#leadership

VERIZON ⁠HAS ‍NOW ​BEGUN TO TAP ‍POTENTIAL REPLACEMENTS ​FOR CURRENT HEAD ‍OF VERIZON'S ​CONSUMER DIVISION SOWMYANARAYAN SAMPATH ​IN RECENT WEEKS- ‍FT Source: https://example.com/4awd7nte

Skeletor gave himself 61 million dollars for his compensation package this year.

I'm sure that will trickle down to all of us, right?

Right?

CS really wanted the Head of EMEA job instead of China? Do you think she asked EH when the had the conversation about this? I'd imagine she'd rather move back to the Netherlands verses Shanghai but hey maybe there is a hidden reason that I am not privy to. Let's see. I do wish her the best.

My son is friends with the son of an ex Finance VP at Dell whom quit last year. We were chatting about dell and he basically said that the company is run by 4 people, none of which are MD. JC being one of them, Doug Schmitt I think was another and I forgot the other two lol... MD just cares about his billions and whatever needs to be done to increase his money is told to those 4; basically.

This is all a "DUH" but it was interesting to hear this from an ex finance VP.

But he was saying that no matter high up you are, what you want or say is moot unless these 4 people say it's not "moot." They dgaf about anyone or anything except the mass amounts of money they earn. MD only cares about his billions, and If it hurts their bank accounts then they will lay off thousands with no concern, cheap out on raises/promotions, etc etc etc...

Promotions are impossible to get now and those who get them are in countries that aren't the US. In Role promotions are basically non-existent as well. Not impossible but just not likely.

Long story short, the "main" people running the company only care about THEIR money. Not you, or any of the tends of thousands who make them that money.

You can’t say anything or do anything out of step. Theyre all rule following goody two shoes

At a time when many legacy tech companies struggled to adapt, Arvind made the hard, visionary decisions—doubling down on hybrid cloud, AI, and enterprise modernization rather than chasing hype. The Red Hat acquisition, the focus on open systems, and IBM’s renewed relevance in mission-critical enterprise workloads didn’t happen by accident.

True leadership isn’t about quarterly soundbites—it’s about positioning a 100+ year-old company for the next 100 years. Under Arvind’s leadership, IBM has shown discipline, clarity, and long-term vision in an industry obsessed with shortcuts.

That’s what real CEOs do: make bold calls early, stay the course, and let results speak.

https://pulse2.com/opentext-names-ayman-antoun-as-ceo/amp/

OpenText announced its board has appointed Ayman Antoun as Chief Executive Officer and a member of the board, effective April 20, 2026, positioning the veteran technology executive to lead the company’s next phase of cloud modernization and enterprise AI-focused growth.

Antoun brings more than three decades of operating and transformation experience across global technology organizations. OpenText highlighted his tenure at IBM, where he most recently served as President of IBM Americas from 2020 to 2023, overseeing the company’s largest regional business across the U.S., Canada, and Latin America. OpenText said his leadership at IBM included driving advancements spanning cloud, infrastructure, cybersecurity, cognitive solutions, and digital modernization. Antoun also previously served as President of IBM Canada and General Manager, Global Technology Services, and spent time in telecom as Senior Vice President of Business Market Sales at Bell Canada from 2013 to 2015.

Antoun will succeed James McGourlay, who has been serving as interim CEO. OpenText said McGourlay will remain in the interim role through the transition and then move into a role within the company’s Executive Leadership Team. The company also said P. Thomas Jenkins, currently Executive Chairman and Chief Strategy Officer, will return to the role of Chair of the Board following the CEO transition.

OpenText’s board described the appointment as the outcome of a thorough CEO search process aligned to the company’s strategy and leadership needs, emphasizing Antoun’s experience with large-scale modernization efforts and his relationships across public and private sectors. Antoun, in comments released by the company, pointed to OpenText’s product portfolio and global client base as advantages as organizations place greater importance on trusted data for AI and business operations.

