#leadership

It baffles me why anyone is using the term “Leadership” followed by the description of what a lead, boss, manager, or executive is. It has been several years or more since I have seen a true Leader here. Unfortunately, those that were or could be have been stifled. Their voice and empowerment silenced, unable to lead due to the constraints imposed by management and executives.

Reminder of what Leadership is…

LEADERSHIP is the ability to influence, inspire, and guide individuals or teams toward achieving a common goal, often by fostering collaboration, motivation, and positive change. It is a set of behaviors—not just a title—focused on setting direction, building trust, and unlocking team potential to navigate challenges.

Saw this on LinkedIn today, what a joke! I don't work at Kyndryl anymore, but I remember my time there and it was brutal. Leadership constantly switching to the next big thing, reorgs every 3 to 6 months, managers who didn't have a clue about what was going on internally or on projects, and a workforce with very low morale. And now "Most Loved Workplaces." Maybe things turned around quickly, lol. I don't think so.

I don’t even care if I give myself away on here, because I need to say this.

Over time, I’ve noticed a consistent pattern in how several senior directors operate, I’ve seen certain leaders target employees outside their own unit through gossip, and finger pointing.
When issues arise, the focus rarely lands on the behaviors or decisions of the senior directors that contributed to the problem. Instead, pressure is redirected onto others.

This is especially prevalent from GP&T Product and Sales senior directors.

I try to be transparent about what I know and what I don’t. When I ask questions for example, whether a specific person is the right contact for client obligations or duties, the response is often disproportionately hostile.

Today was a straw that broke the camel’s back situation. I tried being helpful and instead was responded to as if I was a schmuk (and maybe I am) but to the Sales guy, you could have used a little more tact especially at your level.
“Period!” (your own word)

I took it personally and it ruined my mood going into the weekend. I’m not ashamed to admit that I teared up.

Below are the compensation numbers for John Stanley and some of his direct reports. Talk about having the best dream team in the world and falling so short on ROI and delivery very little value.

John Stankey - $26,410,845
Pascal Desroches: $15,477,119
Lori Lee: $9,889,903
Jeff Mcelfresh: $15,602,605
D. Mcatee: $13,637,271

I was in a call the other day.
She starts to ask how we can use ai to make our tools better. Offering suggestions that have already been solved last year. Literally doesn't know anything.

Worse is I looked her up and she has no direct reports. I asked around and apparently they gave all her reports to some poor schmuck and her role now is to literally look for ai opportunities wherever they are.

That's it, that's her job. $175k a year to for someone with no ai experience, no software experience, no hand on experience to do nothing except look for ways to justify more layoffs

This is a joke right...

Target leadership need to realize as a publicly traded company they are continuing to harm their external stakeholders and investors despite the changes that perceive will fix the issues.

https://money.usnews.com/investing/news/articles/2026-02-27/targets-management-under-fire-as-investors-agitate-for-change

What do you all think about the new Technology leader, doubt he’s fit for this job, previous one at-least knew about the technology. Do you think he’s just here to get more layoffs?

Between the all time high stock price in late 2021 and now, NKE value dilution is nearing half a trillion.

Why are we holding on to our CFO?

Heather Cianfrocco is out. Seems she has decided to leave. Right. Looks like she was made CEO and than all those investigations, than lateral transfer to compliance. The death department and now quietly will ride into the sunset. Wonder how much she is getting paid to zip it.

So it’s going to the dogs. That’s for sure. DXC is busted but when it finally folds are there any DXC execs you would back or follow into something new or are they all just hopeless cases in it for themselves?

Companies left and right are using AI to justify mass layoffs. Our leadership is peddling AI all over the place. We know Stankey is probably foaming at the mouth at the opportunity to ax tons more people and use AI to justify it like they use RTO as a cover for mass layoffs.

So explain why the he!! we are spending over a billion dollars to build a new playground that requires a specific number of people to be there in order to get Plano’s bribe? Shouldn’t someone maybe ask this question?

Just saying.

Thinking about the past few years and how our Board, C-Suite and Executive "leaders" have thoroughly missed the boat on so many potential opportunities while hitting on every landmine possible has made me conclude these are no visionaries or even leaders. They are just empty suits getting overpaid. Such a shame that good employees with a solid work ethic are taking the brunt of the fall. If nothing changes I do not think this bank will survive in to the 2030s.

Gen X female here…
The “old boys network” doesn’t refer to us all being se-----y as--ulted or discriminated against.
It was a time where the focus was sports and the athlete and grit.
It was before we offshored everything to folks that know nothing about our company and want to su-k us dry. You get what you pay for.
It was before we had to hire the coddled generations where everyone gets a trophy and is addicted to the slack alt pages and cries over not having a succession plan.
It was where we made money hand over fist.
Not sure we can get back to that with the leaders and employees we have now. Bunch of soft bi--hes. Come at me…..

We are all laughing at you!!! Clowns

Francois and other leaders gone. Re Org is constant in this company. never settled.

