All this krap about not having enough talent or the need to get ride of bad talent is a sure sign of bad management. Look at the Patriots they win every year without the best talent, they use what they have! Never seen such a large group of crybabies!
16 replies (most recent on top)
Agreed, All big companies like yes me you need to become one to do well at All big companies. . There are lots of procedures at big companies to try to make it look like it is not about being a yes man and a lot of managers are trained not to be yes men, but to surrival long term and get promoted bring a yes manager is critical. of course hard work and competence is needed but what sets you apart from the crowd is being the better yes man. I can provide many examples and details, but if you go against the crowd you are toast. Look at why the CSB determined the safety culture was bad at Williams, people whee afraid to speak up and for good reason! Apparently it has gotten better. Thank God.
Williams likes "yes" men; it's why things will never get fixed. Remember the definition of insanity: doing the same thing over and over and expecting a different result.
Some of this may be legal. Corporate doesn't want to leave tracks to the headquarters. SMEs not have any real authority to shield corporate from lawsuits like what is going on at Geismar right now. Legal liability is placed at the local operation by placing all authority locally. Don't know just a thought?
Anybody still use RAPID? LMAO.
Has a lot to do with the large debt Williams has and the need to sell assests to recover.
Agreed, I was put in the exact same position and it made no sense whatever, except if you where in management and was looking to make scapegoats of people who where so called decision makers but had no authority. In others a raw deal, and bad for the stockholders
This statement below from a Williams job ad is why Williams cant keep good people and are the last employer of choice in Tulsa O&G market:
"Demonstrated ability to influence from a position without authority and lead change within an organization"
LMAO
Agreed about the reorgs, very destructive and unfair except to the ones that get shuffled and promoted every time there is a promotion. Clue Excessive reorganizations are used to promote people or terminate people regardless of their performance.
I have come to a somewhat sobering conclusion. A lot of the employees that do well in big companies are great at group surrival. It is more about understanding your environment adapting, evolving and surviving. Not saying talent isn't important, but all the studies show at lot of CEOs and high level managers where low performers in college, seeming to imply that they don't have a lot of "talent".
In this company, good talent comes and goes, but performance remains the same - sluggish and poor. There's only one common denominator. We've done more reorgs in 5 years than most companies see in their lifetimes. It's like rearranging deck chairs on the Titanic.
Those at Williams that are more concerned about being politically skilled at the tricks of the trades will be more successful at keeping their jobs than those that are good at the trades. Eventually, those with knowledge of the trades will be in the minority given Leadership will be unable to identify the different types as they make layoff choices.
Thanks!
Getting sh--canned by a company like Williams has nothing to do with talent. This bunch wouldn't know talent if it hit them in the a--. Don't take it personal it's not worth it. Hang in there and good luck.
God teaches us everyone has talents, some more than others.
Utilize whatever talent you have to the fullest that is what is important to God. You would be surprised how top performers can emerge with very little talent and highly talented people are poor performers. I have nothing more to say.
Not worth thinking about it anymore, just blowing off some steam, good luck.
The "Talent" left or were laid off, right?