Antoun holds a Bachelor of Science in Electrical Engineering from the University of Waterloo and is a graduate of Harvard Business School’s Executive program in financial analysis, business management and strategic planning. He currently serves on the boards of TD Bank and CAE.

KEY QUOTES

“The Board is very pleased to welcome Ayman to OpenText, and as we look ahead to the Company’s future, the Board believes that he is the best leader to drive shareholder value by growing revenue in our core Enterprise Information Management for training Agentic AI business. Ayman’s deep enterprise technology and software expertise and decades of leading large-scale global transformations will be a catalyst for OpenText’s next phase of growth.”

“On behalf of the Board, I would like to thank James for his steadfast leadership as Interim CEO and for the strong results we are realizing by his commitment to our clients. I look forward to welcoming Ayman back home to Kitchener-Waterloo, where he grew up and went to school at the University of Waterloo, and to work with him, our Board and Executive Leadership Team as OpenText continues to advance its strategy.”

P. Thomas Jenkins, Executive Chairman and Chief Strategy Officer, OpenText

“The Board’s CEO Search Committee conducted a thorough CEO search, assessing a strong and diverse slate of global candidates against the Company’s strategic direction to identify the right leadership fit. We were impressed by Ayman’s experience leading major technology organizations, particularly in cloud and digital modernization, along with strong international relationships across public and private sectors. It became clear in our conversations with Ayman that he is uniquely positioned to advance the Company’s leadership in enterprise AI during our pivotal phase of growth.”

David Fraser, Lead Independent Director, OpenText, and Co-Chair of the CEO Search Committee

“OpenText’s core product portfolio, which is the foundation for training agentic AI, combined with its worldwide client base offers the company a competitive advantage as trusted data is now essential to how economies, nations and businesses operate around the world. I am energized by the opportunity to lead OpenText into its next chapter and look forward to working with the Board and leadership team to accelerate the Company’s growth strategy and deliver long-term shareholder value.”

Ayman Antoun, incoming Chief Executive Officer, OpenText

Howz ATLS VP OPS doing

Please try to remember this while you are listening to a corporate goon (GoGo) explain why VCIP isn’t great but the best is coming!
“During the pendency of any appeal in the Propel Fuels case, Phillips 66 is accruing additional interest liability at a rate of approximately $228,272 per day.” More than the median employee salary …… per day. Ignorance is bliss.

I see them visiting India , Bangalore so often.
They hardly visit sites in USA.

What am I missing? I’ve always heard that a major integrated oil company needs chemicals as a hedge for low oil prices as that spread drives higher chemicals margins. I get that the European sites won’t benefit from this because of the cultural and policy insanity there destroying the framework for industrial profitability, but in the US Geismar is proving this point. Pennsylvania polymers has had the delays, cost overruns, flare issues, furnace blow up, emissions fines, community hatred but besides that it’s gone great. Deer Park has the most expensive ethylene on the gulf coast but at least they also had a major fire. Ok maybe I’ve answered my own question. I mean what lucky company wouldn’t want to buy up all this lol.

Rick had zero cred with me. He lost more.

Seems like the pace of posts has slowed down this last week. Is Thanos Srini done snapping his fingers? My group was told before the holidays that this wave would be done by end of January.

He scheduled his next all hands for the end of February. Anyone going to submit questions to the SLT?

At this point everything they do is just laughable. They have budget to expand the leadership team but no funds for the people actually doing the operation work. We now have a ‘growth officer’, what’s next, a Head of extra growth?

APAC has had the reputation of toxicity for some time. Is this a complete change of guard we should be looking for? Is there light at the end of the tunnel for some of us, regardless what is going on globally. Keen to hear everyone’s perspective

I’m in my mid thirties and thought good work would speak for itself. After leadership noticed me, my manager started freezing me out and slowing things down around my work. Things conveniently arrive late or not at all, and I’m left scrambling to explain gaps I didn’t create. It’s draining to walk into work knowing you’ve got to defend yourself before you can even do the job.