This place is so toxic you cant stand signing on. Nobody should dread sunday nights or any night going to work. This place seriously needs to be called out to the public for what it really is. Instead of the lies put out there in linkdin and everywhere else presenting themselves as some great leader of the financial world. Sc-mbags have ruined everything and everyones moral here since robin fu-k face came along

Rick Wurster and team, you have all chosen to LOSE that trust, and respect by your BS activities and sc--wing people over with merits, bonuses, cozying up to trump. And I can guarantee that as long as you and your cronies stay in power, you, and the company, will NEVER earn that trust and respect back. You made your bed, now sleep in it, knowing that it is YOU that caused such poor morale and the loss of company reds while on YOUR WATCH!

We have highly paid leaders, yet every single decision, metric, business plan, even EP are dictated by consultants. After the mess of 2025, with less people doing more work, our highly paid leaders think its a fantastic idea to have more benchmarking studies! Consultants 1, remaining employees 0, and leaders, laughing to the bank

Can someone with greater knowledge summarize all the sr leaders that were let go and all the reorgs that are happening across so a nobody like me who is barely hanging on with ever increasing workload can somewhat be in the knows please?

The Data & AI organization has been in steady decline since Kat H left, and it worsened under Ronke’s leadership. Key talent was laid off without strategic foresight, institutional knowledge was lost, and execution quality collapsed.

For 18 months there has been no clear vision, no strong cadence, and no accountability. After the JC merger, politics and power dynamics overtook delivery.

The team focuses on frameworks and ingestion optics while lacking fundamental data understanding, quality discipline, and business alignment.

There is hope new leadership restores clarity, accountability, and real data leadership — because what we have today is not working.

What is going on with job titles? I see people with titles as senior teamlead and manager, however Noone reports to them.

Id--t Hill inherited Nike when the stock price was $85 and in a span of 1.5 years revenues have declined, margin down by 27%, stock in the dumps. He could have achieved this even without the layoffs.

What exactly have layoffs achieved? He didn't even have the ba--s to add Nike to tariff suit.

The pattern is repeating now, at the rest of the company braces for next round of layoffs with even a reduced severance.

Hi folks Raul here

Got to present to Morgan Stanley investors on the 2nd March. With the share price cratering in freefall they aren't buying my AI story.

I was going to tell them Employees are fully trained, engaged, and on good pay.

Execs are top notch winning new clients.

The company processes have been streamlined and i have reduced 3 layers of Management.

Customers are loving DXC in the nps scores.

We are going to get growth, obviously won't say in which decade.

Anymore ideas? Do you think i have a chance? Will they believe me.

I’m shocked how lethargic and resigned so many colleagues are to being laid off…once Verizon was a company to be proud of but right now? It’s a sad situation that employees feel so disconnected from the company

It's a wonder any of us can get any work done. It's unhealthy and ki-ls morale. If we had better leadership, they'd realize they're destroying the entire company like this.

Why is a man leading this call? All you can see is his face on the screen. He is controlling the dialogue and trying to relate to women’s experiences. So sad UHC and Optum. But typical of this company.

Anyone have details on what this new model is? It was mentioned in the All Leader Town Hall yesterday and said details will be released in March. Just trying to mentally prepare for another round of someone's great idea creating chaos and change for the rest of us.

There are now even more SEC filings showing our leaders are dumping even more stock. They keep telling us that we're one team and that we need to sacrifice while at the same time they are selling millions of dollars worth of stock. A huge Fu-k You to the employees.

Special Advisor & Director recently sold US$11m worth of stock

On the 24th of February, Hans Vestberg sold around 225k shares on-market at roughly US$49.61 per share. This transaction amounted to 32% of their direct individual holding at the time of the trade.

Its the worst. They have nothing to show and all they do is take years for decisions.
Thought Katie would be better but no progress. We are so behind on data tooling and no strategy to move forward. The move to Dennis wont help as he is out of depth.

Anyone know when the round is coming that James spoke of in the all hands , he said "we still have 150 million to go to right size the company "

Does he mean in fy 26 or fy 27? Will they wait for the new CEO to do it ?

Frankly, the company's vacillating leadership has created nothing short of an entropic mess. Directives are obfuscated, priorities shift without warning, and any semblance of institutional cohesion has quietly dissipated. The trajectory, at its core, is one of compounding incoherence, and without a serious recalibration of its foundational paradigms, disintegration isn't a possibility. It's a foregone conclusion.

Personally, any sense of equilibrium or institutional buoyancy has been wholly eroded over the years, leaving nothing but a pervasive and deeply entrenched malaise.

Copied and pasted the comment below from a post titled "Remember when an Intel retiree called out the toxic culture?"...this is what may happen in any factory when leadership fails to promote a positive work environment, fails to protect their employees, and push the employees to their limit only focusing on ensuring that outputs are met with little to no disregard to safety and morale.

