#leadership

An email went out today saying he is “exploring other opportunities”.

and Tim Cook is also on Nike board for long time.

Is there correlation between Tim Cook and Nike's braindeadness in last few years?

TC is basically ki-ling Apple with his bureaucratic approach.

Anyone who says that Nike is not a zombie is brown noser, a Nike troll.

Just thinking out loud, my two cents worth

The management of this company is primarily responsible for the earnings and stock value presented to shareholders. Many of Wells Fargo's employees are also shareholders. It is nice to log in to the 401K account after a day like yesterday and see the numbers change positively and substantially. Yes, many times, CS and the team must make unpopular decisions, but to say this team is clueless and incapable is laughable. This is what happens in many publicly traded companies. Would you rather have a government job??

I am not sure how some of these so called leaders make it to the top. But, that is one issue. What really boggles my mind is how so called leaders make decisions at one company. The first company turns around and reverses mistakes that leader made. Then a second company hires this leader to come to the new company and do the same thing. For example, Citi laid thousands of people off under DC's "leadership". Citi found out his vision was not sustainable. Citi has since reversed many of his decisions and hired people back. Some people have already moved on. Then what mystifies me is why does Penny Pennington and the powers that be at Edward Jones turn around and hire DC who has proven himself to be a failed leader? Penny Pennington has brought DC into the flock knowing full well that he is a wolf in sheep's clothing. DC is doing the same thing at Edward Jones that he did at Citi. I have seen many really good people who are really good at what they do get laid off to an extent that this model is unsustainable. After DC packs his bags and moves on to the next company to do the same thing Penny Pennington will have to rehire many people she and DC laid off. DC is a mercenary who goes from company to company cutting people and doing things that most people cannot do and be able to sleep at night. The first time I ever saw DC he was having a TED Talk moment in the South Campus Auditorium where he was talking about the movie Zoolander 2 of all things. He was also lecturing us about the culture of Edward Jones (people who had been there for 25-30 years). He said his favorite movie was Zoolander (that should tell you how deep of a thinker he is). He was using some salty language when he was speaking about Zoolander 2. The thing was he was saying it in front of the empty chair on the stage. As we all know the empty chair represents the client. We all have been taught to not say anything in front of the empty chair we would not say in front of a client. But, there was DC lecturing us all about Edward Jones' culture and how bad Zoolander 2 was. It was so surreal having been in the auditorium in the past listening to past managing partners like JB, DH, and JW. On the same stage years later is DC obsessing about how bad Zoolander 2 was. It was the strangest thing ever. But, this is the man Penny Pennington has hitched her wagon and her legacy to. It has become bad. It is going to continue to get worse. The Penny Pennington era at Edward Jones will be looked on as a dark time in the firm's history. When DC has done all the gutting Penny Pennington has hired him to do he will pack his bags and move on to the next company prepared to destroy the lives of the very people who built it. That is just what DC does. I guess he can sleep at night. I do not think anyone with a soul could sleep at night though. You knew who DC was when you brought him on. Shame on you, Penny Pennington, shame on you.

We have people who can be cut who contribute absolutely nothing. People who go from one meeting to another regurgitating the same points over and over again with nothing new being said or decided. Yet the ones being cut are the people who do actual work and who bring actual knowledge to this place. Thanks again, id--ts-in-charge.

Eye opening article on his grifting Fiserv post departure. As the saying goes "follow the money". We got sc--wed.

People need to realize that he continues to sc--w this company

https://www.ft.com/content/6bf3c0ed-b97e-478f-9b7a-64db369d967a

Honestly. Just STFU.

So GK sends an email outlining all the super ideas garnered from surveying 1800 leaders to discuss efficiencies, communication improvements, etc. Is she completely unaware that she is talking to the people that are the problem? Why not take a page out of Jane Fraser's book at Citibank and get rid of the layer upon layer of redundant middle managers that clog up the system here. I mean really, "Bureaucracy Busters," c'mon now. These people you're talking to are the bureaucracy. Get a clue.

This place is not looking to hot these day. DFA kept the same people who ran it into the ground the last time when Garelick owned it.

Goodbye to all of you. Senior leaders who gaslight us on your quarterly meetings…middle managers who know all this is wrong but still enable the system to save your own skin…not sure who is worse, but you’re both spineless and willing to sell your souls for a few dollars more…people who troll this website are lost, just quit and move on with your lives. It’s not worth it.

