Thread regarding Teradata Corp. layoffs

He's now in Financial Force
https://www.financialforce.com/blog/qa-with-scott-brown-financialforces-new-president-and-ceo/

The CEO SM had announced in all-company email around Oct 20 that Scott Brown was leaving at end of October to take a CEO job at some unnamed company.

Already last day for Scott. He was a good guy. But the all People who hired from of CISCO are in c-ap. He should take those along with him will save TD lot of money and grief as all were director and above with such high salaries and 0 dollar output. On top of it discriminating and making comments like TD guys don’t know how to do business without even understanding our prod, services or market we operate in. They think selling a phone or switch is same as selling TD.

definitely easier to work with after few vodka tonics

Any idea where SB heading to ? startup or a mid-size company ?

I am tired of the so-called "honest" BS talk when executives leave the ship .... Nobody has guts to say what they really feel even when they leave the company.

Is it too much for us the proletariat to ask the executives to say " .......Look, honestly, I wanted to be the CEO of this company. However, the Board is lucky to find a better person than I am in their view. So, I found a CEO position elsewhere and I am leaving. No hard feelings ......"

• or something on those lines..

Instead, they all go on predictive lines: "....... your company is great ... It has great potential... I love people here ..... my heart is still here ..... I will never sell your stock ....etc., etc., .......

Really?

If there's one character more than anything that I look for in C level is Honesty & Truthfulness .... Unfortunately, it is a rare commodity these days ...

I have nothing against SB .... I think he is a very decent man .... I am just venting about the C-class in general .

Probably wanted to leave and keep clean track record before (1 year?) s&*t will hit the fan. And boy trust me, it will.

Any idea why he wasn't given the top job? The innuendo on the all hands was more than obvious - wanted it and didn't get it.

"too many vodka tonics. Clearly the best leader at TD, which also says it all for LT out there"

That was one of the many moments where I was impressed to see how well S.B. handled himself - with grace, compassion and professionalism.

I would also open new angle of this resignation: How bad are the Q3 results? Clearly it can't be great if CRO packs and goes

too many vodka tonics. Clearly the best leader at TD, which also says it all for LT out there

It takes a real leader to turn around a hot mess like Teradata. Not many people of any s-x or color have the skills to do that. With virtually every corporation desperate to hire D&I candidates to prove how woke they are, the competent D&I candidates have much better opportunities than Teradata. What does that say for the D&I candidates Teradata is able to attract?

The big problem with starting from a D&I commitment upfront is:

• that competence is not stated clearly as still important;
• that in the case of a conflict between diversity and competence (as it can and will arise), it is far from clear that competence will prevail.

When meritocracy wavers, civilisations crumble. It may take a while but not an if.

As many young sports men and women make debuts at the highest level, one of the dumbest questions you often hear is ‘are they old enough ?’

The only valid response is ‘if they are good enough, then they are old enough.’

Same thing goes for diversity - if someone is good enough, then give them the Job regardless. Hire for ability to do the job and the rest will take care of itself.

The LT in Teradata is neither strong enough or diverse enough. It’s weak because most of the LT are doing jobs that they have never done before or because they’ve been over promoted internally.

At best, it’s management - not leadership. Telling people what to do instead of showing them how to do it and helping them execute their plans better.

Telling people to go sell more or deliver product faster is not leadership....it’s lazy, outdated and ineffective. Talented people simply do not work for management teams that think and act this way.

"If you feel threaten by a commitment to D&I and equality, YOU are the problem. Grow the duck up!"

The point is, there is no reason to call out the need to diversity/inclusion in the job search. And if you don't understand THAT as the problem, then you need to "Grow the duck up".

"...our search will be respectful of our commitment to Diversity, Equity and Inclusion" does not mean that only members of minority communities would be hired. It means that as part of the process, they will put together a pool of diverse candidates. It is a way for companies to ensure they are inclusive even if the candidate they hire is not part of a minority.

If you feel threaten by a commitment to D&I and equality, YOU are the problem. Grow the duck up!

