#bod

I have a proposal for the BOD’s I think they will enjoy. Instead of laying off staff we should layoff the entire SLT with AI in order to drive company growth, innovation, and profitability. By now, the Board can already sense they dropped the ball hiring Enrique because he does nothing except lose market cap value. So why not save the company hundreds of millions by laying off the executives? Do you actually think AI would do worse? This company’s currently at its lowest point in history. Some people will read this as a joke but the more you think they more it actually makes sense. Also, think of all the stock comp that will be saved!! Buybacks will actually mean something now.

Paula Price and General Reimer are off the Board of Directors and Christopher Quick (from Capital Management Board) is now on the Board. Not sure of the significance. I have not seen a press release to explain.

I never met Ms, Price, but the General was very smart. They were both in charge though when the damage was done.

Why has the board of directors not told super bowl legend Rob Gronkowski to save the company?

Maybe even try telling Rob to tell the group of 25 army officers that founded to stop rolling in their graves??

What a joke.

to sc--w stockholders. 13 % price drop in 5 days. You defenders will say market economics are to blame, nonsense! If they had built the franchise and gotten the stock to a level it should be this would be a blip, it is not. Remember PNC as a regional competitor close to us has grown and more than doubled their share price last 5 years. I wonder if there’s any angst in the C suite or by this Board? Probably not.

Any news on how the meetings are going?

No

Are you reading the posts on this forum? Do you care about the health of this company? As a shareholder, I do. You don’t need to hire a multimillion dollar consulting firm to diagnose the situation and put a plan in place. A rational person and a little GenAI can summarize the themes for you

Key Themes
• Organizational instability: Employees cite constant reorganizations—often every six months—which has created fatigue, confusion, and a sense that structural decisions are being driven by short-term pressures rather than a long-term plan.
• Talent decisions undermining trust: There are repeated concerns that recent layoffs and promotions didn’t align with performance, with high performers cut while lower performers remained due to internal politics or legacy relationships.
• Leadership and HR gaps: Employees point to inconsistent leadership quality, slow or overly procedural HR processes, and communication missteps around sensitive changes. Some comments note ineffective leaders remaining in place despite clear issues.
• Burnout and morale decline: Workloads are heavy, career mobility feels limited, and many employees describe being exhausted and discouraged. Morale appears fragile, and trust in leadership is weakened.
• Impact on innovation: Several threads reference a shift from leading the market to following it. Internal volatility is viewed as slowing decision-making and diluting the creative culture that historically fueled Nike’s brand strength.

Implications
Left unaddressed, these issues create material risks: higher attrition among top performers, slower innovation cycles, reduced productivity, and a culture that becomes increasingly difficult to repair.

Recommendations for Consideration
• Stabilize the organization by pausing major reorgs and aligning on a multi-year structural plan.
• Audit recent layoffs and promotion decisions to rebuild confidence in fairness and performance alignment.
• Strengthen leadership accountability through clearer expectations and more rigorous capability reviews.
• Address burnout by examining workload models, spans of control, and internal mobility pathways.
• Recommit to innovation by protecting creative/product teams from ongoing churn and simplifying decision processes.

Nike’s external brand remains incredibly strong, but the internal signals point to a need for stability, clearer leadership alignment, and a renewed focus on innovation. Addressing these areas will help rebuild trust and set the foundation for long-term growth.

Just out of a staff meeting with my LG member and she was downloading from the Leaders Group meeting they had last week. Apparently Doug Tere77on believes the Elliott argument is not grounded in anything and that he has disproven their thesis and predicts Elliott will not make any noise this proxy season.

Thoughts?

No, not that Craig Barratt.

#WhatAreWeGoingToDoWithGrandpa?

With Rizzo to Chief Operating Officer over both Property Liability and Protection, it appears Tom and the BOD have Mario as the inside candidate to follow TW. No doubt they'll search for external talent as well (such a great track record!), but he's a safe pick in Tom's world having come up through the Finance function. He'll get high grades for fixing the profit problem (novel--raise rates, tighten underwriting), and increasing shareholder value. Jess Merten to President of Property Liability provides him with an operating role for his resume. TW still has $200+ million in stock options, so he has a vested interest in shareholder value for sure. He'll probably stay as Chairman or non executive Chairman at retirement.

Does ELT know how much their employees despise them or are they kept in the dark by the boot lickers below them? The BOD needs to realize how much of a failure they are and how they have completely lost their employees and fire them all.

What is Tommy Boy's net worth up to now ?

So WORTHLESS and his merry band of BOD’s are scheduled to visit Pascagoula next week. Is this where he will announce his retirement and EB named as his replacement? How much do these little trips cost the company? Doesn’t matter because they are saving so much through layoffs, EOI’s and exceptional management decisions.

How much more talent will Wells Fargo lose with their bullying tactics, offshoring US Domestic jobs, while they lack efficient risk management & controls at the same time? How can a CEO talk about being more efficient when his strategy has been proven to be unsustainable and fails (offshoring).

When will the BOD or Shareholders wakeup! You should be pi---d. The CEO is only positioning the company for “short term gains”, if any. Offshoring jobs for cheap labor is a way to make the balance sheet look good over the short term. Meanwhile the cracks have begun to appear. The CEO will leave this company worse than it ever was.

