#leadership

Silence should no longer be an option. Since "leadership" is ignoring the call to step down, it’s time to turn up the volume. Let’s keep this conversation front and center until they finally acknowledge the need for a change.

Great Leaders Lead By Example
Therefore, I expect Sarah to be the first to take the new Voluntary Separation Program. But we all know she won’t. She got totally outplayed by the Trump administration and now far too many are going to pay the price for her ineptitude.

So many missed potential sales with these Amazon returns. The dinosaurs in leadership stuck on old rent-to-own tactics trying to convert non rent-to-own people into customers instead of making our business meet their needs and earn their business. I've had success selling to these people and let's just say $.01 starts doesnt work. Averaging $140 in cod with these sales. It can be done. Need new fresh minds at the top. Stop holding us back!

Financial chicanery doesn't cover up Accidenture's big ugly blemishes... years of strategy chokejobs, all-around leadership idiocy, and reactive Indian bodyshop-style layoffs (woe to those who roll off a project for any reason).

Real leaders deliver shareholder value through organic growth and cost containment, not buybacks of their toilet swirling stock. Employee incentives and enrichment? Long-term operational improvements? Real leadership and strategy? Na! Better to artificially prop up the dog$#!+ stock. Better to make a few high profile acquisitions in search of a rationale at the expense of loyal, long-term employee pay and bonuses.

Do Julie and her so called leadership really believe this toiletpaper thin PR cover-up for their horrible planning and utter absence of strategy is protecting them from accountability? Tick-tock, tick-tock...

Ajay from Oracle and Adobe? I guess we like dinosaur companies that move at a glacial pace and nickel and dime their customers for legacy products running on fumes from the glory days.

Panos was a Infra Leader? He had no experience leading entire eng orgs of backend, API, frontend teams. At best he's a SRE/Data Center guy, no wonder.

Tuckness started as a Five9 intern and every 1 or 2 years got promoted? He could not possibly have been that good.

JDR was at Skype? You know that team who's own company replaced it (Teams) because the product went downhill so quickly.

I get it. This is hard. Nobody wants to see their team shrink, nobody wants uncertainty, and nobody signs up for a job hoping to navigate a VSP or a RIF (This is not a layoff folks).

But I've been watching this forum and I want to offer a different perspective, one I don't see getting much airtime.

Companies don't offer voluntary separation packages because they hate their employees. They do it because the alternative is involuntary. A VSP with real severance, extended benefits, and time to plan your next move is genuinely a sign of a company trying to do right by people, even when the business decision behind it is painful. They could have just surprised 20% of us with RIF notices on August 1st. You can disagree with the strategy and still recognize the humanity in how it's being executed.

The personal attacks on leaders here are something else entirely. These are human beings making decisions in a brutally difficult macro environment. One that no one fully controls. Venting is understandable. But some of what I'm seeing crosses a line that doesn't reflect well on us, not on them.

Some of what I have seen has honestly made me realize there are areas where this company can RIF, with some of the narrow sighted and uninformed nonsense I have seen these past couple of weeks.

We're professionals. We can be honest about how hard this is without burning the place down on the way out.

The last domino left has fallen. Anyone left that EH hasn't shown the door?

Here's how people can push back against this.

If layoffs start happening, and I'm one of the people affected, I fully intend to create a presence on YouTube, Rumble, and TikTok focused on the layoffs at Centene and the broader issues with how the company is being managed.

I'd invite former employees to share their experiences (I am sure I can came right here to get folks to speak out) —what it was like working there, how the layoffs were handled, and examples of poor leadership and mismanagement. If I end up getting laid off, keep an eye out for it. Also if I don't get lay'd off please feel free to use my idea!

The reality is that when enough current and former employees speak openly about their experiences, it creates public accountability. Companies pay attention when their reputation, recruiting efforts, and public image are affected.

We've seen major brands take hits when unpopular decisions became public and consumers pushed back (Bud Light and Gillette). The same principle applies here. It's especially relevant when a company benefits from federal and state subsidies while making decisions that negatively impact its workforce.

