#leadership

... is Ajei. He and 5 generations of his offspring are good now. Everyone else suffers.

I thought that the new CEO could be one of the rare good guys based on his history. I was so, so wrong.

This whole sh*ituation is down to three things:

1). Hans. He was the CEO when we saw the company going from being leader in everything to leader in nothing an losing in the market. Buck starts and stops with Hans, all the while he spent more time at sports events than actually running the company. GUILTY.
2). The Board. They signed off on the plan every year. They are ultimately responsible to the shareholders. They need to be held to account and changed. GUILTY
3). The dead-beat VLT. They came up with, and 'executed' (right word) the plan that got us in this situation. In particular Scampath. GUILTY.

ALL need to be changed otherwise zero credibility. One down, two to go.

When they say cutting managers are these the higher ups or just management in general

Thanks to the Johnny and Jeffrey sh-t show, our insurance tripled in cost. Same exact options at a worse provider. This is what Leadership and The Board thinks of us who gave them decades of our lives.

Anyone notice that a few SVPs weren’t included in the Q&A today? Yolanda, Julie, Kwame? What could this mean? Do they have nothing to contribute? Some of the questions involved their groups… I would have like to see them speak.

With layoffs looming and articles all over the news. Employee morale at its lowest but our VP , Jarrett - wants a plan to fix a metric. No one is addressing the stress and fear that our people are feeling. What a low person

I wonder why he just reorged his group this week if he is retiring in 2.5 months.

Bryan appears to either be simple-minded on his approach to running SOLV (into the ground) or being directed by a higher power or deity who has no idea how to run a HC company (Peltz). Either way, he has once again proven that the GE style (Welch, McNerney, Nardelli) of "leadership" simply emaciates a once-strong company into a parceled mess of unrelated businesses waiting for a spin or break-up.

Thankfully, I got to leave during the Covid wave of layoffs and enjoy retirement and coffee mornings on the porch, but still care from time to time about what was left behind.

When Bryan was named CEO before the actual spin and gave his first townhall, people on this board sounded so optimistic, which made sense since Roman was a complete buffoon as CEO. Not sure if he talked much about actual strategies for growth and investment or he just used soothing words and bubblegum phrases to get people to like him, but the shine has clearly worn off.

Annual layoffs, as occurred at 3M under Roman and now at SOLV, only prove you have either NO long-term strategy except for HOPE or you have a strategy that changes faster than the weather in Minnesota every spring and fall day. Either way, Wall Street has (finally!) learned that such a "strategy" is a loser and has kept SOLV stock changing mostly sideways while the SP500 is up over 15%.

Having read a few of the public SOLV releases to shareholders, it appears that SOLV is not likely to have any major runout during Bryan's term. NO long-term growth = no long-term ROI. He has never indicated either to employees or Wall Street what his plan is to reduce the massive debt 3M left in his mailbox. He is the antithesis to Lee Iacocca who earned $1 per year and potentially worthless stock options while flying commercial to DC to lobby for loan guarantees.

Perhaps the only strategy that will work is a series of mergers and spins with other HC companies to spread the debt across multiple companies, hopefully stronger and run for growth. But where would this leave Bryan and his guaranteed 40 million per year? That's the sting! I'm convinced a McKnight CEO would quickly be forced out by some activist investor wanting a quick return for their buck like Peltz.

If there's any consolation, Peltz is basically sitting on dead money with 600+ million invested, almost zero gain on the stock price, and no dividend for perhaps years to come. No wonder he keeps pushing for more layoffs. But the layoffs people talked about this week appear to wiping out business critical roles that will only hurt SOLV and help the competition.

Sorry to hear about this 2nd round of Holiday layoffs. The people at 3M/SOLV deserved much better than Roman, Hanson, and Brown.

Love that he kept the meeting and is actually addressing the issues (well, sort of). Still, much better than all the "leaders" who are simply hiding and too chicken to talk to their employees (like Kyle or Shankar)

Management is trying to make the vast majority of their workforce obsolete, because they realize that those workers are coming to grips with how obsolete, and malicious, these "leaders" are.

