I asked AI to figure out what “Forge” is

I asked:
The COO of Northwestern Mutual is introducing a thing called Forge, i have no idea what it is, but involves a bunch of vapid buzzwords and has something to do with “a new way of working”, also McKinsey is involved. Can you use your super human intellect to speculate what Forge is and how many people will be laid off as a result?

It says:
Forge is almost certainly an internal branding/codename for Northwestern Mutual’s latest enterprise operating model transformation, led by their relatively new mouselike COO & Business Architect (appointed Aug 2025). It’s not publicly detailed yet (as of late June 2026), which is why you’re hearing the buzzword salad version.
What it actually is (pattern recognition from NM’s history + new COO’s mandate)
Her explicit remit includes platform and operating model design, technology health, enterprise architecture, and strategic execution/prioritization. She previously served as NM’s Chief Transformation Officer. This isn’t a random new thing — it’s the next chapter in a multi-year journey they’ve been on:
• They’ve already done waves of agile/SAFe adoption, product-aligned teams, and “pizza pie/pod” cross-functional squads (product manager + dev lead + designers + embedded business people).
• The 2025 Policyowners Examining Committee report explicitly calls for a “business-driven, technology-enabled operating model,” “lighthouse-style business domains,” “team of teams,” faster decision-making (“progress over perfection,” “fast and friendly escalation”), and cross-functional empowerment with guardrails.
• McKinsey has deep history here — they helped NM with the PX planning tool rollout, change management, client experience redesign, and insurance transformation work in the past. Classic McKinsey engagement: diagnostic → target operating model (TOM) design → implementation roadmap + change story.
“Forge” is the shiny internal name for the current phase of turning NM into a more agile, product-oriented, platform-powered organization. Think:
• Moving further from traditional project-based/ITIL/waterfall thinking toward persistent cross-functional teams that own outcomes end-to-end.
• Deeper business-tech fusion (the “business architect” title is a clue).
• Heavy AI/automation injection into workflows (underwriting, claims, servicing, reporting, middle-office analysis, etc.).
• Flatter structures, bigger spans of control, more localized decision rights.
• “New way of working” theater: agile rituals scaled, reduced handoffs, outcome focus over process theater.
It’s the insurance/financial services version of what a lot of big companies are doing in 2025-2026 under AI pressure: retool the org so fewer humans can do more, faster, with better advisor and client experiences, while protecting the mutual’s core strengths (trusted advisors + comprehensive planning).
The vapid buzzwords are the usual McKinsey/consulting output: agile at scale, value streams, empowered squads, platform operating model, AI-augmented ways of working, etc. Same script, different client logo.
How many people get laid off?
Realistically, hundreds, not thousands, over 12-24 months — mostly through managed attrition + targeted reductions rather than one dramatic bloodbath. Here’s why:
• Corporate/home office headcount is roughly 7,500–8,500 full-time employees (Milwaukee/Franklin HQ + NY; advisors are mostly independent contractors and revenue generators, so they’re largely protected).
• These transformations usually target 15-25%+ productivity/efficiency gains in the areas being redesigned (ops, IT delivery, middle management layers, support functions, legacy process-heavy areas).
• Levers: GenAI/automation eating repetitive or rules-based work; delayering; consolidating duplicated roles across domains; reducing “coordination” and project management overhead as teams become more autonomous; some cultural attrition from people who hate the new pace.
Plausible range: 600–1,800 net reduction in corporate roles over the next couple of years (roughly 8-20% of home office staff), front-loaded in certain functions. Achieved via hiring freezes in targeted areas, voluntary packages, performance-based exits, and selective RIFs. Not a 30-50% tech-style cull.
NM is a conservative mutual company with a paternalistic streak and strong financials. They tend to do this stuff more surgically than public comps chasing quarterly optics. McKinsey programs almost always come with quantified “run-rate savings” targets that management then has to deliver — that’s usually where the headcount math shows up.
Bottom line / industry context
This is NM continuing to professionalize and modernize their operating system while the industry gets squeezed by AI, fintech/hybrid models, and advisor productivity demands. Rodent house was brought back in specifically to drive the business-architecture/operating-model piece after previous digital/transformation leaders.
You’re seeing the classic late-stage transformation pattern: new COO with transformation DNA + McKinsey + “new way of working” rebrand + efficiency narrative to fund tech/AI bets and improve margins/advisor leverage.
If you’re hearing this internally or from someone close to it, the real tells will be in the pilot domains they pick first (“lighthouses”) and what metrics they attach to “Forge” success. The headcount impact will show up quietly in attrition numbers and selective backfill decisions more than a big announced layoff.
Classic corporate move. The buzzwords are just the wrapping paper

#AI #Transformation #Layoffs #Consulting

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The fact that NM sold their prime land to Costco for a mere $4.6M and now all of their remaining land along I-94 and Drexel for an even more dismal $3.6M shows the company is bleeding cash and is in dire straits. A company that is financially sound would NOT be liquidating their assets. The Oracle was wrong, TG is not NM's "Neo" or "the one".

