Anyone willing to reveal some facts about Honeywell's burning platform objective in terms of cutting managers or heads or bands? I assume this burning platform strategy is just occurring in Aero? TM project? Every tier 5 and tier 4 manager had to give a < 5 minute speech to 2 VP's to prove they could motivate their people by conveying a burning platform crisis intensity is needed to save Honeywell. They did not tell the managers how they would be graded or what the purpose of this screening is. Gave the managers a stressful test with zero communication of what the purpose is. Honeywell failure to communicate at it's finest. And then they wonder why nobody trusts executive management.
Honeywell CEO or some layer of executive management is apparently latching on to a 1992 developed leadership concept that you can make change happen by getting people into a crisis intensity. To me this is more short term thinking that will end our long term success. Is Honeywell really at a point where we need to panic? Or are we just being asked to panic so we can squeeze a little more bonus money into executive management pockets. I think Honeywell owes all employees facts and honest communication. If they won't present honest facts then don't expect people to trust or commit energy into their work