The rotten core of this company will be exposed and all the rats and roaches will scatter when the lights do come on.

The stock will probably be around $50 by the end of the year. We’re clearly in an AI bubble, and the AI-driven stocks are telling a very different story from reality. Our team isn’t ready to handle what’s coming.

We’re stuck in an economic trap. If we raise prices to protect margins from tariffs, we risk losing customers. If we don’t, margins get crushed. Discretionary spending is tightening, so fewer people will be buying high-end gear this holiday season. Retail looks soft, companies are hiring less and most aren’t looking to add traditional holiday staff at prior year levels.

Not everything is leadership’s fault. Some of this is just macroeconomic turbulence. But the bigger issue is that our current leadership is a throwback. They’re just not equipped to deal with today’s high-volatility environment. And unfortunately, many of the same people who created these problems are still running the show, some of them even promoted.

We might see slightly better earnings in December, but I expect it to come with a warning about a tough year ahead. That message won’t help the stock.

Buckle up.

As title says.. I will vote for C. Paul and Vivek (whatever the last name is). They both need to be packed and shipped out asap. They are robbing Verizon. CX su-ks at all levels.

Billy bob or Kelly?

Anyone else notice some of the people with the worst leadership reviews actually got moved up the food chain? These shareholders wonder why Target is going downhill lol. People in power decide who they like and just make the decisions based on that and not on ability or qualifications.

Full podcast: https://www.youtube.com/watch?v=9WSsLSq40Yw&t=1693s

Article here:
https://www.businessinsider.com/michael-dell-advice-make-crisis-2025-10

"People work best under pressure. A good leader applies it."

What do you guys think about the last sentence?

On October 6, 2025, Verizon filed a Current Report on Form 8-K disclosing, among other things, the appointment of Daniel H. Schulman as Chief Executive Officer, effective as of October 4, 2025. Verizon is filing this Amendment No. 1 to such Current Report to provide information regarding Mr. Schulman’s compensation arrangements that were entered into after such Current Report was filed.

On October 13, 2025, Verizon entered into a letter agreement with Mr. Schulman, which provides for his continued role as Chief Executive Officer through December 31, 2027. Mr. Schulman will continue serving as a member of the Board of Directors of Verizon (the “Board”) and will be nominated for reelection to the Board at each annual meeting of Verizon’s shareholders during the term. In consideration of his employment as Chief Executive Officer, Mr. Schulman will be paid an annualized base salary of $1,500,000 and will be eligible to participate in the Verizon Short Term Incentive Plan with a target incentive opportunity equal to 250% of his base salary, prorated for fiscal year 2025. Mr. Schulman will also receive the following Verizon equity awards in the form of Verizon restricted stock units (“RSUs”) and Verizon performance stock units (“PSUs”), which collectively represent Mr. Schulman’s exclusive long-term incentive compensation during the term:

(i) 

an RSU grant with a target value equal to $9.5 million to compensate Mr. Schulman for incentive compensation that he forfeited upon resignation from his service relationship with an investment firm in connection with his appointment as Chief Executive Officer, which will be granted on October 17, 2025 and will vest on December 31, 2026, generally subject to his continued employment through such date;
an RSU grant with a target value equal to $20 million, which will be granted on October 17, 2025 and will vest on December 31, 2027, generally subject to his continued employment through such date;

(iii)   

a PSU grant with a target value equal to $30 million, which will be granted during 2026 and prior to January 15, 2026 and will vest, to the extent earned, on December 31, 2027, generally subject to his continued employment through such date. This PSU grant is divided into two tranches, each corresponding to 50% of the award. Each tranche may be earned at a range of 0-200% of the target number of PSUs granted, based on the level of achievement of Verizon’s total shareholder return relative to a comparator group to be determined by the Human Resources Committee (the “Committee”) of the Board at the time of grant in 2026. For the first tranche, such achievement is measured over a performance period beginning October 17, 2025 and ending December 31, 2026 and for the second tranche, such achievement is measured over a performance period beginning October 17, 2025 and ending December 31, 2027; and

