Would love to see an internal candidate being considered for the leadership position, but he or she just isn't there. Look at the current senior leadership team and ask yourself, " if I owned Follett and all of my personal wealth was on the line, would I select anyone currently on board to bet my $ on". And the answer is no. I don't know if Bauman has the passion and desire to return but he may be the closest fit and just maybe enough water has gone over the dam. Jim's mistake was allowing weak senior officers like SD and AS to influence him against anyone working out of Rivergrove because they wanted more turf and look how that turned out. So Jim would need a leadership team that would assist him and not themselves. Follett is now at a crossroads and one path to be considered is selling the company. Going forward, each year the company will have a lessor value and I certainly hope for the best but need to plan for the worst. I have looked closely at the current leadership team and don't see the necessary skill sets to right the ship, set a new course, recruit the right staff and to adopt winning as the only style of management and never, ever accept a single lost customer as, " well- there was nothing we could do and no one to blame because we were outbid". Customers terminate companies NOT friends. We need to transform our customers into family and friends and create a culture that once existed. I no longer have Follett stock but if I did, I would bet a few shares on Jim Bauman. And my final request for the current associates-- don't give up, serve your customers each day and believe that a brighter future is around the corner. You were hired because someone saw great potential in you.
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Face it, the good old days are over, Follett will never be the same. Remember when the cash followed like water store gross profit was like 38% believe me those days are long behind us. "The national conference days are over"
The position will not be filled for a considerable amount of time, if at all.
Did they fire the FHEG president?
Agree with last post. The employees that are left have all turned into Yes Men, sloggging thru the work, too much work, and not the best of what Follett previously had. However, they are willing to work for lower pay with no bonuses and fewer benefits, and take on more workload with no merit increases. Those happy people will be sure to turn the company around under the right leader. Let's see, what will work better.... A FULL team of bright knowledgeable associates under crappy leadership, or a decimated team of the leftovers under a great leader. Seems to me that the first option didn't work, so they tried a skeleton team under crappy leadership. Fail on that one too. Why would anyone think that a new leader could save what's left?
Leaders succeed because of employees. Most good employees are gone and the work load on those that remain is unreasonable. Work/life balance is gone. JB will fail if he returns. It is a different industry and a company/employee base now. Follett was very late to the internet channel under JB.
The person that posted this shows some good wisdom and vision. Reminds me of a special someone that played a key in our growth 15 years ago. Regardless, I also believe brighter days can be ahead with the right leader.
Please backfilling any position never happens anymore
To The Former Member of the Senior Leadership.... to me, your message alone shows how great the company once was. Everything you said was thoughtful, smart, and pro-associate. These are all things seriously lacking in current leadership. I continue to stay because I love what I do. I hope you are right and brighter days are ahead. Thank you for making Follett great while you were here.
Thank you Jim, your application will be duly considered!
"And my final request for the current associates-- don't give up, serve your customers each day and believe that a brighter future is around the corner. You were hired because someone saw great potential in you."
You were hired, or remain (not terminated/laid off) because you are willing to work for poor benefits, no merit increases, no bonus and generally poor working environment with an ever increasing work load.
My advice is don't fill the FHEG position and save the money.