His offer letter provides him a golden parachute after 5 years in his role. Do you think it is a coincidence that the “assets cap not being removed until maybe 2025” was leaked? Clearly, This leak is to drive a narrative for the CEO who will leave next year per the terms of his offer letter, and the asset cap will remain over the company.

The guy has accomplished nothing but more fines and lying to shareholders and customers. Someone with that authority do something! He is creating more risk, the cracks are beginning to appear and affect our customers. The stock price has been the worst under this CEO.

WAKE UP PEAOPLE!! Hiring offshore does not make the company more efficient! It does the opposite, and creates risk! Offshoring also does nothing for the US economy. All those shops and restaurants that want employees to fully return to office don’t understand that it will not happen. Just look at all the building consolidations. That shows that the Strategy is not about collaboration, or better together, or any of that. IT IS ABOUT REDUCING COSTS BY FIRIBG US EMPLOYEES AND HIRING CHEAP, UNQUALIFIED LABOR TO DRIVE THE NARRATIVE THAT “THE FIRM” IS MORE EFFICIENT.

All the Shartman is really doing is making sure it looks like he cut costs, and reduced headcount while he approaches the end of his 5 year agreement stated in the CEO’s offer letter. He will then leave, and the conpany will continue to crumble from the severe harm and toxic workplace created by this chump. Someone standup! All the red flags are there. Wells Fargo is now the company to pay the highest amount of fines ever. BILLIONS OF MONIES that could have gone to investments, employees, and shareholders because of CURRENT LEADERSHIPS FAILURES.

Here is an inside look at how offshore is working out at “THE FIRM”.

https://www.cnbc.com/2023/08/14/employees-in-asia-are-spending-the-most-time-looking-busy-at-work.html

WE NEEE A BOARD AND LEASDERSHIP THAT UNDERSTAND THE BENEFITS AND EFFICIENCIES BY UTILIZING TECHNOLOGY WITH QUALIFIED EMPLOYEES. THAT IS HOW YOU TRULEY “DO MORE WITH LESS”.

MAYBE SOMEONE SHOULD FORCE THE CURRENT CEO, SENIOR LEADERSHIP, AND THE BOARD OF DIRECTORS TO DO “MORE WITH LESS”.

#WellsFargo
#WFC
#REGULATORY
#HABITUALOFFENDER
#2023
#2024
#2022
#2021
#2020
#2019
#Markets
#Banking
#RISKMANAGEMENT
#Offshore
#Failing
#Liars
#Outofpocket
#getsteppin
#powercorrupts
#corporategreed
#CEO
#Leadership
#SEC
#WSJ
#CFPB
#Inequality
#greed
#CSuiteSalaryReductions
#BOD
#Downgrade
#WellsFargoBank
#Technology
#AntiAmerican
#SmokenMirrors
#redflags
#stopthemadness
#Schart
#Sharted

This is for the haters, trolls and non believers. So, Read it and weep Trolls. Just the facts!!! The are outsourcing risk and compliance rolls! Lots if UGLY TRUTHS. Any other employee would have been fired. Keep driving this FAKE NARRATIVE of making progress.

Here is PROOF!?? Link to pdf:
https://pdfserver.amlaw.com/legalradar/pm-50684461_complaint.pdf

Below is a blip of what is contained in the filing.

“87. The March 2020 Congressional report also faulted the Board of Directors for allowing management to "repeatedly submit materially deficient plans in response to the Consent Orders." Report at p. 36. It noted that Wells Fargo submitted multiple deficient plans that required board review and with regards to plans required by the
OCC, board approval) in response to the 2016 Sales Practices Consent Orders. The Committee staffs investigation revealed that the CFPB and OCC repeatedly rejected the Bank's compliance and redress plans required under the 2016 Sales Practices Consent Orders as incomplete or otherwise deficient. The Report noted that Wells Fargo's Board was directly involved in the process and was specifically told what needed to be done to comply with the consent orders. 27

88. The Federal Reserve's staff even held one-on-one sessions with several of Wells Fargo's directors. 28 Still, the Board of Directors failed to ensure compliance with the consent decrees. For example, on April 3, 2018, Wells Fargo made its first submission of plans for board effectiveness and risk management under the 2018 Federal Reserve Consent Order. "Despite receiving consistent direction from Federal Reserve staff on what sufficiently detailed plans should include, Wells Fargo's first submission of plans for board effectiveness and risk management, made on April 3, 2018, fell woefully short of the Federal Reserve's expectations."29 In a May 7, 2018 response letter, Federal Reserve staff informed Wells Fargo that its submission was so "materially incomplete" that the plans, "cannot be evaluated by [Federal Reserve] staff.”

Brrr, BBrrrr….. oh wait, I think someone is Scharting their pants right now.

Everything posted here is public information.

#WFC
#SEC
#WELLSFARGO
#layoffs
#Banking
#2023
#Fargo
#WELLSFARGOBANK
#FINANCE
#DIVERSITY
#Technology
#Bank
#Assetcap
#Brokers
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#FACTS
#WELLSFARGOPROBLEMS
#BOD
#CEO
#HIRING
#ETHICS
#Risk
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#News
#2023
#2024
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#stakeholders
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