It's a showdown on a massive social scale as haves and have nots push each other to the point of watching the resourcefulness and the competence of the individual to rise above both ownership and technology, in order to focus on one single thing - GETTING SH*T DONE.

PS. I want my Fu**ing bank back. I am not your slave. I am not your knight. I will not fight for those who seek to destroy me, or defend those who blindly comply.

Can you imagine any other workplace where an exec indulges in verbal thuggery?
Here the CTO uses abusive language at the drop of the hat.

What does the HR do?
Pretend like nothing ever happened.

Do we really need such utterly spineless HR guys?

P.S: I hope the HR folks get to read this.

Did anyone catch a Freudian slip yesterday? I feel like there was a lot of stammering because of nerves to deliver bad news. But did anyone catch this?

This isn’t verbatim, but something was said along the lines of - we have to make tough calls.. why? For the greater good of the KING — and then instantly corrected to TEAM.

Both of them are hated by people within their own org and people outside of their org.: Somehow these two continue to survive.. what’s their secret?

When did Ford move to the People Leader / Individual contributor model? And how did they categorize existing employees at the time? Did anyone get a say in their label?

This man is a buffoon.

https://fortune.com/2025/11/12/ford-ceo-jim-farley-secret-education-path-c-suite-ceo-job-study-supply-chain-like-tim-cook/

Why in the world has he not been fired? FoMoCo will continue the downward slide. Saddening to watch.

Genuine question.

Sure seems like he got Peter Principled into his role and now everyone under him is paying the price for it. I guess we all need to get used to having a new manager/director every 3 months

It’s truly amazing that Renu got recognition for an award considering the job she’s done at both VMware and OMNISSA. I can tell you firsthand working with your is full of hyperbole and and being naive. She’s been a detriment to OMNISSA and is has a big hand in its demise.

If you’re worried, you only have yourself to blame. Don’t blame leaders. The company literally gave a huge buyout last year with VSP and arrogant bozos decided to not take it and now there’s all this turmoil. The company has been in a downward spiral for years and the writing has been on the wall. Look at all the reputable leaders that left with VSP. No lessons learned from the first VSP and countless layoffs and outsourcing since. Did you really think your job was going to be more secure AFTER VSP? You reap what you sow.

There’s a lot of unfounded rumors on here. And although I understand, I might not be privy to all the information - I also am not a fool and I’m aware of this process.

I’ve seen SVP’s in some groups where I’m like. How did this person cobble together brain cells to get out of bed in the morning. One particular gentleman will drop nuggets of wisdom that are more like tu-ds. Using physics analogies, but they’re all incorrect while I’m sitting here with a physics background. Then there are other senior directors that I found out their pay is somewhere about the 300 K band on just base and they’re the biggest waste of air. Then there are plenty of EVP’s there are nothing more than leeches.

Personally, I have not been reached out to you to give a list of employees. However from experience and from others this is how you would do it. First pass all the rank 5 and 4 are safe (we will come back to this). You start in the bucket 2 and 1. If you’re a 3 it’s not about performance as the vast majority is this bucket, it’s how like-able are you to work with and do you make your managers life easy. I know that’s unfair as some managers have vendettas against directs but alas tis’ corporate. Then after if you need more you go to the 5 and 4 ranks. Some groups will give out 5’s like candy and if everyone is a five, then no one is a five. So expect that group have a second review and both pay and politics come into view. At the end you want a lean team of high performers in the 4 & 5 bucket and then the top 70% of the 3’s. If this is giving tech company vibes - don’t be surprised if stack ranking becomes the norm for regularly oustings. The culture will get ugly very quickly.

The only positive is if Verizon gets leaner and we retain top talent then we can promote more easily. But given how shortsighted the geriatric committee is, I wouldn’t be surprised if we also blow this benefit. Cheers all

How bad the Management are, $110m down the waste as folks still think DXC are a fried chicken outlet. Hope they finally terminate this. Manchester United chiefs enter fresh talks with £20m financial blow on the horizon. Manchester United are working hard to find a new sponsor, with their sleeve sponsorship deal with DXC Technology set expire at the end of the 2025/26 season

Just calling it now — once AIP drops in March, Q1–Q2 2026 is going to be a bloodbath for Truist talent. Every high performer who still cares enough to tough it out right now is probably already polishing their résumé. Between the 5-day RTO nonsense, the constant cost-cutting “initiatives” that make zero sense, and leadership’s habit of treating teammates like disposable headcount, why would anyone with real market value stick around?

