#leadership

Posts mentioning hashtag #leadership

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Homer 2.0 Stuntworks, best pack your bunny slippers

Ladies and gentlemen, Ford has just rolled out their latest Homer 2.0 moment and no, I’m not talking about Homer Simpson designing a car with a bubble dome and a La-Z-Boy recliner. I’m talking about Ford exec Homer, the man who has turned EV dreams into billion-dollar dumpster fires.

Now, Homer’s telling us this is the Model T moment. Really? The Model T brought the world the car. Homer’s Model T moment is like if Henry Ford said, ‘What if… we make it slower, uglier, and on fire half the time but call it progress!’

Every EV project? Dead. Every startup partnership? Gone faster than free pizza in the break room. Billions of dollars down the drain that’s not a business plan, that’s a reality TV show called Corporate Survivor: Detroit Edition.

And the excuses? Oh, they’re endless. The market! The supply chain! The moon’s in retrograde! Mercury’s in Gatorade! Everyone and everything else is to blame… except the Ford executives themselves. They’re walking around in Teflon suits and matching Teflon underpants nothing sticks, baby! They could drive the company straight into the side of a barn and somehow blame the barn.

The Model T put the world on wheels. Homer’s version? It’s putting shareholders on Xanax. It’s like watching a guy lose every hand at poker and still shout, ‘One more round, I’m feeling lucky!’ No, Homer. Step away from the wheel. Put down the keys. This isn’t a Model T moment it’s a clown car parade, and you’re leading it.

#Leadership #Failure #Progress #Innovation

If the “victim colleague” who originally posted is in one-party consent states, it is legally permissible to record a conversation if you are a participant, even without informing others. A reasonable justification for doing so might include:

• Documenting harassment or threats: If you reasonably believe you are being subjected to abusive, coercive, or retaliatory behavior, recording may be the only way to preserve evidence.
• Protecting yourself from false accusations: In emotionally charged or high-stakes meetings, a recording can serve as a safeguard against misrepresentation.
• Establishing a factual record: When decisions, threats, or discriminatory remarks are made verbally and not documented, recording ensures accountability.

Can the Recording Be Presented as Evidence?

Yes—if the recording was legally obtained, it can be admissible in court or administrative proceedings. To be accepted as evidence, it must meet these criteria.

• Legality of acquisition: You must be a party to the conversation.
• Authenticity: You must prove the recording is unaltered and accurately reflects the conversation.
• Relevance: The content must directly support a claim or defense in the case.
• Chain of custody: Courts prefer the original file and a clear record of how it was stored and handled.
• Transcript: Providing a written transcript helps judges and investigators follow the content clearly.

#legal #ruleofevidence #law #harassment #employeeprotection #leadership #cvshealth

When “I Want Results” Turns into Verbal Abuse: A Call for Respectful Leadership

I was subjected to an aggressive outburst from a senior manager who yelled repeated threats about my job security and dismissed my work entirely despite having completed all assigned tasks on time. Her words were not feedback. They were intimidating:
“You seriously think about what I said to you tonight and tomorrow let me know what you want to do. You will not survive in this job, or I will not keep you until May 2026.”
This kind of behavior is not leadership. It’s psychological abuse. And it’s unacceptable.
Note: I have an audio recording of her yelling with filthy disrespectful words.

I’m raising this not just to advocate for myself, but to open a broader conversation:
• How do we hold senior leaders accountable for emotional harm in the workplace?
• How can we protect psychological safety while maintaining high standards?

I am seeking your expert advice on this situation.
• Should I report this to my director?
• Should I report this to HR/ Colleague Relations?
• Will I get into trouble if I make a formal complaint to HR/Colleague Relations?

If you’ve experienced or witnessed similar treatment, I invite you to share your thoughts. Let’s stand together for workplaces that value both performance and humanity.

#WorkplaceEthics #Leadership #PsychologicalSafety #RespectAtWork #HR #Accountability

“Leaving to pursue other opportunities” gag

I heard there was an email shared of an exec in EMEA who was leaving to “pursue other opportunities”…… but under the email announcement was a conversation about their settlement agreement having not been signed and when they should share the email on the replacement.

Anyone else see/hear this? You always knew the majority weren’t leaving of their own choice but this would be confirmation on the way this place behaves

#EMEA #Leadership #ExecShuffle

Cut Geo Tech Teams

What a waste, especially Emea. They don’t solve issues, just whine to global support to fix small things they think are causing the sky to fall. No big picture perspective and too much bloat in leadership. Zero value unless you consider getting your day bummed with their snooty, bi--hy attitude and low IQ threats to escalate their single minded woes to leadership enjoyable.

#Tech #Leadership #Waste #EMEA

Not So Squiet

Perhaps the rumour mill is working overtime. Nicolas Not So Squiet visiting EMEA. Escorted by the lead singer of The Undertones. Maybe it should be the Undertakers! Production is moving out of what is left of a decimated footprint in the UK. Another Tireman hire who can only see cost-cutting as the best route to business growth. As for Sharkey, well, what do you expect? Has not got the slightest clue about manufacturing, a puppet on the outpost, anticipating retirement any day soon. I just hope the Layoff compensation is decent and people get the best chance of finding something new.