There was a time when employees had very little ability to challenge this kind of behavior. Today, that's changed. Social media and online platforms give people the ability to share information, compare experiences, and bring issues into the public spotlight.

When enough people tell their stories, it becomes much harder for leadership to ignore what's happening behind closed doors.

How on earth do these people sleep at night? Is this the legacy SF wants to show her children? What a soulless bunch of fools driving this ship. May they ALL someday know the pain that they’ve cause all of us…

Tech is worse today than a year ago. When will Charlie set up the one on one?

WTF. A pre-recorded call to let people go is the most cowardly way to treat employees.

People have given countless hours to this company, and this is how they’re repaid? The company is clearly going downhill if this is the standard of leadership and respect being shown.

The very least you could do is thank people for their contributions and explain why these decisions are being made. Instead, employees are treated as if their dedication meant nothing.

Stephanie, Bob, and TPO should be ashamed of how this has been handled. In some cases, people have sacrificed personal time, family time, and even left other jobs to come here, only to be dismissed through a pre-recorded message.

This is inhumane, disrespectful, and completely contrary to any values a company should stand for. The way employees have been treated is absolutely disgusting.

My people leader was always so laid back and chill- now its emails about everything regarding production- time-claims, etc. I understand he's stressed but still... is this a paper trail for layoffs? Is it to stop me from getting VSP? T to fire me before hand? I plan on taking it anyway.. are people leaders told to be stricter or is this her way of saving her own job? I feel so discouraged now.

Have you all noticed that London pulled all the funding Michael Neidorff had threw out St. Louis and the surrounding areas? It's not only in Missouri, but in the other states too. This is why we no longer have the website that would give employees tickets to events or why we no longer get the Employee Day at the STL ZOO. I heard she got a new jet and she herself said in one of her "London's Calling" video that she "heard it in the hallways in Washington", where she makes notion that she is always up there rubbing elbows with the government. London used Centene as her personal bank account.

Frank was a miserable little criminal troll. Mike had the personality and warmth of a snow pea. Takis is pretty personable and has said the right things. I don't like the idea of not automatically replacing attrition, but nothing has changed in that regard. Having been in meetings with him, he's so curious and inquisitive. I hope we are in good hands. Time will tell.

So my work right now is dealing with reports, and I spoke to my coworker who was like if you are gone she won’t be able to handle it. She told someone else on my team, you better think twice before getting rid of her. The colleague said her leadership is not getting rid of anyone on my team. Another female on my team said she’s training someone else to do her work. So I’m confused. We are all females if you are like what’s happening .

My first post and I said what the staff thinks. Employees work in FEAR. Managers will do anything to keep their jobs and upper leadership knows they themselves are incompetent so nothing is done.

Centene's single biggest problem is it's leadership...or lack there of. They need to stop worrying about getting the next DEI accolade and do the job. Honestly I don't think they know how and it is time to clean house starting at the very top.
Michael Neidorff is rolling in his grave seeing what his replacement has done to this once thriving company. While he wasn't perfect, this group at the top shouldn't be running a car wash much less a fortune 100 company.
It is time to clean 50% of the directors and above. 100% of the top 10 in charge need to go too. Take 25% of that money saved and use it for the people who actually work. The rest would make up the savings needed to make the company viable again.
The old saying...too many chiefs and not enough Indians is sooooo very true within Centene. Yes, that isn't a politically correct saying. But it fits and Centene needs to STOP worrying about the next DEI trophy and do their damn job being fiscally responsible for the taxpayers money paying for medical benefits!!!

Extreme Scapegoating & "The Other"

• A hallmark of bad leadership, such as the arrogance exhibited by leaders at failed companies like AT&T is deflecting personal and strategic failures onto external factors, internal rivals, or entire departments, fostering a culture of paranoia and blame.

Absolutist Fanaticism

• Many executives driving companies into ruin stubbornly refuse to pivot. They mistake their own inflexible dogma for visionary genius, leading organizations into bankruptcy or scandal.