"last month swat team and rio rancho police arrived in full force during cross shift pass down due to a blue badge threatening to shoot up fab 9. managers down played the situation as an employee going through a mental health crisis BUT if you have a background in business management and human resources...THIS IS AN ISSUE with LEADERSHIP that could have prevented work place violence. managers need to follow Intel guidelines and prioritize safety first followed by quality and output. they need to do what is right, grow some ba--s, and not be afraid of putting thier foot down to protect their employees. instead, managers continue to prioritize output followed by quality and safety. Intel needs to make their managers take leadership courses and make all employees take people skill courses...lots of weirdos that have no clue how to interact with others. You can hold employees accountable and use pressure and threats to make employees productive but you'll get more productivity if you hold employees accountable and promote a positive and humane environment at the work place instead of treating them like replaceable employees."

Leadership seems to need a decoder to comprehend the results, so here it is. The negative survey results are not about healthcare perks or wellness programs no one uses, they are only about RTO and the lack of flexibility.

“I am proud to work at AT&T”
Once true. No longer. Public perception has deteriorated, and when people outside the company hear about the five-day RTO policy, the lack of any real collaboration, and the absence of assigned seating or co-located teams, the reaction is disbelief. Pride erodes when policies feel performative instead of purposeful.

“I would recommend AT&T as a great place to work”
That answer is now clearly no. A mandatory five-day RTO policy for roles that historically had been remote before COVID and can be done more effectively remotely is an immediate dealbreaker for modern workers. The policy alone makes the company undesirable and uncompetitive as an employer.

“We trust the leadership decisions”
Trust is broken. Employees do not support the financial decisions that destroyed value, nor the RTO mandate that ignored clear employee feedback. Trust cannot survive when leadership consistently doubles down instead of course-correcting.

“The company provides opportunities to support career growth”
Opportunities are narrowly concentrated in Dallas, with limited mobility elsewhere. For a national company, that is a self-inflicted constraint that unnecessarily caps growth and retention.

“Our policies and systems support me doing my best work”
They do the opposite. The five-day RTO policy actively reduces productivity, and many internal systems remain outdated and inefficient. Physical presence does not compensate for structural friction.

“The company cares about my health and well-being”
Employees feel burned out, mentally and physically, largely due to excessive commuting and rigid mandates that add stress without any benefit to the company or the employees. Well-being is not addressed by pushing unused benefits or wellness messaging while ignoring the root cause repeatedly identified in feedback.

“Do you feel changes have been made as a result of prior surveys”
No. In fact, the opposite. Employees explicitly opposed three-day RTO in the last survey, and leadership responded by increasing it to five. Feedback was not just ignored, it was contradicted. The disappearance of the prior third-party McKinsey survey results only reinforces that perception.

Did I miss anything else?

The pattern is now set and clear. Instead of addressing the core RTO issue employees are raising, leadership deflects with ancillary benefits and BS messaging. That approach feels like gaslighting, and not listening. So why should I even bother taking the next one?

If leadership truly wants different survey results, the solution is not another email, benefit rollout, book club, or talking point. It is addressing the one issue employees are consistently, overwhelmingly, and clearly raising.

Flexibility. Trust. Results over “presence”.

That is the message of the survey, whether leadership wants to hear it or not.

We're getting next to no information from leadership where I am.

Same B.S. As Always!!!

AK was more open than usual, Surprising!
My Personal Favorite was the Slido Questions, happy to see a lot of us are on the same page, They Probably Won’t use this anonymous Q/A format again though…

VPs and above are not going into the office while others are forced to go in 5x a week. These “leaders” have excuses like they’re at an offsite or their car keeps breaking down. There is even a VP who takes a flight from Florida each week to go into the NY office but does not go in every day. Meanwhile its been sparse at the office with anyone below VP level and people come in for just a few hours. There’s even some talk between senior leaders about only coming in some days. Some teams go in everyday while others on different floors don’t seem to be going in at all. There’s no work, people scrolling on their phones all day, and people on the same floor slacking each other because they don’t want to walk to their meetings. And looks like they’re still hiring remote positions.

This place is a sh-t show, pays like sh-t, and we get treated like sh-t. Meanwhile “leadership” gets paid more than 6 figures, have people cook and clean for them, people to take care of their kids, while we have to slave away in traffic and do nothing at the office. DE said RTO was so successful, but what is even the measurement? The guy talks out of his a-s and the so-called “leadership” covers for each other but not for the people who are actually doing whatever work there is.

Make it make sense!

plz let us Make Omnissa Great Again

plz let us start this journey by firing kev1n

plz support me n hold our hands together in fruitful journey no one person wants him. go away K

Key people keep leaving or getting shown the door all the time. Morale is in the gutter and the energy here is completely dead. You can feel it walking in every morning. Nobody trusts that things will be stable from one week to the next, not to mention month or year.

I mean sure thank the folks you let go... Who are not able to join the meeting... Who aren't give the opportunity to retrain... Who get to enter one the harder labor markets.... Take it from these well paid folks who are getting bonuses during such strong business singles thanks...