#boardofdirectors

It’s no secret inside or outside the company: Stankey is on thin ice. The board can only cover for him so long with stock price smoke and mirrors while the foundation crumbles.

Under his watch we’ve had massive outages leaving customers furious and regulators circling, along with embarrassing data breaches exposing millions of people’s personal info and destroying trust in the brand. On top of that, his tone-deaf RTO mandate tanked morale, drove talent out the door, and turned AT&T into a poster child for corporate arrogance. And how did he respond? Not with solutions, but with ultimatums in all-hands emails.

This isn’t leadership — it’s a slow-motion collapse. Employees know it. Customers know it. Shareholders are starting to realize it too. Stankey’s “commit or quit” email didn’t motivate anyone; it broadcast desperation. And with every outage, every breach, every resignation, it’s clearer that he’s not the guy to fix this mess.

Don’t be shocked if the board makes a move. At this point, the only real question is whether they’ll act in time to save what’s left of AT&T.

We want to catch up on our former newsletter where we reported on an Executive Board decision regarding a recurring workforce transformation.

On August 5th and September 1st, 2025, the SE Works Council (Europe) was informed about urgent measures which impact all board areas under the codename “Project Mongoose” in an extraordinary consultation. This project is the implementation of the announcement by Dominik Asam and Christian Klein during the past Q2 Earnings Call, which can be summarized by the headlines of 1-2% reduction of SAP’s global workforce.

The SE Works Council (Europe) expresses its deep concern over the decision to proceed with another wave of redundancies in 2025, marking the second such initiative this year following P24 (“Project 24”) Wave 3. Despite reassurances to the contrary by the Executive Board earlier this year, this development underscores a continued pattern of workforce changes without adequate time to assess the prior transformations. This raises the question: What problems may lie beneath SAP’s Half Year financial figures that have forced the Executive Board to resort to such urgent measures?

While the rationale for Project Mongoose has been framed and presented in terms of adapting to technological change – particularly referencing the effects of AI and location strategy – the actual measures appear to us better aligned with short-term financial targets rather than strategic transformation, wrapped in “lean adjustment” terminology. This paradox between reasoning and actions risks undermining employee trust.

The lack of clarity around projected cost savings, customer impact, AI-related redesign, and location strategy further exacerbates our concerns. We fear these decisions may lead to long-term harm – both talent loss and diminished customer trust. The current lack of transparent and straightforward communication creates uncertainty, which reduces organizational efficiency and erodes confidence in the Executive Board.

The SE Works Council (Europe) urged management to present the reasons for the job cuts in more detail and depth, commit to meaningful reskilling initiatives, and avoid reducing strategic workforce decisions to routine cost-cutting exercises, as to us the current Executive Board decision does not seem to be connected to a discernible logic. Following Project Mongoose and P24, we are worried that SAP and the Executive Board might adopt this practice as another adjustment tool that may be used freely whenever financial targets suggest it.

We remain committed to monitoring the execution process, both from the SE Works Council (Europe) perspective and through the local Employee Representations of the impacted countries. During the consultation process, we have been assured that all impacted employees are treated with respect and dignity and within the legal guarantees of the respective countries. Also, at the end of this consultation, we will keep advocating for a long-term vision that values the expertise and dedication of our workforce. We will come back with more information on this topic in due time.

As always, we welcome your comments and suggestions and look forward to your feedback.

I dont know if anyone knew this but, Stankey is the CHAIRMAN of the Board! How could this be possible?!?! I believe that the SEC should be notified because this is DEFINITELY unethical... how can you be the ceo AND the chairman of the board... this is why he is NOT VOTED OUT! I CAN'T MAKE THIS UP!

How many people sitting on the firm's Board of Directors are over age 75 ? Is there an age limit ? Term limit ? Many firms hire third parties to evaluate board members for fit and performance. Has this been done ? When ? Is the board high functioning or is there any cognitive impairments ? People will say who cares but the success or failures of great American companies often begin and end with board competence and leadership.

NEW YORK, NY – Verizon Communications Inc. (NYSE, Nasdaq: VZ) today announced the election of Jennifer K. Mann, Executive Vice President and President, North America Operating Unit of The Coca-Cola Company, to the Verizon Board of Directors, effective immediately.

“Jennifer is a highly accomplished leader who brings to Verizon a wealth of consumer, marketing, brand management and strategic planning expertise acquired during her 28-year career at Coca-Cola,” said Verizon Chairman and CEO Hans Vestberg. “She leads Coca-Cola’s largest operating unit and possesses substantial and proven experience overseeing the integration and strategic management of large-scale acquisitions and investments. We look forward to Jennifer’s contributions to the board as we continue to execute on our customer-first strategy and expand our broadband network through the pending acquisition of Frontier.”

With the addition of Ms. Mann, the Verizon board consists of 11 directors with a broad mix of perspectives and expertise.

Ms. Mann has served as an Executive Vice President of Coca-Cola since January 2024 and President, North America Operating Unit since 2023, and is responsible for the oversight of the company’s operations in the United States and Canada. She served as President, Global Ventures of Coca-Cola from 2019 to 2022, and was responsible for globally scaling the Costa Coffee acquisition and the company’s investment in Monster Beverage Corp. Previously, Ms. Mann served as Chief People Officer of Coca-Cola from 2017 to 2019. She joined Coca-Cola in 1997 in its North America business and has held a wide range of positions in the company’s operations and customer leadership.

Ms. Mann holds a B.A. in Accounting from Georgia State University and serves on the boards of Boys & Girls Clubs of America, Morehouse College and Ronald McDonald House Charities, reflecting her deep commitment to community and education.

They are, after all, the ones that let Mark run this place into the ground.
They should have all been let go to, unless they found God and see the error of their ways.