#leadership

As I recall the survey results from two years ago were kept from us. Now they want to discuss why the results are worse than the 2023 results we never got to see??

How do we know they are worse than?
We are just supposed to blindly believe a company that has no loyalty to us and lies to us everyday?

Tell us again how Director and above are supposed to be in Dallas or Atlanta?

Tell us how many “hubs” we have?

Stankey can’t even motivate his “yes men” to follow policy, what makes him think he has any real power?
Sounds like AT&T is ask us to show our loyalty to the company, by asking us to improve the culture they destroyed.

The way it’s going now the status quo will be the demise of the company before the next survey.

Any one have any clue when they are going to start announcing the new structure and who is reporting into whom?

includes Mark because these are the last numbers I could find in the fy24 proxy

• Mark J. Barrenechea — Vice Chair, CEO & CTO: total compensation approximately US$14.7 million.
• Todd Cione — President, Worldwide Sales: total compensation approximately US$6.34 million.
• Muhi S. Majzoub — EVP, Chief Product Officer / Security Products leadership: total compensation approximately US$3.9 million range
• Paul Duggan Chief Customer Officer (President & CCO; listed as NEO in proxy): total compensation approximately US$4.5 million range.

AT&T We Can't Sleep
An open letter to Mr. John Stankey and the leadership of AT&T

Contact: attwecantsleep@gmail.com

March, 2021
To Mr. John Stankey, CEO AT&T
AT&T Willow Tech Center in Redmond[1], Washington is in violation of the City of Redmond noise ordinance chapter 6.36 Noise Standards as verified by a noise impact study by an INCE board certified principal acoustical engineer with Tenor Acoustical Engineering and also by the City of Redmond [2]. AT&T has thus far refused to mitigate the issue after numerous complaints through the city of Redmond, complaints spanning back years. The noise produced by AT&T’s chillers and HVAC units are having a detrimental impact on multiple families' lives and health of both adults and children who are unable to sleep.

The night time limit of 50 decibels is breached every hour of the night, every day of the week. Inside home decibel readings can breach 50 decibels making it impossible to have a proper night of sleep or any kind of normalcy -- this is a form of torture and we are pleading with you to resolve this immediately.

Mr. Stankey, please listen to this live video and audio stream from a residence near the AT&T Willow Tech Center.

Apart from reading off her AI generated slide shows with cartoon characters?

Everyone else has informative slides and are not reading off their slides, they're providing more depth to the information provided and showcasing how they're leading (or attempting to do literally anything). And then we have Sandy reading off her badly formatted slideshow that she pretends took a week to make when in reality it took ChatGPT all of 10 seconds to make.

Is she like an executive cheerleader? Like honestly.

Now that Mark got kicked out the door there's nobody to protect her role, she's probably in line to get fired and replaced with a person who actually does something.

Not that I trust leadership to be capable of choosing someone truly competent, who’d be good for both us and the company. But I guess it can’t get much worse than Mark. Maybe, at least, the next round of layoffs won’t be outright sla-ghter.

Haven’t heard much about layoffs.

Everything revolving around the 4 days RTO.

Usually, there are confirmed rumors but right now there is a lot of silence. Not sure if company expecting people to quit and then see where to make cuts.

Like everything else, I’m expecting the leadership team to fail even when it comes to layoffs.

Smartsheet CEO Mark Mader retiring; Apptio co-founder Sunny Gupta will take over enterprise giant as “acting CEO.”

https://www.geekwire.com/2025/tech-moves-icertis-names-new-ceo-as-samir-bodas-steps-down-smartsheet-adds-security-leader/

I feel bad for the people who were laid off in March and April. It didn’t have to happen that way—they should have decided to replace the CEO earlier instead of cutting employees who rely on their paychecks. Was the CEO fired because of AI?

happy, relieved, panicked, or conflicted?

Public story: John B, President & COO, “leaves for a CEO role elsewhere”.

Alternative story: he was walked to the door with an excuse.

"Think about it": you don’t pour 2-3 years into Reinvention, secure the Lexmark deal, build the org around your plan… and then bail two weeks before the real integration battle begins... unless someone either makes it impossible for you to stay or strongly suggests you go.

The narrative is classic:

• Announcement wrapped in cloying praise (corporate damage control).

• Immediate successor already lined up (succession was planned waaay before the news went public).

• Keeps a Board seat and a ceremonial “Integration Committee” role (an elegant exile to save face, not actual operational control).

If this was his choice, it’s because he saw the cost overruns, turf wars, and ugly compromises coming once Lexmark and Xerox cultures start grinding against each other.

If it wasn’t his choice, it’s because someone higher (guess who?) decided the Reinvention architect wasn’t the right one to live in the house he designed.