The reason the LT team looks less diverse lately is that the "diversity hires" made previously were let go after making huge messes.

5. T. the prior CRO was a "diversity hire". R.P. the prior product EVP was also a "diversity hire". They were in key roles and caused very serious damage.

As a data company, Teradata should analyze the historical data and use the insights to make decisions on which candidates will be successful in their respective roles.

As one member of the LT team likes to say "I choose science".

Giving preferential treatment to everyone except for someone who is not in a "diversity category" IS discrimination. I thought we were a company that hired the best candidate regardless of race, color or s-xual orientation? That is what helps the company to be successful - when the best most qualified candidate is selected.

Dear discrimination-friendly white straight cis-males,

There is nothing wrong with D&I. The best companies in the world are serious about it. Today TD ELT is over 95% white. We do need representation for the LGBT, hispanic-american, asian-american, african-american communities. I am happy our ELT has a significant number of women but more work is required.

A Chief Revenue Officer (CRO) is the individual in charge of a company’s revenue streams. Leveraging knowledge of the roles both sales and marketing play in driving growth, they have ultimate accountability in aligning all revenue-generating departments and building strategic partnerships. Their cross-functional expertise ensures sales and marketing communicate well, share information, and collaborate in content creation so that all messaging fits their target customers.

Which part of that job description did he do well ? When revenue is in constant decline, quarter on quarter, he must have been worried about keeping his job regardless and under some considerable pressure.

It’s just the LT looking for somethings to hang their hats on.... hundreds lost their jobs, but look over here at our diversity improvements... you need things to cover the stench and to crow righteously about to their peers over nibblies

Yes the wording about the search was odd. It said "...our search will be respectful of our commitment to Diversity, Equity and Inclusion".

Why was it necessary for the CEO to emphasize "Diversity/Inclusion" AGAIN? Shouldn't the company be hiring based on who is most qualified for the job? The only way to stop this kind of thinking is to push back. It's no wonder the company is struggling.

Tired of the reverse discrimination.

Who's TC?

Tc took the package

Actually SM is doing a very unpopular and right thing. He needs to undo the P&L madness that his predecessors created. He has a unique IQ and EQ blend. This company has good tech and had very bad leadership. SB leaving is a setback but other ELT members, barring a few are very solid. I think am cautiously optimistic about TD tech and stock price.

s-xual preference is a 1970s term. Please educate yourself, the correct terminology is s-xual orientation.

Did you read the wording for the candidate search? They are looking for an LGBTQ candidate. If you're straight, don't bother applying. Really? We hire based on someone's s-xual preference? Teradata HR is so lost.

He didn't resign, he was poached.

All SM has proven thus far is that he cannot retain good people, create an environment where good people want to work with him, do anything other than the coarse, obvious actions of threatening employees with the loss of their jobs and making painful, by the numbers and soulless statements about moments and now. He uses words like transparency to cloak what he was hired to do. “yes , I’m your man to layoff them off by the hundreds during a pandemic. I want that job”...he said in his interview.

SM has a proven track record leading businesses through transformation with focus on cloud. Former role saw Steve operate as CEO, in reality as “co-CEO”.

There is a plan. There is a strategy which is underpinned by PTR of success.

Already on a mission. Who’s prepared to step up?

Teradata:
A CEO gets booted just after 11 months ... A CRO resigns just after 16 months .... A Head of Sales in Europe resigns within 2 years of his promotion...
Snowflake:
IPO launch as planned .... Buffet beliefs in Snowflake ... Market cap increases to ~$70 BN on first day of listing ...

Sad day for Teradata, he is the only one on the ELT that earned the respect of most of the rank and file. Can't blame him for leaving, Board lost him when they decided to hire a non-experience CEO with unproven CEO track record to to lead the company, a CEO who is now totally flailing. Board had a way way better CEO candidate who had the respect and a plan right under their arrogant noses and blew it. But no worries "now is our moment"...

I guess now we can't get rid of Dan. TC to report to DH to form a leafership powerhouse.

lol "does not compete with teradata" imagine if he had left for snowflake 😂email wold have been worded much differently