For a company that wants to promote change and innovation, the leadership videos (all but 1), demonstrate the contrary. We can modify the structure as many times as we want but when the people that are supposed to roll it out, look so dull, uninspiring and sedated, it cannot lead to meaningful change. No one, especially the youth would want to listen to it. Sadly it is not the first time, it is a pattern.
Upper Management focuses a lot on perception, and nowadays it is perfectly understandable. However, this transpires too much through polished slides and empty terms. No more slides, no more buzz words, please stop. Write meaningful memos and show your way of thinking, take a risk, don't be afraid to be wrong. Success attracts itself, for that you need to look successful and be rounded. Unfortunately, not only are the speeches empty but the looks of those delivering it equate an unhealthy lifetstyle. It is demotivating and blatantly unattractive. The changes necessary are no longer structural, they are in People, personnalities, and Talent Management process. There might be diverse nationalities, gender and faith, at the top but what we can see here, and have seen for long is too much of the same. That won't create change.
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Let staff speak, not playing managers on their behalf
Real change - restructure the organization??? Really as long as you keep folks that are related to folks that you have retired - it will not ever matter how much you restructure or reorganize a sinking ship! Get rid of all the relatives and you will be surprised at how SLB will be able to grow its business.
As long as SLB keeps the relatives on board the company is going to fail. Release this worthless POS. Keep the workers - the ones that want to see SLB succeed!!!
the new organization structure is ridiculously messy and illogical.
OLP has done the right things so far. until this
The definition of 'idiocy is repeatedly doing the same thing and expecting different results every time. Schlumberger is a class act at this. The VPs are scared witless of hacking at the lousy, nepotistic management structure and their ingrained fear of firmly dealing with inept management who create no income for the company and who are moved to celebrate their failures.
The VPs at Schlumberger are real scaredy-cats and for that reason alone the company will fail. At least there will be plenty of cheerleaders on the job market or at Walmart.
You just need to learn to “think new, act new” and embrace the digital transformation and vertical integration.
How about reduce number of managers?
I have not seen these videos but your description fits a Schlumberger pattern where uninformed and uninspiring “empty suits” lay out yet another half baked vision that is supposed to fix all the problems. But without core changes a reorganization and a new set of videos is like shuffling the chairs on the deck of a sinking ship. How about only promoting people to management jobs who have real relevant experience and achievements in the area they are managing? How about not promoting managers before they finish a project and their performance can be accurately evaluated? How about giving more authority and more freedom to the teams and groups doing the actual work? How about holding management accountable and stop promoting and transferring failed managers? How about stop sending people with no relevant experience to be managers because they know a high level manager at another location? How about the CEO visiting the locations and talking to the staff annually (Paal K was rarely seen by the troops). And a very long list of things need to change to rescue the company.