#EMEA #Leadership #Manufacturing #Layoffs

No need to worry! Cesar has a new quote on LinkedIn! I’m sure he is also energized. “Success is no accident. It is hard work, perseverance, learning, studying, sacrifice, and most of all, love of what you are doing.” – Pelé, Brazilian Football Legend

True words to start this week! #LetsGo

#NetApp #Leadership #GrowthMindset”

NO EXCUSE!

Is my area expecting up to 12” of snow?
Yes.
Does my LOB have the capability to WFH?
Yes.
Did my LOB get the ok to WFH?
Absolutely not.
All the BS talk on Flagscape about how BofA cares about employees, is a joke.
Hopefully those who have to travel in the dangerous weather do so safely.

1-finger salute to all the top brass!

#Culture #EmployeeRelations #Leadership

KP Executive Survival Guide: Sacrifice Employees, Offshore Everything, and Hoard the Bonus

The masterclass in corporate “leadership” continues. With layoffs and “voluntary” severances handled as covertly as a teenager sneaking out after curfew, it’s clear that transparency isn’t just optional—it’s utterly avoided. Our fearless CEO and their trusty DEI henchmen seem to be taking notes from United Healthcare’s “offshore everything” playbook, aiming for that golden 70-80% offshore mark. Nothing says “commitment to excellence” like replacing skilled workers with a race to the bottom for cheap labor.

And about the talent being recruited in Costa Rica and India—both conveniently owned by Kaiser. It’s like they saw the Titanic and thought, “What if we skip the iceberg entirely and just build the lifeboats as submarines?” The Oceangate metaphor feels almost generous.

Meanwhile, you can bet the execs’ paychecks remain untouched. Oh no, the sacred seven-figure bonuses and their job security must remain protected at all costs. Who cares if they have to toss the rank-and-file overboard like ballast in a sinking ship? After all, nothing screams “leadership” like setting your company on fire, blaming the wind, and then asking for a raise.

#CostaRica #India #Layoffs #Leadership

When you are called to lead, you are called to serve, and you must be willing to place the needs of others above your own. When you are called a leader, you must ensure that your people are inspired and motivated every day to make a difference. That's what we call leadership, and that's what real leaders do.

Check out more here: https://lnkd.in/ewvwKhu

#leadership #management #leadershipdevelopment #employeeengagement #leaders #people #leadershipfirst #leadershipfirstquotes #executivesandmanagement #inspiration #giffordthomas #entrepeneurship

There is no vision with this

Peter Gibbons is listening to this Outsource group named the Kearny Group on making cuts to manufacturing plants. He honestly has no idea how bad he is destroying value and capacity. Mike Roman isn't leading sh-t and would not know what leadership is without hiring some consultants on how to think or reading a book. This CEO has wasted more damn money on consultants and conferences, and useless golf tournaments than all leadership teams combined. I understand that 2023 is going to be a tough year from Financials perspective but this is terribly short sighted to start gutting the plants. Why Gut manufacturing plants when you have three times as many managers than you need with Spinco and 3M Center, honestly and layers upon layers of fat and overhead. Honestly they would not know how to measure KPI, productivity from the leadership team if a frozen fish hit them up side the head. You cannot outsource all work or move it all to Costa Rica even if you save a few pennies. At some point 3M is still a material science company that needs to supply its own products. If these bozos would actually invest in some real equipment and automation, these cuts would make sense but we dulling apart sh-t everywhere you look, and beyond dated production lines They will not even buy automated slitters, and rely on outsource company's and pay through the nose for all the die cutting, and slitting needs. There is no vision with this. Leadership never looks in the mirror.

Originally posted by @pew+1kJOPTc2.

#Offshoring #CostaRica #Leadership

What would I tell myself about a major transition?

David Lancefield
Helping to create extraordinary organizations and leaders - as a catalyst, strategist and coach. Speaker and Board advisor.
London, England, United Kingdom

www.davidlancefield.com
linkedin.com/in/davidclancefield

What would I tell myself about a major transition?

It's been just over a year since I left PwC where I'd been a partner for 14 years. What would I tell myself at the age of 46? Whilst it's personal to me I hope it's of use to anyone else considering or making a similar transition.

★ Build your personal brand. Going solo is another level compared with anything you've done before. People want to know your value, not your (previous) title.

★ Adopt the mindset of an apprentice. Get over yourself. Dig in. Graft. Ask silly questions.

★ Reach out, don't wait. Your inbox will shrink rapidly, but so will your meeting schedule; use the time to network.

★ Work out why a client should come to me (afresh). What makes me special or different?

★ Do things you enjoy. Focus on what you want to do, not what you used to do, or others think you should do.

★ Remember what you're doing this for; use it as a guide and anchor as you explore.

★ Manage the chatter in your head. You're on your own, with fewer interactions; use silence and space wisely.

★ Spend time with people who show genuine interest in you as a person, not just your brand, expertise or black book.

★ Be patient. Transitions take time; don't compare yourself to people who've been doing what you want to do for years.

★ Be kind to yourself. Get comfortable with the messiness, uncertainty, loss, new found curiosity. It tests your emotions.

★ Recognize that you will lose contact with people. You're less relevant when you're out of their "bubble" and without a corporate brand.

★ Focus on momentum, experimenting with new practices, propositions, but remember it's not a race. Check your limiting assumptions.

I've loved the last year and I'm so grateful to those who've provided counsel, interest and ideas. You know who you are. There's been so much learning, and fun.

#strategy #leadership #transitions #careers