Either way, JB’s timing is perfect: he leaves with his reputation (almost) intact, before anything collapses, while keeping a Board seat so he can still claim credit if it somehow works. He’s also safely out of the firing line when the knives come out.

Bruno gets his big career upgrade. The rest of the leadership team gets to “own” the unfinished Reinvention house.

We, the employees-peasants, get to keep holding up the walls while the "architect" waves from a safer place.

https://www.cnbc.com/2025/08/11/intel-ceo-trump-lip-bu-tan.html?__source=iosappshare%7Ccom.google.chrome.ios.OpenExtension

Evidently the smarter people needs to study it

Leaders are overwhelmed and not sharing updates about a “big announcement” coming this month. There is no structure or strategic plans in place. People keep getting moved around. No hiring outside the dept. Development plans are being forced on employees. WTF

This guy joined Intel in 2009 and there starts the downfall of the company.

He studied history, how is he a chairman at Intel?!

How did he make his money?

Ladies and gentlemen, Ford has just rolled out their latest Homer 2.0 moment and no, I’m not talking about Homer Simpson designing a car with a bubble dome and a La-Z-Boy recliner. I’m talking about Ford exec Homer, the man who has turned EV dreams into billion-dollar dumpster fires.

Now, Homer’s telling us this is the Model T moment. Really? The Model T brought the world the car. Homer’s Model T moment is like if Henry Ford said, ‘What if… we make it slower, uglier, and on fire half the time but call it progress!’

Every EV project? Dead. Every startup partnership? Gone faster than free pizza in the break room. Billions of dollars down the drain that’s not a business plan, that’s a reality TV show called Corporate Survivor: Detroit Edition.

And the excuses? Oh, they’re endless. The market! The supply chain! The moon’s in retrograde! Mercury’s in Gatorade! Everyone and everything else is to blame… except the Ford executives themselves. They’re walking around in Teflon suits and matching Teflon underpants nothing sticks, baby! They could drive the company straight into the side of a barn and somehow blame the barn.

The Model T put the world on wheels. Homer’s version? It’s putting shareholders on Xanax. It’s like watching a guy lose every hand at poker and still shout, ‘One more round, I’m feeling lucky!’ No, Homer. Step away from the wheel. Put down the keys. This isn’t a Model T moment it’s a clown car parade, and you’re leading it.

I was subjected to an aggressive outburst from a senior manager who yelled repeated threats about my job security and dismissed my work entirely despite having completed all assigned tasks on time. Her words were not feedback. They were intimidating:
“You seriously think about what I said to you tonight and tomorrow let me know what you want to do. You will not survive in this job, or I will not keep you until May 2026.”
This kind of behavior is not leadership. It’s psychological abuse. And it’s unacceptable.
Note: I have an audio recording of her yelling with filthy disrespectful words.

I’m raising this not just to advocate for myself, but to open a broader conversation:
• How do we hold senior leaders accountable for emotional harm in the workplace?
• How can we protect psychological safety while maintaining high standards?

I am seeking your expert advice on this situation.
• Should I report this to my director?
• Should I report this to HR/ Colleague Relations?
• Will I get into trouble if I make a formal complaint to HR/Colleague Relations?

If you’ve experienced or witnessed similar treatment, I invite you to share your thoughts. Let’s stand together for workplaces that value both performance and humanity.

#WorkplaceEthics #Leadership #PsychologicalSafety #RespectAtWork #HR #Accountability

I heard there was an email shared of an exec in EMEA who was leaving to “pursue other opportunities”…… but under the email announcement was a conversation about their settlement agreement having not been signed and when they should share the email on the replacement.

Anyone else see/hear this? You always knew the majority weren’t leaving of their own choice but this would be confirmation on the way this place behaves

What a waste, especially Emea. They don’t solve issues, just whine to global support to fix small things they think are causing the sky to fall. No big picture perspective and too much bloat in leadership. Zero value unless you consider getting your day bummed with their snooty, bi--hy attitude and low IQ threats to escalate their single minded woes to leadership enjoyable.

Perhaps the rumour mill is working overtime. Nicolas Not So Squiet visiting EMEA. Escorted by the lead singer of The Undertones. Maybe it should be the Undertakers! Production is moving out of what is left of a decimated footprint in the UK. Another Tireman hire who can only see cost-cutting as the best route to business growth. As for Sharkey, well, what do you expect? Has not got the slightest clue about manufacturing, a puppet on the outpost, anticipating retirement any day soon. I just hope the Layoff compensation is decent and people get the best chance of finding something new.

Is my area expecting up to 12” of snow?
Yes.
Does my LOB have the capability to WFH?
Yes.
Did my LOB get the ok to WFH?
Absolutely not.
All the BS talk on Flagscape about how BofA cares about employees, is a joke.
Hopefully those who have to travel in the dangerous weather do so safely.

1-finger salute to all the top brass!

