Em keep talking about the importance of Succession planning but seen to have a stark lack of ready to go senior leaders who are ready to go. Just look at the Upstream; LM should have retired now; Look up GOS, JW should have retired a decade ago. Same comment applies for the MC; who is next in line for these positions. Seems like Dominic, Bart or Staale are answer for almost all of the above
13 replies (most recent on top)
I met Gibbs once and was shocked at the shallow questions he asked and suggestions he offered. Clearly no understanding of the simple facility he was visiting.
Easy pickings. Just talk to any of our home grown talent to discover how completely vacant most are. Script parroting and trough positioning seem to be the only real areas of depth.
New Succession Plan recently implemented.
S&D hired an outsider to lead the Executive Recruitment initiative and bring in external real world experience Executives in lieu of home grown babied ignorant HiPos that received participation trophies for every easy 1 to 2 year assignment they faked their way through.
This outside Executive Recruiter has zero loyalty to any existing Executive and is already shaking things up with her total disregard for HiPo sponsored fragile arrogant id--ts. She seems to have some very high up immunity to do what she is doing.
Many have overstayed and need to move on. Let Dominic, Bart and Staale have their turn already.
Succession planning is simple. HIPO assignments are planned out. For everyone else there is no planning.
And he has kind of a weasel face that you want to fight
Anyone who says J Gibbs must be crazy. He drives lowest quality, low cost but wants top dollar quality. He’s the driving force behind BTC and the golden pass contract delays.
I mean, look the all star cost cutters and humans that our executive development program has produced since the merger. Majority are hot garbage. Not only incompetent at real business activities beyond the politics of improving their kids trust funds, they’re delusional enough to believe they are important and relevant. No wonder DW hiring for more key senior roles outside. If leadership development were a purchase, at this point, I’d want a refund on the home growns
L “we must do better” M. Thanks for that wisdom. A broken record adding no real value
They all su-k. Bring in some new blood.
JMG
Sucession planing goes as far as Bangalore. It stops there.
D&BS are not solutions but early stage metastatic cancers that if promoted to the highest levels will only accelerate the xom pathway to bankruptcy an DC corporation failure. So sad.