Major changes .... some results .... still a long way to go.
Pros
Globally they finally realized the last board of directors was meaningless and CEO was clueless and they finally replaced the well connected site leaders who messed up the site. ( Don't worry about them, they found nice jobs with vendor companies. don't bet the same for the man in the street ) We got some of the best talkers in the industry. We outperform any of our competitors in delivery of messages by a very wide margin. Truely, never was so little results spoken of by so much. We licensed technology for an obscene expense from another company which reflects the failure of our own development efforts ( which we had invested a lot). It was a nice celebration we had for our large expenses and write offs of our investment.. Not sure if the new IBM GM can do much. Funny thing is that the last "great leader" proclaimed before that Malta outperformed IBM on latest tech development. I guess Folks finally realized that IBM's crappy performance was in fact better. It really takes some extraordinarily bad Leadership to under perform with respect to IBM. Some programs succeed and in fact succeed very well in earning revenue. Rewind back 1 year ago and you'll recall that those programs are also the least in priority. Duh...
Cons
Huge gravy train numbering into the hundreds of employees who have past working association with a key figure in this company. You can easier identify such departments by the ridiculous number of Senior/Principle member of technical staffs they have. They report either into non critical organizations or are offsite in sunny Austin/West Coast and have nice 8-5 jobs. No ownership for any of their simulations/unrealistic forecasts or implications. Gravy train departments also have the best retention. No surprises. Those who do little, live well with guaranteed promotions. Ridiculously huge overhead and no one even knows how they contribute to the business. They love the GPM. Each leader is convinced that he can do a better job than his predecessor on differentiating performance. Each leader ensures that his huge gravy train gets the high ratings while folks they don't know get the low ratings. Combine this with frequent management changes and guess the result. No one can even quantify the value it adds to the company. Management / HR are very conscious of glassdoor reviews. They blame each other for the poor reviews but they change a lot of their policies.