(iv)    

a supplemental PSU grant relating to 222,222 PSUs at target, which will be granted on October 17, 2025 and may be earned at a range of 0-300% of the target number of PSUs granted based on the achievement of average share price goals ranging from $55.00 to $75.00 per share of Verizon common stock over a performance period commencing on October 17, 2025 and ending December 31, 2028. The earned PSUs will generally vest on December 31, 2027 or such later date during the performance period on which the applicable share price performance goal is achieved, generally subject to Mr. Schulman’s continued employment with Verizon through December 31, 2027. This PSU grant is divided into nine tranches, each of which corresponds to an average share price goal. An average share price goal will be treated as achieved (resulting in the corresponding tranche of the grant being deemed to be earned) on the last day of a measurement period (defined as any period of 20 consecutive trading days of Verizon common stock on the New York Stock Exchange that both begins and ends during the performance period) if, as of each trading day during the measurement period, the average closing price of a share of Verizon common stock on the New York Stock Exchange for the trailing period of 20 consecutive trading days ending on and including such day exceeds the applicable average share price goal.

The number of shares of Verizon common stock underlying the equity grants described in clauses (i), (ii), and (iii) above will be determined by dividing the target dollar value of the grant by a reference price that is calculated as the average closing price of Verizon common stock over the 20 consecutive trading days ending on and including October 17, 2025 and rounding up to the nearest whole number of shares. Mr. Schulman is entitled to certain termination vesting protections with respect to his RSUs and PSUs upon a qualifying termination of employment, including that upon Mr. Schulman’s termination of employment due to a succession event (generally defined as circumstances where a successor Chief Executive Officer of Verizon has been appointed and Mr. Schulman has facilitated an orderly transition of his duties), the time-based vesting conditions will be deemed satisfied for all of Mr. Schulman’s equity grants described above. In addition, if prior to December 31, 2027, Mr. Schulman’s employment terminates due to a succession event, he will be entitled to receive the remaining base salary and short-term incentive compensation that he would have received had he remained employed with Verizon as Chief Executive Officer through December 31, 2027 (with short-term incentive compensation determined based on actual performance for the fiscal year in which the termination occurs and target performance for fiscal years that have not yet commenced as of the termination date).

Named Executive Officer Retention Awards

On October 13, 2025, the Committee approved a one-time retention RSU award with a target value of $4,000,000 for each of Sowmyanarayan Sampath, Executive Vice President and Group CEO - Verizon Consumer, and Anthony Skiadas, Executive Vice President and Chief Financial Officer. The number of shares of Verizon common stock underlying each award will be determined by dividing the target dollar value by the closing price of a share of Verizon common stock on the New York Stock Exchange on the grant date and rounding up to the nearest whole number of shares. Each award will be granted on October 17, 2025 and will vest on December 31, 2027, generally subject to the continued employment of Mr. Sampath or Mr. Skiadas, as applicable, through such date. Each of Mr. Sampath and Mr. Skiadas is entitled to certain termination vesting protections with respect to his RSUs upon a qualifying termination of employment.

Too bad we don’t have new talent in the CEO office:
https://fordauthority.com/2025/10/ford-ceo-jim-farley-all-new-talent-was-needed-for-universal-ev-platform/

What does this achieve?

I’m struggling to understand why we’re laying off People Team staff just because they’re remote, yet we’ve recently made remote hires in leadership roles who won’t be subjected to the same treatment. It feels inconsistent and unfair.
Anyone else smell the makings of a lawsuit?!!

More new executive hires. SunTruist changes leadership in various areas like dirty socks. We are now spending millions to try and get back the wholesale payments and business they three years ago didn’t give a damn about. This circus needs a bigger tent!

How on earth does the CEO keep his job when he delivers this :
a catastrophic decline is stock price,
dividend cut to nothing,
declining revenues,
declining profit,
an acquisition of a loss making competitor,
staff morale at rock bottom, no pay rises for staff

and the only certainty is more redundancies.

How is this a ‘Re-invention’ ??????

As an employee, the optics of this look absolutely horrible. You tell us people are going to be fired, yet this turdass is traveling around doing no real tech work—just parroting buzzwords. Instead of flying this tu-d business class, why not use those funds to buy pizzas for local teams once a month, let them feel safe, raise questions, and then have turdass Shankar address those questions from a Zoom call? That would boost morale and actually make management look like they care.