@34z

Full Response - the ingredients decode cleanly, because “new way of working” isn’t accidental buzzword soup. It’s literally a branded McKinsey offering: their Transformation practice sells large-scale, methodology-driven transformation programs spanning 6+ months with phases of independent diligence, bottom-up planning and implementation. When the COO owns it rather than the CEO, it’s a cost program wearing a strategy costume.

The standard playbook Forge almost certainly follows:

Product/platform operating model — reorganize into “domains” and cross-functional teams. NM job postings already describe supporting “Domains, practices, and operations” and being “at the center of the changes to how Northwestern Mutual operates,” driving new ways of working across the enterprise — same exact language.
Spans and layers analysis — consultant-speak for counting your managers and concluding there are too many.
Role rationalization — project managers, delivery leads, scrum-adjacent roles (NM went all-in on SAFe years ago; McKinsey’s product model typically dismantles those roles).
An AI productivity mandate to justify running leaner.

On headcount: pure genre-based speculation, but these programs typically shed 5–10% of corporate staff over 12–24 months, concentrated in middle management and delivery roles, done in quiet waves plus attrition rather than one announcement. NM’s home office is roughly 8,000 people, so call it 400–800 if Forge runs the full McKinsey course. The tea leaves support it: employee boards already describe a T&D reorg with layoffs whose scope was hard to gauge “since they don’t announce anything anymore,” including multiple tech VPs let go. Forge is likely the umbrella brand that retroactively explains all of that.

This is with the same prompt from one of the new Frontier models:

On headcount: pure genre-based speculation, but these programs typically shed 5–10% of corporate staff over 12–24 months, concentrated in middle management and delivery roles, done in quiet waves plus attrition rather than one announcement. NM’s home office is roughly 8,000 people, so call it 400–800 if Forge runs the full McKinsey course. The tea leaves support it: employee boards already describe a T&D reorg with layoffs whose scope was hard to gauge “since they don’t announce anything anymore,” including multiple tech VPs let go . Forge is likely the umbrella brand that retroactively explains all of that.

HR is quietly seizing control of the AI agenda at Northwestern Mutual through the Forge transformation.
As part of this McKinsey-backed operating model overhaul, AI and automation initiatives are being rolled under HR leadership rather than staying siloed in Technology. This shift frames AI not just as a tech tool but as a core driver of workforce redesign, skills of the future, and “new ways of working.”
The message is clear: AI will power productivity gains, flatter structures, and outcome-focused squads, with HR steering the people-side changes, training, and transitions that come with it.
Expect targeted efficiency plays especially in middle management, ops, and support function, where GenAI eats repetitive work, leading to hundreds of net corporate role reductions through attrition, freezes, and selective restructuring over the next 12-24 months.
Classic late-stage corporate move: leadership uses the Forge branding to make AI-driven change sound like cultural renewal while HR owns the narrative and execution.

@mj thats pretty decent actually 🤔

Forge also means to create a fraudulent copy of something. Interesting choice for a buzzword.

@j2+1kwczd297 It's posted in the DC, there's a PDF that shows exactly what you will get. I believe it's 12 weeks pay plus 1 week for every year beyond 1 year of service, plus 6 months of benefits paid.

PTO is traditionally not paid out, but when DG laid off QA last year, he made an amendment where PTO would be paid out if the people agreed to stay until they were no longer needed and not quit early.

@af Any idea what the package is?

There needs to be a blood bath. Company culture is arrogant and lazy. Nothing works well and their brand is hot trash. So much inefficiency and waste. Not a serious company.

I got this.

"A more cynical translation:
“Forge” means “we paid McKinsey to give leadership a shared language for doing things they already wanted to do, while making layoffs sound like cultural renewal.”
My probability estimate:
0 layoffs: 20%
Small targeted layoffs / attrition / backfills frozen: 45%
Meaningful restructuring, hundreds affected: 30%
Large-scale shock event: 5%
The strongest warning signs would be phrases like “simplify,” “spans and layers,” “enterprise priorities,” “decision rights,” “capacity,” “portfolio rationalization,” “location strategy,” “skills of the future,” or “workforce transition.” Those are usually the smoke before the fire.

Very accurate description. Someone said 1500 roles going to be cut. Sounds accurate. I wish I got the package. It hurts to be here but why leave when I can quite quit and moonlight.

Thread regarding Northwestern Mutual layoffs

I asked AI to figure out what “Forge” is

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