Totalitarian Control Over Dissent

• Leaders of toxic corporate cultures actively suppress internal feedback, surround themselves with "yes-men," and retaliate against whistleblowers. This inevitably isolates the C-suite from reality, creating blind spots that allow organizational fraud or collapse

Cult of Personality Over Competence

• Narcissistic leaders, like John Stink of AT&T, frequently prioritize personal charisma, media hype, and public relations over building sustainable, operational business models

advantages/disadvantages of now informing your PL (you have a great relationship with. Mutual respect). Common courtesy?

Qualcomm's whole culture is built on insular thinking. They hire people right out of school and those people never leave. So promotions happen based on seniority, not ability. Those in charge think the way we do things is the only way. And now they're making terrible decisions. No surprises there.

Do you think AI will be a key driver for innovation in State Street ?
I have my doubts when I see the people leading such initiatives

1. She keeps pushing for outside talent that have no idea what we do. Associates and clients just want results not supposed big name! Are we not heavy on top already? You need to keep and bring back former Fiserv talent that know how to keep the lights ON!! That is your path to success. What you are doing shows you do not care and are on your way out!

2. Bank is too big and ineffective, full of non-doers and we are still losing clients. Too many SVPs with no accountability! Sold nothing, keep moving clients from one Core to another and claim victory

3. Credit Union - That leader is a no show. Has a bunch of SVPs that again have no idea what Fiserv does and he is bringing in more to do what??!? He needs to just show up and do the job! He and his band of losers are failing forward over and the circus is not stopping

4. EmFi - does that heavy engine make any money or do anything??

It is going to take Takis too long to figure Dhivya/FIG and these SVPS out. My resume is polished and ready to go. If Fiserv does not care about FIG, why should I any more?!?!?

Management (upper leadership) is clueless and simply waiting on quarterly vests, like everyone else in ESG and all of Broadcom really.
This phenomenon is not particularly at Broadcom or ESG, but across corporate America in general.

Middle management doesn’t have politically correct answers to provide and are simply su-king up to their leaders.

Don’t fret, Just rest and vest!

Well stated, @23n+1ks6nh2mq.

Major layoffs along with a shakeup at the top. I guess we were all expecting it, so I hope everybody is as prepared as they can be for this. I've been sending out some feelers in the past few months and I already have some leads, so that's helping me not panic as much.

BisigSCAMno destroyed the company and made this place miserable to work for with Sapience and mandated in office hours, minimum 9 hours a day, five days per week.

Mike Lyons brought back some sanity by offering flexibility with pool of remote work days, number of required in office hours and getting rid of Sapience.

Takis was here working with both CEO. Does anyone know whether he's in the BisigSCAMno camp and will likely reinstitute rigid in office requirements to drive away our remaining talent?

Or is he sane and will likely leave well enough alone by leaving the current flexibility?

Or might be do something different?

Is he the type to care about such things?

Is there anyone on here who actually knows his mentality around these matters?

Can we have some of those?

Was on a meeting with some leadership today and they let it slip about some Emploment Interviews overlapping with the call. Not from the UK myself but I belive this is the start of a formal process for them. Guessing other countries will start soon. Sort of makes sense now that a big Secureworks milestone was reached for MDR... anyone what hear anything?

Zero logic internallyI Numbers reported are fraudulent. CFO just resigned. Same as MCI / WorldCom demise. Stink driving this company into bankruptcy faster than he will be able to complete his ridiculous HQ homage. MBA programs already cite him as the worst CEO in history!

With the very recent surplus notifications that spread far and wide across the company you’d think at least one senior leader would address it. Are they under HR gag orders? This is not how you lead a workforce gutted yet again. To surplus the amount of people (even if only one) and not address the organization is a dereliction of duty. Those within soon to be on the outside to pick up the pieces of their lives, and those that still remain to piece together fragments of what others left behind is minimized by the lack of leadership transparency and communication.

Been trying to stay optimistic since last week's announcement, but reality has set in.
Here are the facts from my purview: layoffs are inevitable if VSP numbers fall short. Months ago, my PL requested a detailed breakdown of every one of my direct report's duties, along with a performance ranking completely outside our normal review cycle.
There are no coincidences.
Leadership kept this VSP rollout strictly need-to-know at the very top. As a PL, I was left completely in the dark, though looking back, I can admit I ignored the signs.