Why is this humanoid marshmallow floating around? If the company is strapped for cash, why can’t Shankar run his self-important AMA over Zoom? Who approves this nonsense? Come on now, step up and start cutting back on unnecessary travel. Plenty of teams have members scattered across the globe who would love approval to meet their colleagues in person, instead of funding boy NoShank’s excursions to dine on international cuisine while sweating up his smelly behind. Synopsys, do better: stop slacking, cut back on needless costs, and focus on saving jobs instead of firing people. Wasting money on Shankar’s travel needs to stop, leadership must take charge, cut back on this waste, and show real accountability.

Clearly CVS made the right choice if the anecdote is to be believed.

I personally LOVED the digs about not doing AI for flashy headlines and to focus on the basics.

Also kind of interesting with all of the "the whole system is broken and should be remade" [in brackets is how we eliminate the broken Payer/reimbursement system rather than just put AI bandaids on it]

Who else is putting in an application at CVS today??

Quoting Proverbs. He is starting to get desperate. I wonder if that's because he knows who is new boss will be and recognizes he will soon be without a job.

BEHIND DOORS DEALS MADE JOBS GIVEN TO OL BUDDY SYSTEM AGAIN AND AGAIN , THEY GOING NEED HELP AND WONDER WHAT HAPPENED NOT BASED ON CAPABILITY !!! THANKS FOR GIVING US A OPPORTUNITY LIKE THE REST! Ol Well

It’s frustrating watching upper management toss out people with twenty-plus years of knowledge just to make numbers look good for a quarter. I thought we were past this, but I was wrong. The short-term mindset is going to bite them hard down the road. No one seems to care, though.

I look around and realize most of the team has been here for decades. No fresh talent, no mentoring, no future pipeline. It’s like leadership never thought ahead. What happens when everyone retires? We’re running on borrowed time.

Hans did not have the experience or knowledge to lead Verizon - smoke and mirrors and everyone else paid the price(especially employees with vz stock). Sampath is not the right leader either.

Stratton is the best fit to turn the company and stock around. Only met him once.
Good article below.
https://www.mobileworldlive.com/verizon/analysis-why-verizon-needed-a-ceo-shift-change/

It would be nice to say these things without feeling like you’ll be putting a target on your back. But here we are, so I will just state it here and wondering which upper upper management actually reads it?
There are concerns about how you’re framing discussions around work habits. When you mention waking up in the middle of the night thinking about work, or suggest that employees log in after hours for trainings so we can be the first org to finish it, you send the message that overextending ourselves is encouraged. This contributes to a culture that leads to burnout. Please be more intentional about promoting healthy work-life balance and sustainable productivity.

In recent interactions, I’ve noticed a shift in leadership approach where supervisors are prioritizing directive control over collaborative friendliness. This manifests as micromanaging daily tasks, decisions, and workflows, which can feel overly authoritative rather than supportive.
While clear guidance is appreciated, this “bossy” style risks demotivating employees by limiting autonomy and trust. It may lead to reduced creativity, higher stress levels, and lower job satisfaction, as team members feel their expertise isn’t valued. For instance, constant oversight on routine matters can stifle initiative and make the work environment feel restrictive rather than empowering.

As long as management is quick to take credit for a firm’s successes but equally swift to blame its workers for its failures, no surefire remedy for low productivity can be expected in American manufacturing and service industries.

OE - and NE in general - will be better off once the ,leadership' of SCM is replaced with an actual leader. The absentee / remote attempt of management is an experiment that has gone on far too long. Week-long trips to Houston and Gdansk every couple of months (aka company paid vacations) fail to address the needs of the department and the company.

Hans did not have the experience or knowledge to lead Verizon - smoke and mirrors and everyone else pays the price. Sampath is not the right leader either. Stratton is the best fit to turn the company and stock around. Only met him once.

https://www.mobileworldlive.com/verizon/analysis-why-verizon-needed-a-ceo-shift-change/

Name anyone.... Bruce Lee and Elvis are OK too.

The new leadership has no clue what they are doing and destroyed the department. Hiring all mid-level execs and firing the workers. This week they are laying off 125ish people and told all IT to stay home until you are told if you have a job. What courage.

What is going on in the Medicaid segment with so many top leaders leaving suddenly, does anyone know? Regional VP's, CEO's, lots of top level movement....seems suspicious.

Terrific job board, you hired another clown show

John and other leaders answer your questions on the state of our company…

Have a question for John, Pascal, Jenifer, or Kelly ?

Post it in advance on Viva Engage. Then be sure to attend or tune into the “live only event” to confirm that it has been completely ignored.

567.