The people running Exxon have no clue what they're doing. They're making terrible calls that are going to sink the company and take all our jobs with it. Does anyone have faith they can actually steer us to safety?

To be honest it’s a shame how our leadership is approaching AI. AI truly has the capacity to make healthcare better but leadership just uses it as an excuse to nickel and dime employees. We are constantly forced to justify ourselves as to why something can’t be done with AI. As such there is zero real enthusiasm around AI and there is no real incentive to actually use it as you are just taking on more responsibilities without any compensation. How about instead of using ai as an excuse to layoff 20% of the company, we take care of our own and reward people for being more productive with AI. Nobody in leadership at this company actually knows how to lead
and they are completely lacking in the qualities that make a leader.

Interesting that the entire Dell Ethics and Compliance page has been disabled. Also, the page for reporting ethics violations about people to a third party (“anonymously”) goes to a 404 Error page. I guess ethics don’t matter any more at Dell. No way to report ethics violations. Gotta protect those leaders!

Watch, the first major move from the new boss will be another round of layoffs. It's the classic move to prove you're serious about costs to the investors. We should all brace ourselves because it's coming soon.

• Michael Fiddelke, who started at Target as a finance intern, takes over the top job at the retailer on Sunday.
• He must deal with declining sales and civil unrest in Minneapolis, the city where Target is based.
• The company's outgoing CEO will stay on as executive chairman, raising questions about how much change is possible.

https://www.businessinsider.com/target-ceo-michael-fiddelke-thrown-into-crisis-mode-day-one-2026-1

Given the significant losses, which are expected to continue to increase, this is a serious concern, and Microsoft should be prepared for a potential CEO exit and make preparations ahead of time.

Did they ever come out for stores? Or our we still waiting?

The introduction of a co-pilot fundamentally changes our capacity. If a squad lead like me can now handle most development tasks with AI assistance, it accentuates the inefficiency of our bloated structure with so many L-8 GCLs and Architects who aren't providing tangible technical or strategic value

VP - endlesslya swashbuckling with engineered decks to ask for more budget for FTEs, consulging engagements (or stupid tech programs with fraudelent value cases that was pitched to them in exchange for a potential board seat down the line). Not accountable for performance and delivery

VP- reports to VP, responsible for procuring the decks for swashbucling and making budget ask justifications. Trying to fill CV to become VP1 in the next gig, only manages up. Not accountable for performance and delivery.

SD- responsible for owning the pretty decks used by VP1 & 2. Not accountable for performance and delivery and wont have any KPIs or OKRs. Only manages up while being responsible for maintaining the facade of leadership. Will threaten and retaliate on any dissent or suspicion of whistleblowing. Will do lots of stupid team events quarterly to provide bread and circus.

D- responsible for creating the decks. Not accountable or responsible for anything beyond managing upwards and keeping the facade up. Will invent BS performance metrics and play bad cop for ICs to keep the order. Just waiting for their SD promotion while not managing more than 3 direct reports.

M- very rare creature at nike, manager level work is done by Directors.

P- invented director role to keep pay levels without the headcount to keep people. will do mostly what D does, doing decks without being accountable for anything or owning anything. will be scapegoated for performance if they stay in role more than 2 years.

L- baseline IC, responsible for doing analyst work to create data for the above. Owns everything without owning it. accountable for everything without influence. May have to do excel flipping on a 30 hour basis.

anything below- congrats for failing at corporate, you are essentially a glorified exec assistant. Will be asked to deliver everything from planning events to procuring merch. will be held accountable and responsible for everything. Performance expectations would be at the sky and will always be scapegoated. will be thrown around from role to role until they call it quits. only chance of moving upwards is finding a D to su-k up to that will eventually promote them as they become indispensible for their ego.

Real work will be done in southeast asia, real value will be generated by partners who sell the real work created in southeast asia. None of the above have any influence or impact on the outcomes as they exist for theathre. Occasional product hits or media sensations created by external agencies keep the ship floating.

