the "BB" role is a 2 to 3 year assignment. The poster could have been an MBB for a few years, is in another role, but still utilizes MBB methodologies throughout their career...

Y'all should do a 5y before posting.

Didn't 3m get sued for age discrimination because a lot of 40 plus gang couldn't become master bb because mcnerney wanted to use six sigma bb to promote what he called the under 40 up and comers (aka guys like roman). No wonder why Buckley wanted to ki-l it, to settle the lawsuits.

It creates a hierarchy of "belted" experts who run around the company pretending that they know how to do other people's work better than the people who do the work. Endless meetings ensue, with little or no effect. The consulting firm who's implementing the Six Sigma walks away with a fat paycheck.

Wasted time and wasted effort. According to one quality control expert quoted in Fortune magazine, "of 58 large companies that have announced Six Sigma programs, 91 percent have trailed the S&P 500 since." On the other hand, it's spawned an entire industry of "consultants" who make a living sucking productivity out of your firm.

Six sigma was a 90s fad that companies like 3m bought into just as others were realizing it goosed earnings maybe a few years because a few defects that should have been found and fixed pre 6 sigma were resolved. After that, some of the tools like jmp were nice but the teams and bbs were obsolete. Buckley tried to ki-l it but it had grown roots in some quarters and persists to this day

Black belts ki---d any innovation here. 2 year kool aid stint that ki--s all brain cells and turns you into an automaton for Mother Mining.

If you think the unethical behavior in HR stops at the corporate level, you should see the local plant level of unprofessionalism and unethical behaviors. After a 20+ year career I left the company. The behavior and targeting of certain employees was more than I could handle.

Mr or mrs long time BB its a 2 yr gig so…

And yeah, BB gigs do nothing for anyones career at 3M. That was a pipe dream that only existed in the j mac days.

And yeah, were hiring almost exclusively from outside the company now…and they’re doing nothing to improve the situation.

They need to gut HR from the top down. Hire outsourced HR for pip process, Keep a few investigators for misconduct, and thats it. All the hoo planning, dei initiatives, talent mgmt is literally just fluff for them to justify their existence. We can do that stuff without them.

HR, LSS, Area teams and segment marketing, get rid of them all and save $$$$ they dont do jack!!

Long time MBB it should be a 2-3 year assignment ??

Thread regarding 3M layoffs

Let's Look at the Facts and Data 🤓

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