It’s honestly painful watching good people get run into the ground while execs talk about “purpose” and “care” in the same breath they use to justify another round of cuts or policy rollbacks. The writing’s on the wall — once the bonus hits, the exits will light up.

Truist keeps acting like folks don’t have options. Spoiler: they do. And the ones who’ve kept the lights on are about to prove it.

There is no doubt that VH and her leadership team are doing a terrific job at Oxy. She is focused on her goal of making Oxy a great company. Her almost one decade of experience as the CEO has made Oxy a well respected and recognized name in the oil and gas industry. The 3Q results is something to be proud of. Her hard work is finally paying off. She is also working hard to pay down Oxy’s debt. Oxy is a leader in innovation and Carbon Capture. I am very proud to work for Oxy.

It is late fall in the United States. The leaves are changing, and the air has turned crisp. We begin to prepare for the holidays with family and friends. Christmas decorations come down from the shelves in the attic or garage. We make our homes—and sometimes our yards—festive, and we start our lists of gifts for loved ones. It is a magical time.

Oh… and Solventum begins its annual restructuring. It seems people are receiving their Christmas their pink slips from the water boy and his cronies today.

In ten minutes, we’ll get to hear how—with a little courage and some visionary leadership—we’re making the changes that will guarantee we stagger forward until the next layoff, which is in no way reassuring.

The disaster that most everyone realized was coming is directly related to the hiring of executives, for lack of a better term, from Sweden, Ireland, India, and Canada. At least two have been under investigation of wrongdoing while being the head of other companies. The next part of the disaster is allowing HR to run the business with its innate stupidity. Another part of the mix is increasing prices and forcing someone within finance to manipulate the numbers by showing increased subscribers rather than terminations based upon the increase. Forcing out the knowledge base within the company. Offshoring customer service and everything else they could get their hands on. This CEO will do no better and the price increases will continue along with layoffs. When something this large is turned into such a mess, it will take a very long time to correct. One common theme that has existed for at least ten years is the executives do not want to hear the truth. Every negative is twisted, turned, and shined so the executives can continue to believe that they are the greatest.

This is from Wireless, but still very much true. OP is @f7+1k9q3zzfe.

Pretty convenient that someone had a note card to trigger the prepared statement to have a Dad talk with the entire company. If you respond other than how we expect you to respond get ready to get in line! And tears!

Does anyone know what’s going on? I have a feeling there’ll be even more layoffs at the end of 2025 or early 2026. Also, what do you think of the new CEO?

Yeah back when Intel CEO's gave a sh*t about the company and actually had a vision.

https://fortune.com/2025/11/12/next-level-leadership-cisco-leaning-on-recruitment-upskilling-staff-ai-era/

with clover slowing down our only choice is to compete. that means being fast and responsive with a modern architecture. much of fiserv is based on 1980's technology will a small group of people who resist change and sabotage progress. the key for leadership is to remove these roadblocks and then to execute at a high level the next two years. it's a daunting challenge to be sure

This is where the real corruption lies at Fannie Mae. I was in a department where most of the people were management level or above. A department with 30 plus managers 5 plus directors and very little worker bees. Management level and above had a country club mentality where they all protected each other. If they truly want reform at Fannie Mae that is who they should get rid of. A department usually needs 1 director not multiple directors.

Not much to add. At Freddie, his people got untraceable access to all the borrowers data too to dig dirt on political opponents. Infosec and senior leaders knew, no alarms were sounded. The rules of “safety’n soundness” and ethics are only for us

Only he could bring back the glory…

All,
Please reserve this time for our last senior leadership meeting of 2025. We’ll discuss performance acceleration and Reimagining Work, as well as any questions/topics you raise.

Someone said Joe is gone? Is this true? Seems highly unlikely to me, he seems like one of the only good ones at that level.