Incoming. This will be Act II of the Division dissolution. Now the legacy GTO leaders get their just due. A new product led organization is upon us. Welcome Fraser to that post and adios to the most arrogant set of IT leaders I have ever had to tolerate. You of 15-20 years of incompetence built this mess and now you try to claim the NewCo idea as yours. Make no mistake, it was and is not. Remainco begins on September 8th. Watch the fireworks begin next week. Here we go!
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Any known impacts to the GTO business partners - dxp, ebi, etc?
@ds If you’re not part of the Technology & Product org, this probably makes no sense because there are a lot of internal acronyms. T&P is the larger Technology & Product organization. Under that is GTO, which is the Global Technology Organization. IT is one of the organizations inside GTO. So when this person is talking about IT leadership, they’re talking about a specific group of leaders inside GTO, not all of Technology & Product.
What they’re basically saying is that another big phase of the reorg is coming, and this time some of those longtime IT leaders may be impacted. The poster clearly thinks a lot of them have been around for 15 to 20 years, haven’t made enough progress, and have created a pretty toxic environment. If you look around the site, there are other posts with similar complaints about some of the same leadership groups, so this isn’t the first time that sentiment has come up. “NewCo” is the idea of basically starting fresh with some of the company’s major technology systems, like billing, instead of continuing to patch old legacy platforms forever. The idea is to build newer technology that can support things like AI and then slowly move off the old systems.
The jab in the post is that some of these IT leaders are now trying to act like NewCo was their idea and that they can suddenly pull off this huge transformation, even though the poster thinks they’ve had years to modernize things and haven’t.
“RemainCo” is basically a sarcastic play on NewCo, meaning whoever and whatever is left after the reorganization.
So the overall message is. the old IT leadership structure may finally be getting shaken up, a more product led model is coming (under Fraser who is a product leader within T&P), and the poster thinks the real changes are about to start showing up next week and what remains starts on September 8.
Can someone actually define NewCo and RemainCo?
@ds They’re basically saying a second phase of the reorganization is coming. The old GTO/IT leadership structure is expected to be broken up further, some legacy leaders may lose roles or influence, and the company is moving toward a product-led organization. They’re also claiming Fraser will have a major role in that new structure, that there’s internal disagreement over who really came up with the NewCo idea, and that RemainCo officially starts September 8, with more changes or announcements expected next week.
@OP someone summarize wtf this means
@a5 exactly
@OP This definitely sounds like the idea may have originally been OP’s and then got picked up elsewhere, which unfortunately would not be unusual in that IT organization. Ideas have a way of getting separated from the people who actually came up with them. I wouldn’t put it past them. Hopefully OP is okay.
Please let it be true, please, please let it be true!
We can all wish, but NewCo has been tried before and failed. It is difficult to believe the outcome will change under the same IT leadership that has struggled for years to deliver meaningful innovation. If this leadership were effective, these changes would have happened long ago; a new company or organizational switch should not be necessary. The deeper problem is the IT cultural dependence on contractors and consultants, leaders who reward compliance over independent thinking, and an environment that suppresses dissent and sidelines people behind good ideas. The organization also appears to keep promoting the same leaders into similar roles, repeating the same patterns while expecting different results. There are also concerns about favoritism and teams being built around compliance rather than capability or independent judgment. This weakens accountability and contributes to chaos. Any hiring or promotion practices influenced by stereotypes, including the objectification of women or assumptions about employees based on gender, are unacceptable and must be addressed. Changing the org chart without changing leadership, decision making, and culture is not transformation. A genuine leadership reset, along with a commitment to merit, accountability, inclusion, and innovation, might make NewCo credible. Until then, we can only wish.
Are you ok, OP?
Can you explain this?
NewCo?
If this is true and that is questionable, kudos to Croney and Angelakis for listening to employees and making a significant change.
@OP we have been in such an ambiguous spot since the “reorg.” We will see what happens next. Maybe this is the moment.
@OP this tracks.
This tracks.