Come back! Show us a real leader! Let's fiesta!

Whats the story on why the VZB mod enterprise segment leader left Jan 3rd..not part of the VSP or pre planned layoff.

The masterclass in corporate “leadership” continues. With layoffs and “voluntary” severances handled as covertly as a teenager sneaking out after curfew, it’s clear that transparency isn’t just optional—it’s utterly avoided. Our fearless CEO and their trusty DEI henchmen seem to be taking notes from United Healthcare’s “offshore everything” playbook, aiming for that golden 70-80% offshore mark. Nothing says “commitment to excellence” like replacing skilled workers with a race to the bottom for cheap labor.

And about the talent being recruited in Costa Rica and India—both conveniently owned by Kaiser. It’s like they saw the Titanic and thought, “What if we skip the iceberg entirely and just build the lifeboats as submarines?” The Oceangate metaphor feels almost generous.

Meanwhile, you can bet the execs’ paychecks remain untouched. Oh no, the sacred seven-figure bonuses and their job security must remain protected at all costs. Who cares if they have to toss the rank-and-file overboard like ballast in a sinking ship? After all, nothing screams “leadership” like setting your company on fire, blaming the wind, and then asking for a raise.

Anyone else surprised to see multiple new VP positions created while we lay off the people actually doing the work just in time for Christmas? #leadership

Peter Gibbons is listening to this Outsource group named the Kearny Group on making cuts to manufacturing plants. He honestly has no idea how bad he is destroying value and capacity. Mike Roman isn't leading sh-t and would not know what leadership is without hiring some consultants on how to think or reading a book. This CEO has wasted more damn money on consultants and conferences, and useless golf tournaments than all leadership teams combined. I understand that 2023 is going to be a tough year from Financials perspective but this is terribly short sighted to start gutting the plants. Why Gut manufacturing plants when you have three times as many managers than you need with Spinco and 3M Center, honestly and layers upon layers of fat and overhead. Honestly they would not know how to measure KPI, productivity from the leadership team if a frozen fish hit them up side the head. You cannot outsource all work or move it all to Costa Rica even if you save a few pennies. At some point 3M is still a material science company that needs to supply its own products. If these bozos would actually invest in some real equipment and automation, these cuts would make sense but we dulling apart sh-t everywhere you look, and beyond dated production lines They will not even buy automated slitters, and rely on outsource company's and pay through the nose for all the die cutting, and slitting needs. There is no vision with this. Leadership never looks in the mirror.

Originally posted by @pew+1kJOPTc2.

Happy Holidays! Please see attached love letter to T-Mobile in the title on the local court system in the mighty NE. Ho ho ho you would know! What is in Santa's bag you ask? Oh its a civil rights lawsuit. #Mandate #Sievert #MikeyKatz #Leadership #BeYou

David Lancefield
Helping to create extraordinary organizations and leaders - as a catalyst, strategist and coach. Speaker and Board advisor.
London, England, United Kingdom

www.davidlancefield.com
linkedin.com/in/davidclancefield

What would I tell myself about a major transition?

It's been just over a year since I left PwC where I'd been a partner for 14 years. What would I tell myself at the age of 46? Whilst it's personal to me I hope it's of use to anyone else considering or making a similar transition.

★ Build your personal brand. Going solo is another level compared with anything you've done before. People want to know your value, not your (previous) title.

★ Adopt the mindset of an apprentice. Get over yourself. Dig in. Graft. Ask silly questions.

★ Reach out, don't wait. Your inbox will shrink rapidly, but so will your meeting schedule; use the time to network.

★ Work out why a client should come to me (afresh). What makes me special or different?

★ Do things you enjoy. Focus on what you want to do, not what you used to do, or others think you should do.

★ Remember what you're doing this for; use it as a guide and anchor as you explore.

★ Manage the chatter in your head. You're on your own, with fewer interactions; use silence and space wisely.

★ Spend time with people who show genuine interest in you as a person, not just your brand, expertise or black book.

★ Be patient. Transitions take time; don't compare yourself to people who've been doing what you want to do for years.

★ Be kind to yourself. Get comfortable with the messiness, uncertainty, loss, new found curiosity. It tests your emotions.

★ Recognize that you will lose contact with people. You're less relevant when you're out of their "bubble" and without a corporate brand.

★ Focus on momentum, experimenting with new practices, propositions, but remember it's not a race. Check your limiting assumptions.

I've loved the last year and I'm so grateful to those who've provided counsel, interest and ideas. You know who you are. There's been so much learning, and fun.

#strategy #leadership #transitions #careers

Your fearless leader nets approximately $14,200,000 per year. If you make $125,000 a year it will take you almost 114 years to make what he nets in one year. Time for a leadership change.

#apachecorporation
#cutcosts
#leadership
#premier
#APA