It hasn't been announced yet, but the writing is on the wall.

I'm not sad to see him go; he's a terrible leader and generally incompetent, but now we're likely to report to his self-serving lackey.

Out of the frying pan, into a similar frying pan.

3M has eviscerated the talent pipeline, so everyone in management are the leftover dregs who couldn't find a new role at a better company.

Does anyone know for sure?

Any leadership that can anonymously confirm?

Does the manager provide a list of names - ie. Told he has to cut 2 of his 10 people or whatever?

Or does it happen above his head?

Just curious

I’ve fired people before that were on PIPs and had known issues but never done layoffs

P66 has been touting their new gas plant prospects, but their new Iron Mesa gas plant is mostly replacing volumes from DCP's disastrous James Lake gas plant purchase and shifting volumes from DCP's awful Goldsmith gas plant. Imagine spending the money on a new plant to replace James lake that DCP purchased just before the P66 buyout. DCP spent money stupidly across the board. They invested so much growth money in the DJ basin and ignored the looming environmental regulations. They did nothing for compliance leading up to the P66 purchase. Now all of the short sighted DCP leadership is running P66 midstream. They are all touting midstream growth and leveraging G&P but the real stable money comes from historic pipeline and terminal. How can G&P add to the baseline we want when all of our competitors have over capacity everywhere we operate? What if this money was invested into growing the central refining efficiencies?

Take a look, the new corporate leadership and SWN personnel have added way more costs and increased anxiety across the organization, own up to a wrong doing for the long term and put these people in their place

Does the head of HR still do that thing where she dodges hard questions about layoffs?

Head of Sales is retiring. Replacement was quietly hired a few weeks ago. I’d expect sweeping changes and reduction to the sales org by mid year

I don’t know about you, but I’m tired of some of these VPs on LinkedIn talking about AI and the impact they can have when they can’t even look away from their monitor and the script that they’re reading from. The chief people officer is the worst offender of all. Cisco is not an AI company just like they’re not a software company. Stick to selling boxes that’s where you made your money.

There is significant pay compression happening across nursing teams.
New hires, including nurses with minimal experience and recent graduates, are being hired at higher rates than long-tenured nurses.
In many cases, these higher-paid new hires are being trained by the lower-paid, more experienced staff.
Leadership has also communicated that there will be no raises this year.
This leaves experienced nurses with no mechanism to address the gap.
It’s worth asking how sustainable this model is for retention and morale.
What leverage, if any, do employees actually have here?

Inogen is not a company that values its people or its integrity. The leadership (C-suite down to Sales Directors) fosters an environment where 'bad behavior' is rewarded and doing the right thing is penalized.

Management: The VP and Directors push the inside sales team to use manipulative tactics. If a rep tries to act ethically, they are told they are doing something wrong.

Instability: Constant layoffs and 'patchwork' solutions to deep-seated structural issues.

Ethics: There is a massive disconnect between the company’s stated values and its actual practices. It is a profit-at-all-costs environment where the C-suite is aware of the toxicity but refuses to fix it."

If they are shifting employee led initiatives like employees are responsible for development efforts and writing their own individual goals. What's the point of top heavy management? We dont need them! They cause more risk to the company by being sloppy.

Oracle is known for having too many layers of management. D and his close circle handle all the big meetings, while everyone else only gets small pieces of the work. This keeps the rest of the team from seeing the full plan. If Oracle fixed this and shared more information, the company would be much better off.
Need to get more Directors off-boarded or shuffled from their meeting favorites.

Don't spend it all in one place. Lead with compassion like I do.

....drum roll please.....

Chris Cartwright!!!!!!!

Mickey has the ba--s to restructure for the 5th time in 3 years and then cries on her all hands call…..give me a break

I heard there might be changes to community relations and related outreach.

I work with that group but have been off on a leave.

Have there been any changes? Same leadership or new?