Today they announced that a major leader in PHCO is leaving. She seemed very dedicated to the mission. How much in the hole are they 🤔?

Stankey cost the company $100+ billion over his career.

Here are the smart business decisions he made:
Bought DirectTV for $67 billion in 2015
Bought WarnerMedia for $108 billion in 2018
Sold WarnerMedia for $43 billion in 2022
Sold DirectTV for $26 billion in 2025
Net loss over these deals is $106 billion

Here is what we should have bought:
T-Mobile in 2015 for $45 billion in 2015
Level 3 Communications for $34 billion in 2016
CenturyLink for $55 billion in 2016
DISH Network for $35 billion in 2017
Net valuation gain would be $182 billion for AT&T.

This would have moved AT&T’s spot on the Fortune 100 to the top 10 and position us alongside companies like Alphabet and Microsoft. Current we are ranked 32. Our employee headcount would have increased to 240,000 instead of the current 133,000 and the 80,000 target. AT&T would have likely be the #1 U.S. wireless carrier instead of being #3 behind T-Mobile and Verizon. Our share price would have been roughly $45 instead of $22.

Stankey talks a big game. He says that our #1 priority is fiber investment and convergence. That he wants to make AT&T market based. But he never tells you what AT&T could or should have been if he and Randall did not ruin it. When confronted with any serious question at a town hall he deflects with “convergence” or “fiber investment”.

I have been in Texas my whole life and I know a con when I see one. We call that “big hat no cattle”.

Does Dell have one competent leader who didn't come in through nepotistic channels? If so, name one.

The big list is being finalized as we speak. Get your resumes dusted off, your lawyers dressed up, your data downloaded and your bathing suits on for a nice, forced summer vacation.
Much Love,
Boston Consulting Group and your Failed Leadership

just read a comment where someone shared 3/4 of their team got RIF’d, they could not discuss it and had to continue working until their last day.

TF?? meaning they couldn’t flat out tell anyone they were being RIF’d? or just couldn’t go into the details of severance, etc.? can anyone who’s been RIF’d provide insight?

‘cause not being able to tell your colleagues you’re getting cut is wild AF.

I know one thing, Leadership better let us know who’s getting cut asap. I don’t need to know who got the VSP approved or who got RIF’d. I honestly do not care.

I need to know who’s staying and if I’m staying, how much work am I going to have to determine if I’m going to bounce…

Uniti is on the path to being the most poorly run company in history. They now are looking for new vice presidents in many departments because they have laid off so many and lost so much revenue they are now in panic restructure while looking to sell the whole company. Pathetic, evil, and stupid, the new Uniti motto

https://www.prnewswire.com/news-releases/centene-appoints-lauren-m-tyler-to-board-of-directors-302806827.html

Improving the health of the balance sheet, one margin point and one severance agreement at a time.

Thoughts on the new CIO?

I was expecting big things but haven’t seen much.

Is he cautious or doesn’t know what needs to change?

ACN moving from AI To Fox Pro, Dabse Plus technologies that were ruling the world in late 1980's, J is also thinking about Mainframes and AS 400 as other alternatives. Please dust your skill set, this clown will do anything before she quits in september 26

John Stankey became CEO on July 1, 2020.

AT&T stock then: $23.40
AT&T stock today: $22.01

Nearly 6 years later, the stock has delivered a -5.9% total return, or about -1% annually.

Adjusted for inflation, the stock is effectively worth about $17.60 today, implying a ~25% loss over his tenure.

Six years of “leadership”.
Negative returns.
Ongoing talent loss.
Rock bottom morale.
Bottom of the barrel rankings in culture, best places to work, AI readiness, talent, etc.

At some point, you stop arguing about intent and start looking at outcomes. This guy S U C K S !!!

Stocks have crashed 50 percent. It is rumored that Ravi will be stepping down soon.